2. “A set of forces that cause people to
behave in certain way”
Performance = ability x motivation
Cooperation & coordination
improve skill & knowledge
increase productivity
minimize waste and cost
job satisfaction
less absenteeism & turnover
3. FRAME WORK OF MOTIVATION
TensionIDENTIFIED NEEDS
Search ways to
satisfy needs
Engages in goal
directed
behaviour
Performs
Receive Rewards or
Punishment
Reassesses needs
deficiencies
5. MOTIVATIONAL THEORIES
CONTENT THEORY / NEED
THEORIES
PROCESS THEORY/COGNITIVE
THEORIES
MASLOW’S NEEDS HIERARCHY
HERZBERG’S TWO FACTOR
DOUGLAS MC GREGOR’S X&Y
ERG THEORY
MCCLELLAND’S THREE NEED
THEORY
VROOM’S EXPECTANCY
THEORY
PORTER LAWER’S
EXPECTANCY THEORY
ADAMS EQUITY THEORY
6. MASLOW’S NEED HIERARCHY THEORY
SELF
ACTUALISATION
ESTEEM NEEDS
SOCIAL NEEDS
SAFETY NEEDS
PHYSIOLOGICAL NEEDS
8. Comparison of Maslow & Herzberg
Maslow Need Hierarchy Herzberg Two-Factor
Theory
Self Actualizing need
Motivators
Challenging work,
achievement,
Responsibility,
Advancement, recognitionEsteem Needs
Social needs
Hygiene factors
Status , interpersonal
relation administration,
supervision, working
conditions, job security,
salary, personal life.
Safety needs
Physiological needs
9. ALDERFER’S ERG MODEL
E (Existence )
R (Relatedness)
G (Growth)
SELF
ACTUAL
ISATION
ESTEEM
NEEDS
SOCIAL NEEDS
SAFETY NEEDS
PHYSIOLOGICAL NEEDS
10. Needs Theory
by David McClelland
• Need for Achievement -Desire to accomplish
something difficult, attain high standards of success,
master complex tasks, surpass others
Need for Affiliation -Desire to form close
personal relationships and friendships, avoid
conflict
Need for Power -Desire to influence or control
others, be responsible and have authority over
others
11. Expansion of needs
• Internsic vs Extrinsic needs
• Expressed vs wanted dimension
• Approach vs avoidance dimension
• Personal vs interpersonal
dimension
• Individual vs social dimension
12. Vroom’s Expectancy theory
• Proposed by victor vroom
• Components are Expectancy, instrumentality,
valence.
M= (VxExI)
1. Person attract to particular outcome increases
with increasing expectation that attain a
relevant action
2. Motivation for particular action increase with
increasing attraction for various outcomes and
increasing expectation this lead to attainment
of these outcomes
14. Porter and Lawler’s Model
• Defines the relationship between job
attitude & job performance
Elements
1. Effort
2. Perceived-effort-reward probability
3. Performance
4. Rewards
5. Satisfaction
16. Equity Defined
• A State of psychological comfort
• Exists when an individual’s input to
outcome ratio is equal to the ratio of
the comparison other
17. Adams Equity Theory
• Proposed by J.Stacy.Adams
• Based on two variables i.e. inputs and outcomes
• Equity= persons outcomes
persons inputs
Inequitable Dissatisfaction reduced output
Equitable continuation, same output
More equitable hard work & increased
output
18. Ouchi’s Theory Z
• Developed by Japanese management adopted
American’s
• Developed by Dr. william Ouchi’s not for
analytical but for promotional purpose
Features
1. Mutual trust
2. Strong bond between the company and
employees
3. Employees involvement