This document summarizes several theories of motivation. It discusses need-based theories proposed by Maslow and ERG, as well as two-factor theory. Process-based theories explained include equity theory, expectancy theory, and reinforcement theory. Equity theory examines inputs, outcomes, and referents in motivation. Expectancy theory looks at expectations of performance leading to outcomes. Reinforcement theory states behavior is motivated by its consequences. The role of culture and ethics in motivation is also addressed.

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Theories of Motivation

3. Motivation
The desire to achieve a goal or a certain performance
level, leading to goal directed behavior.

4.  Ability:
having the skills and knowledge required to
perform the job.
 Environment:
External factors that effect performance.

5.  So what motivates people?
 Why do some employees try to reach their targets
and pursue excellence while others merely show up
at work and count the hours?

6. Need-Based Theories of Motivation
 The earlier studies of motivation involved an
examination of individual needs.
 Early researchers thought that employees try hard
and demonstrate goal-driven behavior in order to
satisfy needs.

7. Maslow’s Hierarchy of Needs

8. ERG Theory

9. Two-Factor Theory

10. Acquired-Needs Theory
According to this theory, individuals
acquire three types of needs as a
result of their life experiences.

11.  Need for Achievement:
have a strong need to be successful
 Need for Affiliation:
want to be liked and accepted by others.
 Need for Power:
want to influence others and control their
environment

12. Process-Based Theories
 Process-based theories view motivation as a rational
process.
 Process theories attempt to explain the thought
processes of individuals who demonstrate motivated
behavior.
 Individual analyze their environment, develop
thoughts and feelings, and react in certain ways.

13. Equity Theory
According to this theory, individuals are motivated by
a sense of fairness in their interaction.

14.  Inputs:
 The contributions people feel they are making to the
environment.
 Outcomes:
 The perceived rewards someone can receive from the situation
 Referent:
 A person we compare ourselves to

15. Reaction to
unfairness
Overpayment
Inequity

16.  Individual differences in Reaction to
Inequity:
 A personality trait that explains different reactions to inequity
 Equity sensitivity:
 Individuals who give without waiting to receive much in
return.

17.  Benevolent:
 Individuals who expect to receive a lot without giving much in
return.
 Entitled:
 The degree to which the outcomes received from the
organization are fair.

18. Fairness Beyond Equity: procedural and
Interactional Justice

19. Expectancy Theory

20. Influencing Expectancy Perceptions

21. Reinforcement Theory
 According to reinforcement theory, behavior is a
function of its outcomes.
 how many times have you seen positive behavior
ignored, or worse, negative behavior rewarded?
 “the folly of rewarding”

22. Reinforcement Interventions
 Reinforcement theory describes four interventions to
modify employee behavior.
 Two of these are methods of increasing the frequency
of desired behaviors,
 while the remaining two are methods of reducing the
frequency of undesired behaviors.

24. Reinforcement Schedules
Continuous schedule
When reinforcer follow all instances of positive
behavior.
Fixed-ratio schedules
Rewarding behavior after a set number of occurrences.
Variable ratio
Providing the reinforcement on a random pattern.

25.  Organizational Behavior Modification (OB
Mod)
A systematic application of
reinforcement theory to modify
employee behaviors in the
workplace

27. The Role of Ethics and National Culture
 Motivation and Ethics
 Ethical Behavior is one that is learned as a result of
the consequences following one’s action.
 Unethical Behavior

28. Motivation around the globe
 Based on cultural context Maslow’s hierarchy of
needs may require modification because needs may
differ across culture.
 Example :
 Overall life satisfaction
 Industrialized nation: self esteem
 Developing country: Financial satisfaction
 Justice and fairness
 Equity and equality

29. Conclusion
 Basic motivation theories
 Motivated behavior
 Satisfy needs
 Each theory provides us with a framework we can
use to analyze interpret, and manage employees
behavior in the work place.