This document summarizes several theories of motivation:
1) Content theories (e.g. Maslow's hierarchy, ERG theory, Herzberg) examine what motivates people based on individual needs and how satisfying different needs impacts motivation.
2) Process theories (e.g. expectancy theory, goal setting theory, reinforcement theory) describe the cognitive processes that translate needs into motivated behavior.
3) Additional theories discussed include equity theory, justice theory, and how individual and organizational factors influence motivation.
Theories Of Motivation | Types Of Motivation | Mas low's Hierarchy Of NeedsFaHaD .H. NooR
Define Motivation
Early Theories of motivation
Maslow’s hierarchy of need
Theory X and theory Y
Two-Factor Theory
McClelland Theory of needs
Contemporary theories of motivation
Self-determination theory
Job engagement
Goal setting theory
Self efficacy theory
Reinforcement theories
Eguity theory
Expectanct theory
Integrating comporary theories of motivation
Theories Of Motivation | Types Of Motivation | Mas low's Hierarchy Of NeedsFaHaD .H. NooR
Define Motivation
Early Theories of motivation
Maslow’s hierarchy of need
Theory X and theory Y
Two-Factor Theory
McClelland Theory of needs
Contemporary theories of motivation
Self-determination theory
Job engagement
Goal setting theory
Self efficacy theory
Reinforcement theories
Eguity theory
Expectanct theory
Integrating comporary theories of motivation
The study of motivation is complex. It is a significant study for managers because employees when motivated are stimulated to achieve organizational goals. Employees who are motivated remain focus in a systematic way. Without a knowledge of motivation managers are in danger of guiding the behaviour of subordinates and make mistakes towards the desired outcomes of the organization.
“Individual difference and educational implications- thinking, intelligence a...Shrooti Shah
The differences among individuals, that distinguish or separate them from one another and make one as an unique individual in oneself, may be termed as individual differences.
Learning is most effective when differences in learner’s language, cultural, and social behaviour are taken into account.
A teacher should be sensitive to individual differences.
A teacher’s challenge is to acknowledge and celebrate the differences among children and work to maximize the growth in each child.
Motive : A inner state that energizes , activates or moves and directs or channels behaviour towards goals. One person induces another person to engage in action or desired behaviour by ensuring that a channel to direct the motive of the person becomes available and accessible to the person
The result of the interaction between the individual and the situation.
Credit: Priyanka Sharma
The study of motivation is complex. It is a significant study for managers because employees when motivated are stimulated to achieve organizational goals. Employees who are motivated remain focus in a systematic way. Without a knowledge of motivation managers are in danger of guiding the behaviour of subordinates and make mistakes towards the desired outcomes of the organization.
A. View all these approaches as a “bag of tricks.” Alternatives to choose from, remembering that all are not compatible.
B. Judge whether you believe each “works.” Rely on the scientific data presented, your experiences, and your common sense.
C. Evaluate your prospects for successfully implementing each one--we all vary in our interpersonal skills and ability to render social rewards sincerely.
D. The question is not whether each of these approaches to motivation works, but where and when they work best.
Maslow’s-Hierarchy of Needs Theory Alderfer's ERG Theory McClelland’s Theor...Shilpi Arora
Maslow’s-Hierarchy of Needs Theory
Alderfer's ERG Theory
McClelland’s Theory of Needs
Herzberg's Two Factor Theory
Carrot and Stick Theory
Vroom’s Expectancy Theory
Equity Theory
The present ppt explains the concept of motivation, Features and significance of motivation, Process of motivation and theories of motivation such as Maslow's need hierarchy theory, Herzberg hygiene theory, McCellend Theory, ERG Theory, Vroom Expectany theory, Carrot and Stick Theory, Theory X and Theory Y, Theory Z
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The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
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1. Motivation
Any influence that triggers, directs or
maintains behavior
Research is based upon different
variables that affect motivation
Individual Differences
Organizational Contexts
Manager Behaviors
Process Theories
2. Content Versus Process
Motivation Theories
Content theories
explain why people have different needs at
different times
• Process theories
• describe the processes through which needs
are translated into behavior
3. Alderfer’s
ERG Theory
Maslow’s
Need Hierarchy
Content Theories of
Motivation
Self-
Actualization
EsteemEsteem
BelongingnessBelongingness
SafetySafety
PhysiologicalPhysiological
Growth
ExistenceExistence
Herzberg’s
Theory
Motivators
HygienesHygienes
Need for
Achievement
Need forNeed for
PowerPower
Need forNeed for
AffiliationAffiliation
McClelland’s
Learned Needs
RelatednessRelatedness
4. Maslow’s Hierarchy
Each individual has needs, or feelings of
deficiency that drive their behavior
Once a need is satisficed, then it is no
longer motivating
Needs are in a hierarchy that an individual
moves up as they satisfy levels of needs
5. Practical Implications of
Content Theories
People have different needs at
different times
Offer employees a choice of rewards
-- a flexible reward system
Do not rely too heavily on financial
rewards
they mainly address lower level needs
6. Maslow’s Hierarchy
Each individual has needs, or feelings of
deficiency that drive their behavior
Once a need is satisfied, then it is no
longer motivating
Needs are in a hierarchy that an individual
moves up as they satisfy levels of needs
8. Levels of Needs
Physiological/Survival needs
Food, Clothing, Shelter, Air
Security
Feel safe, absence of pain, threat, or illness
Affiliation
friendship, company, love, belonging
first clear step up from physical needs
9. Need levels (cont.)
Esteem Needs
self-respect, achievement, recognition,
prestige
cues a persons worth
Self-Actualization
personal growth, self-fulfillment, realization of
full potential
Where are YOU on the hierarchy???
10. Alderfer’s ERG
Consolidates Maslow into 3 categories
Existence-physiological and security
Relatedness-affiliation
Growth-esteem and self-actualization
11. ERG Model of Motivation
Adapted from Figure
14.3
Frustration-Regression Satisfaction-Progression
Growth Needs
Relatedness Needs
Existence Needs
14.4
12. Frustration-Regression
Differs from Maslow
When unable to satisfy upper level needs,
the individual will revert to satisfying lower
level needs
Interesting point from research....growth
stimulates growth
13. McClelland’s Learned
Needs
Needs are acquired through interaction
with environment
Not a higherarchy, but degrees of each
type of need or motive
14. Types of Needs
N Ach-motive to meet some standard of
excellence or to compete
N Aff-motive to develop and maintain
close and meaningful relationships
N Pow-desire to influence and control
others and the environment
15. Herzberg’s Two Factor
Theory
Some variable prevent job dissatisfaction
and some variables produce motivation
Hygiene factors-basic needs that will
prevent dissatisfaction
light, temperature, pay, parking
Motivators
when present cause high levels of motivation
interesting work, advancement, growth, etc.
18. Types of Reinforcement
Positive Reinforcement-rewards
Punishment-Application of a negative
outcome
Negative Reinforcement-removal of
negative outcomes when behavior is
performed
Extinction-absence of reinforcement
(removal of positive reinforcement)
Drawbacks
19. Reinforcement Process
Source: From L. W. Porter and E. E. Lawler III.
Managerial Attitudes and Performance. Homewood,
Ill.: Irwin, 1968, p. 165. Used with permission
Adapted from Figure
14.6
Stimulus
(situation)
Response
(behavior)
Consequences
(rewards and punishments)
Future Behavior
14.9
20. Types of Rewards
Extrinsic-external rewards such as
money, fringe benefits, job security
Intrinsic-internal satisfaction outcomes
from doing work
Satisfaction-employee’s attitude about
work situations
Intrinsic motivation and Intrigue??????
21. Equity Theory
Individuals try to find a balance between
their inputs and outputs relative to a
referent other
However, a referent other is not always
present
22. Results of Inequity
Equity-I am being treated fairly
Under-rewarded-will look to increase
rewards, or decrease inputs to match
rewards
Over-rewarded-will change referent to
match cognitions or increase inputs
Leaving and distortion
23. Reinforcement Theory
Behaviors are functions of consequences
that they produce
If a behavior is followed by a pleasant
experience it will be repeated
In order to change behaviors the
consequences must be changed
25. Goal Setting Theory
Assignment of specific, moderately
difficult, and providing feedback will
provide motivation to work
Employee participation
Receive rewards
Provide competencies for achievement
27. Expectancy Theory
Combines goal setting and reinforcement
theories
Three questions drive motivation
With effort can I perform?
With performance, will I be rewarded?
Do I value the rewards?
28. Terms
Expectancy-belief that effort will lead to
performance
Instrumentality-performance leads to
rewards (does performance level matter)
Valence-value of rewards
30. Justice Theory
Procedural Justice - fairness issues
concerning the methods, mechanisms,
and processes used to determine
outcomes
Distributive Justice - concerns the fairness
of outcomes, includes equity theory
Interactional Justice - concerns the way
one is treated informally during
procedures and distributions
31. How they interact
Procedural justice and interactional justice
can buffer inequity to some level
Above that threshold, procedural and
interactional justice do not matter
If equity is present, then interactional and
procedural do not matter
Does order of procedural or interactional
justice matter?