This document discusses three motivation theories: Herzberg's two-factor theory proposes that motivators like achievement and recognition motivate employees, while dissatisfiers like low pay and poor conditions demotivate them. McGregor's theory X and Y explain that theory X views employees as lazy while theory Y sees them as creative. McClelland's three-need theory identifies the needs for achievement, power, and affiliation as key motivators.

1. Herzberg’s Two-Factors Theory
Theory X and Theory Y
McClelland’s Three-Need Theory

2. Motivation Concepts
Herzberg’s Two-Factors Theory
 Fredrick Herzberg extend Maslow work by using empirical research
(experience or judgmental base) to develop his theory on employee
motivation.
i. He found that people were motivated by recognition, responsibility,
achievement, advancement and work itself. These factors were labeled
“Motivators”.
ii. He found that bad feeling associated with low salary, minimal fringe
benefits, poor working conditions, ill defined organization policies and
close minded supervision. These factors were labeled as “Dissatisfier”.

3. Motivation Concepts
Theory X and Theory Y
Douglas McGregor proposed two distinct views of human being one
negative , labeled Theory X and the other positive labeled Theory Y.
i. Theory X: The assumption that employees dislike work, are lazy,
dislike responsibility and must be directed and persuade to work.
ii. Theory Y: The assumptions that employees like work, are creative,
seek responsibility and can exercise self-direction.

4. Motivation Concepts
McClelland’s Three-Need Theory
According to this theory, there are three acquired (developed) needs
what are major motivators in work.
i. Need for Achievement: Desire to do something better or more
efficiently than its been done before. Set the standards.
ii. Need of Power: A need to make others behave in a way that they
would not have behaved otherwise.
iii. Need of Affiliation: Desire for friendly and close relationship.

5. The End