howtomotivateyourteam-191029124000.pptx
•Download as PPTX, PDF•
0 likes•9 views
Motivation theories provide frameworks to explain what motivates individuals and influences their behavior. Early theories include Maslow's hierarchy of needs, which proposes that lower level needs must be met before higher level needs can motivate. McGregor's Theory X and Y describe whether employees are viewed as inherently disliking work or being self-motivated. Contemporary theories include self-determination theory on intrinsic vs. extrinsic motivation, goal setting theory on specific goals leading to higher performance, and expectancy theory on the relationship between efforts, performance, and rewards motivating individuals. Motivation is important for organizations to achieve higher productivity, job satisfaction, lower turnover, and absenteeism. Managers can motivate teams by setting clear goals, providing positive
Report
Share
Report
Share
Recommended
Motivation Theories & Motivation for Success
The document discusses various theories of motivation and how to motivate teams. It covers early theories like Maslow's hierarchy of needs and McGregor's Theory X and Y. Contemporary theories discussed include self-determination theory, goal setting theory, self-efficacy theory, and expectancy theory. Motivation is important for productivity, job satisfaction, employee retention, and reducing absenteeism. The document recommends motivating teams through positive feedback, rewards, clear goals, development opportunities, and encouraging teamwork.
Motivational theories an leadership skills
This document discusses theories of employee motivation. It covers:
1) Needs-based theories including Maslow's hierarchy of needs and Herzberg's two-factor theory, as well as ERG and McClelland's acquired needs theories.
2) Process-based theories like equity, procedural/interactional justice, and expectancy theories.
3) Job characteristics that affect motivation including job rotation, enlargement, and enrichment.
4) Goal-setting theory and reinforcement theory.
5) The manager's role in addressing needs and individualizing motivation strategies.
motivation
The document discusses several theories of motivation including:
- Theory X and Theory Y, which propose different assumptions about employee attitudes towards work.
- Intrinsic and extrinsic motivation, referring to internal and external drivers.
- Needs theories including Maslow's hierarchy, Herzberg's two-factor theory, and McClelland's needs theory, which propose that satisfying different needs drives motivation.
- Process theories including Expectancy theory and Goal-setting theory, which look at how expectations and goal-setting impact motivation.
Maslow’s-Hierarchy of Needs Theory Alderfer's ERG Theory McClelland’s Theor...
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
Motivational concepts and its application - Organizational Behaviour
The document discusses various motivational theories and concepts in organizational behavior. It covers early theories like Maslow's hierarchy of needs and Herzberg's two-factor theory. Contemporary theories discussed include self-determination theory, goal setting theory, reinforcement theory, and equity theory. The document also explores concepts like job characteristics, employee involvement, and rewarding employees. It aims to acquaint readers with key motivational concepts and their application in organizations.
Motivation[1]
This document summarizes several theories of motivation:
1. Early theories including Maslow's hierarchy of needs, ERG theory, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's needs theory are discussed.
2. Contemporary theories covered include cognitive evaluation theory, goal-setting theory, self-efficacy theory, equity theory, and expectancy theory.
3. Key implications for managers are to recognize individual differences, use goals and feedback, and allow employee participation in decisions affecting them to maximize motivation.
Motivation prashant
This document discusses motivation theories relevant for managers. It covers:
1. Motivation is complex with different approaches needed to motivate employees, such as meeting needs, job design, and equitable treatment.
2. Content theories (e.g. Maslow's hierarchy of needs, Herzberg's two-factor theory) examine what motivates people based on needs. Process theories (e.g. expectancy, equity, goal-setting) explain how people are motivated.
3. Theories have implications for managers to understand employee motivation and ensure fairness to keep workers stimulated towards organizational goals. A motivated workforce is important for managerial success.
Motivation
This document provides an overview of various theories of motivation. It discusses early theories like Maslow's hierarchy of needs theory, Herzberg's two-factor theory, and McGregor's Theory X and Y. It also examines content theories that focus on needs like ERG theory and acquired needs theory. Process theories explained include equity theory, expectancy theory, and reinforcement theory. The document also covers goal-setting theory, job design approaches, and the job characteristics model for designing motivating jobs.
Recommended
Motivation Theories & Motivation for Success
The document discusses various theories of motivation and how to motivate teams. It covers early theories like Maslow's hierarchy of needs and McGregor's Theory X and Y. Contemporary theories discussed include self-determination theory, goal setting theory, self-efficacy theory, and expectancy theory. Motivation is important for productivity, job satisfaction, employee retention, and reducing absenteeism. The document recommends motivating teams through positive feedback, rewards, clear goals, development opportunities, and encouraging teamwork.
Motivational theories an leadership skills
This document discusses theories of employee motivation. It covers:
1) Needs-based theories including Maslow's hierarchy of needs and Herzberg's two-factor theory, as well as ERG and McClelland's acquired needs theories.
2) Process-based theories like equity, procedural/interactional justice, and expectancy theories.
3) Job characteristics that affect motivation including job rotation, enlargement, and enrichment.
4) Goal-setting theory and reinforcement theory.
5) The manager's role in addressing needs and individualizing motivation strategies.
motivation
The document discusses several theories of motivation including:
- Theory X and Theory Y, which propose different assumptions about employee attitudes towards work.
- Intrinsic and extrinsic motivation, referring to internal and external drivers.
- Needs theories including Maslow's hierarchy, Herzberg's two-factor theory, and McClelland's needs theory, which propose that satisfying different needs drives motivation.
- Process theories including Expectancy theory and Goal-setting theory, which look at how expectations and goal-setting impact motivation.
Maslow’s-Hierarchy of Needs Theory Alderfer's ERG Theory McClelland’s Theor...
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
Motivational concepts and its application - Organizational Behaviour
The document discusses various motivational theories and concepts in organizational behavior. It covers early theories like Maslow's hierarchy of needs and Herzberg's two-factor theory. Contemporary theories discussed include self-determination theory, goal setting theory, reinforcement theory, and equity theory. The document also explores concepts like job characteristics, employee involvement, and rewarding employees. It aims to acquaint readers with key motivational concepts and their application in organizations.
Motivation[1]
This document summarizes several theories of motivation:
1. Early theories including Maslow's hierarchy of needs, ERG theory, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's needs theory are discussed.
2. Contemporary theories covered include cognitive evaluation theory, goal-setting theory, self-efficacy theory, equity theory, and expectancy theory.
3. Key implications for managers are to recognize individual differences, use goals and feedback, and allow employee participation in decisions affecting them to maximize motivation.
Motivation prashant
This document discusses motivation theories relevant for managers. It covers:
1. Motivation is complex with different approaches needed to motivate employees, such as meeting needs, job design, and equitable treatment.
2. Content theories (e.g. Maslow's hierarchy of needs, Herzberg's two-factor theory) examine what motivates people based on needs. Process theories (e.g. expectancy, equity, goal-setting) explain how people are motivated.
3. Theories have implications for managers to understand employee motivation and ensure fairness to keep workers stimulated towards organizational goals. A motivated workforce is important for managerial success.
Motivation
This document provides an overview of various theories of motivation. It discusses early theories like Maslow's hierarchy of needs theory, Herzberg's two-factor theory, and McGregor's Theory X and Y. It also examines content theories that focus on needs like ERG theory and acquired needs theory. Process theories explained include equity theory, expectancy theory, and reinforcement theory. The document also covers goal-setting theory, job design approaches, and the job characteristics model for designing motivating jobs.
Ch05
This document discusses different theories of motivation. It covers:
1) Maslow's hierarchy of needs theory which identifies 5 levels of individual needs.
2) Equity theory which states that people are motivated to behave in ways that restore or maintain fairness in relationships.
3) Expectancy theory which says motivation is a function of expectancy, instrumentality, and valence. It explains how expectations of rewards influence motivation.
4) Goal-setting theory which found that specific, challenging goals lead to higher motivation and performance compared to vague goals, especially with feedback.
Motivation and Theories of Motivation
This document discusses various theories of motivation. It begins by defining motivation and describing its importance for job performance. It then outlines several prominent content theories of motivation, including Maslow's hierarchy of needs theory, McGregor's Theory X and Theory Y, and Herzberg's two-factor theory. Next, it examines process theories like McClelland's need theory. The document concludes by analyzing criticisms of Maslow's theory and providing a case study example. Overall, the document provides a comprehensive overview of seminal motivation theories within industrial and organizational psychology.
Leading (complete)
This was for our reporting in our management subject. It also includes communication, authority, power, and influence.
Leading (complete) and management
This is for our reporting on our management subject. This also includes communication, authority, power, influence, and its connection to management.
Motivating Employees
The processes that account for an individual’s intensity, direction, and persistence of effort toward achieving a goal
Motivation
The document discusses several theories of motivation:
1. Content theories examine what motivates people, such as Maslow's hierarchy of needs theory, ERG theory, and McClelland's acquired needs theory.
2. Process theories look at how people are motivated and make work-related decisions.
3. Herzberg's two-factor theory proposes that different factors cause satisfaction versus dissatisfaction at work. Satisfiers like achievement motivate, while hygiene factors like salary prevent dissatisfaction.
4. McGregor's Theory X and Y describe different views of employee motivation, with Theory Y assuming employees want responsibility and are self-motivated, leading to better performance.
Motivation and its theories
this presentation is about the motivation and theories related to motivation, it also includes the different types of motivation and its importance
Motivating And Rewarding Employees
This document discusses various theories and strategies for motivating and rewarding employees. It describes motivation as the process by which a person's efforts are energized and sustained toward attaining goals. Several classic motivation theories are examined, including Maslow's hierarchy of needs, McGregor's Theory X and Y, and Herzberg's two-factor theory. McClelland's three needs theory is also covered. The document then discusses strategies for motivating a diverse workforce such as flexible work hours and job sharing. It concludes with suggestions for designing appropriate rewards programs.
The Three Theories I chose are10.1.3 Acquired Needs TheoryD.docx
The Three Theories I chose are:
10.1.3 Acquired Needs Theory
David McClelland offers another motivation theory based on individual needs.
▲ Need for achievement is the desire to do something better or more efficiently,
to solve problems, or to master complex tasks.
▲ Need for power is the desire to control other people, to influence their
behavior, or to be responsible for them.
▲ Need for affiliation is the desire to establish and maintain friendly and
warm relations with other people.
According to McClelland, people acquire or develop these needs over time as a
result of individual life experiences. In addition, each need carries a distinct set
of work preferences. Managers are encouraged to recognize the strength of each
need in themselves and in other people. Attempts can then be made to create
work environments responsive to them.
People high in the need for achievement, for example, like to put their competencies
to work, they take moderate risks in competitive situations, and they
are willing to work alone. As a result, the work preferences of high-need achievers
include individual responsibility for results, achievable but challenging goals,
and feedback on performance.
10.2.2 Expectancy Theory
Victor Vroom’s expectancy theory of motivation asks a central question: What
determines the willingness of an individual to work hard at tasks important to
the organization?
Expectancy theory suggests that “people will do what they can do when they
want to do it.” More specifically, Vroom suggests that the motivation to work
depends on the relationships among the following three factors:
▲ Expectancy: A person’s belief that working hard will result in a desired
level of task performance being achieved.
▲ Instrumentality: A person’s belief that successful performance will be
followed by rewards and other potential outcomes.
▲ Valence: The value a person assigns to the possible rewards and other
work-related outcomes.
Expectancy theory suggests that motivation (M), expectancy (E), instrumentality
(I), and valence (V) are related to one another in a multiplication-based equation:
M _ E _ I _ V
In other words, motivation is determined by expectancy times instrumentality
times valence. The multiplier effect has important managerial implications. Mathematically
speaking, a zero at any location on the right side of the equation (for
E, I, or V) results in zero motivation.
For example, a typical assumption is that people will be motivated to work
hard to earn a promotion. But is this necessarily true? If expectancy is low, motivation
will suffer. The person may feel that he or she cannot achieve the performance
level necessary to get promoted. So why try? If instrumentality is low,
motivation will suffer. The person may lack confidence that a high level of task
performance will result in being promoted. So why try? If valence is low, motivation
will suffer. The person may place little value on receiving a promotion. It
simply isn’t much of a reward ...
Motivation and its theories
This document summarizes key concepts related to motivation. It begins by defining motivation and listing its characteristics. The importance of motivation for improving performance and reducing absenteeism and turnover is then outlined. The document proceeds to discuss major content theories of motivation proposed by Maslow, Alderfer, Herzberg, and McClelland. Process theories of reinforcement, expectancy, and equity are also summarized. The document concludes by discussing the application of motivational theories in organizational behavior.
Motivation
Motivation at Work discusses various theories of motivation including:
- Maslow's hierarchy of needs which categorizes needs from physiological to self-actualization.
- McGregor's Theory X and Y which view employee motivation differently.
- Herzberg's two-factor theory distinguishing between hygiene and motivation factors.
- Expectancy theory which predicts that effort, performance and rewards influence motivation.
- Equity theory which proposes that people compare their inputs/outcomes to others.
Basic motivation
Definition of motivation and its elements
Early theories of motivation
Contemporary theories of motivation
Implication of job engagement
How contemporary theories of motivation complete each other
Motivation1
This document summarizes several theories of motivation:
1. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic physiological needs, safety needs, social needs, esteem needs, and self-actualization needs.
2. Herzberg's two-factor theory distinguishes between motivators like achievement and responsibility that provide job satisfaction, and hygiene factors like salary and working conditions that prevent dissatisfaction.
3. Vroom's expectancy theory proposes that motivation depends on expectancy (effort will lead to performance), instrumentality (performance will lead to rewards), and valence (attractiveness of rewards).
Motivation by elmusharaf
The document discusses various theories of motivation in the workplace and strategies for improving employee motivation and performance. It covers key motivation theories including Maslow's hierarchy of needs, McClelland's three needs theory, Herzberg's motivation-hygiene theory, expectancy theory, equity theory, and goal-setting theory. It also provides tips for motivation such as effective communication, involving employees in decision-making, recognizing efforts, matching skills to tasks, allowing freedom and rewarding performance. The overall aim is to understand factors that motivate people and how motivation can be improved in the workplace.
Interpersonal Skills for Managers – Psychology in Business
The document discusses various theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's achievement theory, Vroom's expectancy theory, Adams' equity theory, and Deci and Ryan's self-determination theory. It analyzes the core concepts of each theory and how they can help explain human motivation in organizational settings. The theories provide frameworks for understanding what motivates individuals and how motivation can be effectively managed within companies.
All about motivation
The document discusses motivation and its importance in organizational behavior. It defines motivation and explores various motivation theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's achievement motivation theory. It also discusses the role of motivation in performance appraisal, reward systems, job satisfaction, and job design approaches like job rotation and enrichment. Key elements of goal setting theory and its use in management by objectives are explained.
Employee Motivation 2
This document summarizes several theories of motivation and how they can be applied in workplace settings. It discusses Maslow's hierarchy of needs, Herzberg's two-factor theory, expectancy theory, goal-setting theory, and various techniques for motivating employees including job enrichment, participation programs, quality of worklife programs, and reward systems. The key takeaways are that job satisfaction and performance are influenced by both intrinsic and extrinsic factors, and managers can enhance motivation by understanding employee needs and designing enriched jobs and goals.
Theories of Motivation
This document provides an overview of theories of motivation. It discusses several perspectives on motivation, including:
- Content perspectives, such as Maslow's hierarchy of needs, ERG theory, and Herzberg's two-factor theory. These perspectives examine what factors motivate people.
- Process perspectives, including expectancy theory and equity theory. These perspectives focus on why people choose certain behaviors to satisfy their needs and how they evaluate need satisfaction.
- Expectancy theory suggests motivation depends on desire and likelihood of achieving goals. Equity theory proposes people seek fair rewards relative to others.
The document analyzes these motivation theories and frameworks in detail over several pages. In summary, it examines key historical and contemporary understandings
Motivating employees
The document discusses motivating employees. It begins by defining motivation as the willingness to act or behave, and discusses how leaders try to leverage motivation to generate optimal behavior. It describes motivation as arousing and sustaining goal-directed behavior. Individuals differ in the intensity of their behaviors, which are influenced by situational characteristics that can be changed. The document provides an overview of various motivation theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and Vroom's expectancy theory. It discusses common motivating and demotivating factors in organizations as well as barriers to motivation. Finally, it provides some motivational management stories.
motivation required by human beings to do anything
This document discusses various theories of motivation. It begins by introducing content theories like Maslow's hierarchy of needs, ERG theory, and Herzberg's two-factor theory. Next, it covers process theories such as Vroom's expectancy theory and Porter and Lawler's model. Contemporary theories like equity theory are also mentioned. The document emphasizes that motivation, ability, and environment all contribute to job performance. It provides examples of intrinsic and extrinsic motivation and discusses the importance of effective feedback and goal setting in maximizing employee motivation.
More Related Content
Similar to howtomotivateyourteam-191029124000.pptx
Ch05
This document discusses different theories of motivation. It covers:
1) Maslow's hierarchy of needs theory which identifies 5 levels of individual needs.
2) Equity theory which states that people are motivated to behave in ways that restore or maintain fairness in relationships.
3) Expectancy theory which says motivation is a function of expectancy, instrumentality, and valence. It explains how expectations of rewards influence motivation.
4) Goal-setting theory which found that specific, challenging goals lead to higher motivation and performance compared to vague goals, especially with feedback.
Motivation and Theories of Motivation
This document discusses various theories of motivation. It begins by defining motivation and describing its importance for job performance. It then outlines several prominent content theories of motivation, including Maslow's hierarchy of needs theory, McGregor's Theory X and Theory Y, and Herzberg's two-factor theory. Next, it examines process theories like McClelland's need theory. The document concludes by analyzing criticisms of Maslow's theory and providing a case study example. Overall, the document provides a comprehensive overview of seminal motivation theories within industrial and organizational psychology.
Leading (complete)
This was for our reporting in our management subject. It also includes communication, authority, power, and influence.
Leading (complete) and management
This is for our reporting on our management subject. This also includes communication, authority, power, influence, and its connection to management.
Motivating Employees
The processes that account for an individual’s intensity, direction, and persistence of effort toward achieving a goal
Motivation
The document discusses several theories of motivation:
1. Content theories examine what motivates people, such as Maslow's hierarchy of needs theory, ERG theory, and McClelland's acquired needs theory.
2. Process theories look at how people are motivated and make work-related decisions.
3. Herzberg's two-factor theory proposes that different factors cause satisfaction versus dissatisfaction at work. Satisfiers like achievement motivate, while hygiene factors like salary prevent dissatisfaction.
4. McGregor's Theory X and Y describe different views of employee motivation, with Theory Y assuming employees want responsibility and are self-motivated, leading to better performance.
Motivation and its theories
this presentation is about the motivation and theories related to motivation, it also includes the different types of motivation and its importance
Motivating And Rewarding Employees
This document discusses various theories and strategies for motivating and rewarding employees. It describes motivation as the process by which a person's efforts are energized and sustained toward attaining goals. Several classic motivation theories are examined, including Maslow's hierarchy of needs, McGregor's Theory X and Y, and Herzberg's two-factor theory. McClelland's three needs theory is also covered. The document then discusses strategies for motivating a diverse workforce such as flexible work hours and job sharing. It concludes with suggestions for designing appropriate rewards programs.
The Three Theories I chose are10.1.3 Acquired Needs TheoryD.docx
The Three Theories I chose are:
10.1.3 Acquired Needs Theory
David McClelland offers another motivation theory based on individual needs.
▲ Need for achievement is the desire to do something better or more efficiently,
to solve problems, or to master complex tasks.
▲ Need for power is the desire to control other people, to influence their
behavior, or to be responsible for them.
▲ Need for affiliation is the desire to establish and maintain friendly and
warm relations with other people.
According to McClelland, people acquire or develop these needs over time as a
result of individual life experiences. In addition, each need carries a distinct set
of work preferences. Managers are encouraged to recognize the strength of each
need in themselves and in other people. Attempts can then be made to create
work environments responsive to them.
People high in the need for achievement, for example, like to put their competencies
to work, they take moderate risks in competitive situations, and they
are willing to work alone. As a result, the work preferences of high-need achievers
include individual responsibility for results, achievable but challenging goals,
and feedback on performance.
10.2.2 Expectancy Theory
Victor Vroom’s expectancy theory of motivation asks a central question: What
determines the willingness of an individual to work hard at tasks important to
the organization?
Expectancy theory suggests that “people will do what they can do when they
want to do it.” More specifically, Vroom suggests that the motivation to work
depends on the relationships among the following three factors:
▲ Expectancy: A person’s belief that working hard will result in a desired
level of task performance being achieved.
▲ Instrumentality: A person’s belief that successful performance will be
followed by rewards and other potential outcomes.
▲ Valence: The value a person assigns to the possible rewards and other
work-related outcomes.
Expectancy theory suggests that motivation (M), expectancy (E), instrumentality
(I), and valence (V) are related to one another in a multiplication-based equation:
M _ E _ I _ V
In other words, motivation is determined by expectancy times instrumentality
times valence. The multiplier effect has important managerial implications. Mathematically
speaking, a zero at any location on the right side of the equation (for
E, I, or V) results in zero motivation.
For example, a typical assumption is that people will be motivated to work
hard to earn a promotion. But is this necessarily true? If expectancy is low, motivation
will suffer. The person may feel that he or she cannot achieve the performance
level necessary to get promoted. So why try? If instrumentality is low,
motivation will suffer. The person may lack confidence that a high level of task
performance will result in being promoted. So why try? If valence is low, motivation
will suffer. The person may place little value on receiving a promotion. It
simply isn’t much of a reward ...
Motivation and its theories
This document summarizes key concepts related to motivation. It begins by defining motivation and listing its characteristics. The importance of motivation for improving performance and reducing absenteeism and turnover is then outlined. The document proceeds to discuss major content theories of motivation proposed by Maslow, Alderfer, Herzberg, and McClelland. Process theories of reinforcement, expectancy, and equity are also summarized. The document concludes by discussing the application of motivational theories in organizational behavior.
Motivation
Motivation at Work discusses various theories of motivation including:
- Maslow's hierarchy of needs which categorizes needs from physiological to self-actualization.
- McGregor's Theory X and Y which view employee motivation differently.
- Herzberg's two-factor theory distinguishing between hygiene and motivation factors.
- Expectancy theory which predicts that effort, performance and rewards influence motivation.
- Equity theory which proposes that people compare their inputs/outcomes to others.
Basic motivation
Definition of motivation and its elements
Early theories of motivation
Contemporary theories of motivation
Implication of job engagement
How contemporary theories of motivation complete each other
Motivation1
This document summarizes several theories of motivation:
1. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic physiological needs, safety needs, social needs, esteem needs, and self-actualization needs.
2. Herzberg's two-factor theory distinguishes between motivators like achievement and responsibility that provide job satisfaction, and hygiene factors like salary and working conditions that prevent dissatisfaction.
3. Vroom's expectancy theory proposes that motivation depends on expectancy (effort will lead to performance), instrumentality (performance will lead to rewards), and valence (attractiveness of rewards).
Motivation by elmusharaf
The document discusses various theories of motivation in the workplace and strategies for improving employee motivation and performance. It covers key motivation theories including Maslow's hierarchy of needs, McClelland's three needs theory, Herzberg's motivation-hygiene theory, expectancy theory, equity theory, and goal-setting theory. It also provides tips for motivation such as effective communication, involving employees in decision-making, recognizing efforts, matching skills to tasks, allowing freedom and rewarding performance. The overall aim is to understand factors that motivate people and how motivation can be improved in the workplace.
Interpersonal Skills for Managers – Psychology in Business
The document discusses various theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's achievement theory, Vroom's expectancy theory, Adams' equity theory, and Deci and Ryan's self-determination theory. It analyzes the core concepts of each theory and how they can help explain human motivation in organizational settings. The theories provide frameworks for understanding what motivates individuals and how motivation can be effectively managed within companies.
All about motivation
The document discusses motivation and its importance in organizational behavior. It defines motivation and explores various motivation theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's achievement motivation theory. It also discusses the role of motivation in performance appraisal, reward systems, job satisfaction, and job design approaches like job rotation and enrichment. Key elements of goal setting theory and its use in management by objectives are explained.
Employee Motivation 2
This document summarizes several theories of motivation and how they can be applied in workplace settings. It discusses Maslow's hierarchy of needs, Herzberg's two-factor theory, expectancy theory, goal-setting theory, and various techniques for motivating employees including job enrichment, participation programs, quality of worklife programs, and reward systems. The key takeaways are that job satisfaction and performance are influenced by both intrinsic and extrinsic factors, and managers can enhance motivation by understanding employee needs and designing enriched jobs and goals.
Theories of Motivation
This document provides an overview of theories of motivation. It discusses several perspectives on motivation, including:
- Content perspectives, such as Maslow's hierarchy of needs, ERG theory, and Herzberg's two-factor theory. These perspectives examine what factors motivate people.
- Process perspectives, including expectancy theory and equity theory. These perspectives focus on why people choose certain behaviors to satisfy their needs and how they evaluate need satisfaction.
- Expectancy theory suggests motivation depends on desire and likelihood of achieving goals. Equity theory proposes people seek fair rewards relative to others.
The document analyzes these motivation theories and frameworks in detail over several pages. In summary, it examines key historical and contemporary understandings
Motivating employees
The document discusses motivating employees. It begins by defining motivation as the willingness to act or behave, and discusses how leaders try to leverage motivation to generate optimal behavior. It describes motivation as arousing and sustaining goal-directed behavior. Individuals differ in the intensity of their behaviors, which are influenced by situational characteristics that can be changed. The document provides an overview of various motivation theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and Vroom's expectancy theory. It discusses common motivating and demotivating factors in organizations as well as barriers to motivation. Finally, it provides some motivational management stories.
motivation required by human beings to do anything
This document discusses various theories of motivation. It begins by introducing content theories like Maslow's hierarchy of needs, ERG theory, and Herzberg's two-factor theory. Next, it covers process theories such as Vroom's expectancy theory and Porter and Lawler's model. Contemporary theories like equity theory are also mentioned. The document emphasizes that motivation, ability, and environment all contribute to job performance. It provides examples of intrinsic and extrinsic motivation and discusses the importance of effective feedback and goal setting in maximizing employee motivation.
Similar to howtomotivateyourteam-191029124000.pptx (20)
The Three Theories I chose are10.1.3 Acquired Needs TheoryD.docx
The Three Theories I chose are10.1.3 Acquired Needs TheoryD.docx
Interpersonal Skills for Managers – Psychology in Business
Interpersonal Skills for Managers – Psychology in Business
motivation required by human beings to do anything
motivation required by human beings to do anything
Recently uploaded
Main Java[All of the Base Concepts}.docx
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
How to deliver Powerpoint Presentations.pptx
"How to make and deliver dynamic presentations by making it more interactive to captivate your audience attention"
Reimagining Your Library Space: How to Increase the Vibes in Your Library No ...
Librarians are leading the way in creating future-ready citizens – now we need to update our spaces to match. In this session, attendees will get inspiration for transforming their library spaces. You’ll learn how to survey students and patrons, create a focus group, and use design thinking to brainstorm ideas for your space. We’ll discuss budget friendly ways to change your space as well as how to find funding. No matter where you’re at, you’ll find ideas for reimagining your space in this session.
South African Journal of Science: Writing with integrity workshop (2024)
South African Journal of Science: Writing with integrity workshop (2024)Academy of Science of South Africa
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Chapter wise All Notes of First year Basic Civil Engineering.pptx
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
Hindi varnamala | hindi alphabet PPT.pdf
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
Chapter 4 - Islamic Financial Institutions in Malaysia.pptx
Chapter 4 - Islamic Financial Institutions in Malaysia.pptxMohd Adib Abd Muin, Senior Lecturer at Universiti Utara Malaysia
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
BBR 2024 Summer Sessions Interview Training
Qualitative research interview training by Professor Katrina Pritchard and Dr Helen Williams
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...Nguyen Thanh Tu Collection
https://app.box.com/s/tacvl9ekroe9hqupdnjruiypvm9rdaneWound healing PPT
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
Recently uploaded (20)
Film vocab for eal 3 students: Australia the movie
Film vocab for eal 3 students: Australia the movie
Reimagining Your Library Space: How to Increase the Vibes in Your Library No ...
Reimagining Your Library Space: How to Increase the Vibes in Your Library No ...
South African Journal of Science: Writing with integrity workshop (2024)
South African Journal of Science: Writing with integrity workshop (2024)
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
Chapter wise All Notes of First year Basic Civil Engineering.pptx
Chapter wise All Notes of First year Basic Civil Engineering.pptx
spot a liar (Haiqa 146).pptx Technical writhing and presentation skills
spot a liar (Haiqa 146).pptx Technical writhing and presentation skills
Chapter 4 - Islamic Financial Institutions in Malaysia.pptx
Chapter 4 - Islamic Financial Institutions in Malaysia.pptx
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...
howtomotivateyourteam-191029124000.pptx
- 1. Motivation Theories & Motivation for Success Get the best results from your team 1
- 2. Content 2 What is motivation Motivation theories Why is motivation important How to motivate your team Final words
- 3. What is Motivation 3 Motivation is the process that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.
- 4. Motivation Theories Early theories of motivation: These are the foundation of motivation theories Motivation is the force that initiates, guides, and maintains goal-oriented behaviors. 4
- 5. Maslow’s hierarchy of need 5 When each need is substantially satisfied, the next need becomes dominant.
- 6. Theory X & Theory Y 6 Theory X: Employees dislike work, are lazy, dislike responsibility, and must be coerced to perform. Theory Y: Employees like work, are creative, seek responsibility, and can exercise self-direction.
- 7. Two Factor Theory Intrinsic Factors = Job Satisfaction It relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction. It is also called “Motivation-Hygiene Theory”. Extrinsic Factors = Job Dissatisfaction 7
- 8. McClelland’s Theory of Needs 8 • Need of Achievement • Need of Power • Need of Affiliation It states that achievement, power and affiliation are three important needs that help explain motivation.
- 9. Contemporary Motivation Theories Contemporary motivation theories has a reasonable degree of valid supporting documentation. These theories represent the current state of thinking in explaining employee motivation. 9
- 10. Self Determination Theory It is concerned with the beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation. • Self Confidence • Empowerment • Job Engagement 10
- 11. Goal Setting Theory It says that specific and difficult goals, with feedback, lead to higher performance. • Promotion focus • Prevention focus • Management by Objectives 11
- 12. Self-Efficacy Theory According to this theory, an individual’s belief that he or she is capable of performing a task. It is also known as Social Cognitive Theory. • Enactive mastery • Vicarious modelling • Verbal persuasion • Arousal 12
- 13. Expectancy Theory 13 • Effect-performance relationship • Performance-reward relationship • Reward-personal goals relationship It says that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual.
- 14. Why is motivation important today • Better Productivity • Higher Job Satisfaction • Lower Employee Turnover • Better Industrial Relations • Lower level of Absenteeism 14
- 15. How to motivate your team Healthy office Environment Set clear goals Positive feedback & Reward Encourage team work Development opportunities 15
- 16. 16
- 17. Final thought 17 Motivation is the driving force that helps to move further to achieve a desired goal.
- 18. Thank You 18