3. Motivation Theory
Need Hierarchy Theory
ERG Theory
Two Factor Theory
Theory X and Y
Need Theory of
Motivation
Expectancy Theory
Motivation Model
Goal Setting Theory
Expectancy Theory
Equity Theory
4. Self Actualization
Self Esteem
Social
Safety
Physiological
General Example Organizational Example
Achievement
Status
Friendship
Stability
Food
Challenging Job
Job Title
Friends at Work
Pension Plan
Base Salary
………….
Higher
Order
Needs
Lower
Order
Needs
Fig: Maslow’s Need Hierarchy Theory
5. E= Existence Needs:
It includes Physiological and Physical safety
needs.
R= Relatedness Needs:
Everyone maintains interpersonal
relationship.
G= Growth Needs:
It includes self-development and personal
growth and advancement.
6. Two Factor Theory
Developed by – Frederick Hertzberg
Achievement
Recognition
The Work Itself
Responsibility
Advancement and Growth
Supervisor
Working Condition
Interpersonal Relationship
Pay and Security
Company Policies and
Administration
Motivation
Factor
(Neutral Position)
Presen
t
Absent
Satisfaction No Satisfaction
Present Absent
Dissatisfaction No
Dissatisfaction
Hygiene Factor
(Environmental)
7. There are two sets of assumption:
1. Theory X
2. Theory Y
8. Theory X
(Negative)
1. Attitude:
Employees inherently dislike work and attempt to avoid it.
2. Direction:
Must coerced, controlled or threatened with punishment.
3. Responsibility:
Avoid responsibilities and seek direction whenever possible.
4. Motivation:
Want securities and display little ambition.
9. Theory Y
(Positive)
1. Attitude:
Employees inherently like work.
2. Direction:
Self-direction and self-control.
3. Responsibility:
Learn to accept and seek responsibilities.
4. Motivation:
Able to be innovative.
10. Need Theory of Motivation
Developed by – Dand McClelland
1. Need for Power
2. Need for Affiliation
3. Need for Achievement
11. Motivation = Valence X Expectancy X Instrumentality
Valence:
-1 0 +1
Valance refers to the strength of a persons preference for receiving a reward.
12. Expectancy:
0 +1
Expectancy is the strength of belief that ones work related effort will result in
competition of a task.
Instrumentality:
0 +1
Instrumentality represents the employees belief that a reward will be received
once the task is accomplished.
13. Value of
Rewards
Perceived
Effort &
Reward
Ability to do
a Specific Task
Effort
Perception of
Task Required
Performance
Accomplishment
Intrinsic
Rewards
Extrinsic
Rewards
Satisfaction
Perceived
Equitable
Rewards
Perceived
Inequitable
Rewards
Fig: Motivation Model
14. Goal Setting Theory
Developed by - Edwin Locke
Five principles of goal setting theory:
1. Clarity
2. Challenge
3. Commitment
4. Feedback
5. Task Complexity
16. 1. Job Effort
2. Education
3.
Performance
4. Knowledge
5. Experience
One’s Inputs: One’s Outcomes:
1. Actual Pay and Benefits
2. Social Rewards
3. Physiological Rewards
17. Equity Ratio
Perceived RatioPerceived Ratio
ComparisonComparison
Employee’s RatioEmployee’s Ratio
ComparisonComparison
InequityInequity (Under rewarded)(Under rewarded)
EquityEquity
InequityInequity (Over rewarded)(Over rewarded)
Outcomes A
Inputs A
Outcomes B
Inputs B
<
=
>
Outcomes
A
Inputs A
Outcomes B
Inputs B
Outcomes A
Inputs A
Outcomes B
Inputs B
18. Define Organizational Goals
Define Employees Objectives
Continuous Monitoring of
Performances and Progress
Performance Evaluations
Providing Feedback
Providing Rewards or
Punishment
Fig: MBO Process
