1. By,
Graito Chako
Lidhiya Babu

2. What is Motivation?
Motivation
Individual forces that account for the direction,
level, and persistence of a person’s effort
expended at work.
• Direction - an individual’s choice when presented with
a number of possible alternatives.
• Level - the amount of effort a person puts forth.
• Persistence - the length of time a person sticks with a
given action.

3. Two types of motivation theories
– Content theories
• Focus on individual needs – that is, physiological or
psychological deficiencies that we feel a compulsion to
reduce or eliminate.
– Process theories
• Focus on the thoughts, or cognitive processes, that take
place within the minds of people and that influence their
behavior.
THEORIES OF MOTIVATION

4. THEORIES OF MOTIVATION
CONTENT THEORIES
– Abraham Maslow's Hierarchy of Needs Theory
– Douglas McGregor’s Theory X and Theory Y
– ERG Theory
– Frederick Herzberg’s Two- Factor Theory

5. PROCESS THEORIES
– Victor H Vroom Expectancy Theory
– Equity Theory
– Cognitive Evaluation Theory
– Self- Efficacy Theory
– Reinforcement Theory

6. 1) MASLOW’S NEED
HIERARCHY

7. NEED HOME JOB
SELF- ACTULISATION
Education, Religion, Hobbies,
Personal growth
Training, Advancement, Growth,
Creativity
ESTEEM
Approval of family, Friends,
Community
Recognition, High status,
Responsibilities
BELONGINGNESS Family, Friends, Clubs
Teams, Departments, Coworkers,
Clients, Supervisors, Subordinates
SAFETY
Freedom from war, poison,
violence
Work safety, job security, Health
insurance
PHYSIOLOGICAL Food, Water, Sex Heat, Air, Basic salary

8. 2)

9. Theory X
In this theory, management assumes employees
are inherently lazy and will avoid work if they can
and that they inherently dislike work
Theory Y
In this theory, management assumes employees
may be ambitious and self-motivated and
exercise self-control.

12. 5)

13. Clayton Paul Alderfer further
developed Maslow's hierarchy of needs by
categorizing the hierarchy into his ERG theory
(Existence, Relatedness and Growth).
a) Existence group: concerned with providing the basic
material existence requirements of humans.
b)Relatedness : the desire people have for maintaining
important interpersonal relationships
c) growth needs: an intrinsic desire for personal
development. These include the intrinsic component
from Maslow's esteem category and the
characteristics included under self-actualization.

14. PROCESS THEORIES
– Equity Theory
– Cognitive Evaluation Theory
– Victor H Vroom Expectancy Theory
– Self- Efficacy Theory
– Reinforcement Theory

15. 1) Equity theory

16. Equity theory is a theory that attempts to
explain relational satisfaction in terms of
perceptions of fair/unfair distributions of
resources within interpersonal relationships.
Employees seek to maintain equity between
the inputs that they bring to a job and the
outcomes that they receive from it against the
perceived inputs and outcomes of others

17. 2) Cognitive Evaluation Theory

18. Cognitive Evaluation Theory is designed to
explain the effects of external consequences on
internal motivation.
CET uses three propositions to explain how
consequences affect internal motivation:
a) External events set will impact intrinsic
motivation for optimally challenging activities
to the extent that they influence perceived
competence.

19. b) Events relevant to the initiation
and regulation of behavior have three potential
aspects, each with a significant function
(informational aspect, controlling aspect,
amotivating).
c) Personal events differ in their qualitative
aspects and, like external events, can have
differing functional significances. Events
deemed internally informational facilitate self-
determined functioning and maintain or
enhance intrinsic motivation.

20. 3) VROOM’S EXPECTANCY THEORY
3. Rewards-Personal goals relationship = Valence
1. Effort-Performance relationship = Expectancy
2. Performance-Rewards relationship = Instrumentality
Individual
Effort
Individual
Performance
Personal
Goals
Organizational
Rewards
1 2
3

21. Expectancy theory proposes, the
motivation of the behavior selection is
determined by the desirability of the
outcome.

22. 4) Self- Efficacy Theory
(social cognitive or social learning theory)
Self-efficacy is the extent or strength of one's belief in
one's own ability to complete tasks and reach goals.
Self-efficacy affects every area of human behaviour. By
determining the beliefs a person holds regarding his or
her power to affect situations, it strongly influences both
the power a person actually has to face challenges
competently and the choices a person is most likely to
make.

23. 5) Reinforcement Theory
BEHAVIOURCONSEQUENCE