The document discusses various theories and concepts related to human motivation. It describes Maslow's hierarchy of needs which includes physiological, safety, social, esteem and self-actualization needs. It also explains Herzberg's two-factor theory that distinguishes between motivators like achievement and responsibility that lead to job satisfaction, and hygiene factors like company policy and supervision that prevent dissatisfaction. Finally, the document outlines different motivation approaches including expectancy theory, equity theory, and Alderfer's ERG theory which groups needs into existence, relatedness and growth categories.

1. NAME : SHAHBAZ ALI
Roll# 392 FSS MSMCS F-18
Semester : MS-II
Subject : Organizational Communication
Presentation Topic:
Human Motivation

2.  It is basically an internal concept based on a persons needs and
fulfillments of those needs.
 Motivation is what inspires people to act.
 Motivation is a process to make people or the individual more
motivate in his work.
Motivation

3.  Motivation basically is an internal need that is satisfy by the
external expression.
 People are motivated to perform actions by different internal drives.
 Each individuals differences includes emotional , physical and the
social qualities about the each individuals human beings.
 Two employs work hard to get raises for the different reasons ,one
the raise is important because it will provide more money other
higher status that raises the importance stronger motivation than the
money . Capitalizing on fulfilling these different needs is the job of
leader or manager.
Motivation and behavior

4.  Motivation understood in the three simplest form
1. An internal need exists (needs)
2. A behavioral action or the direction is taken to satisfy that need
(drive)
3. Satisfaction of that need is accomplished (Incentives)
Needs Drives Incentives
Motivation ( Three Simple Process)

5.  Needs are created whenever there is a physiological or
physiological imbalance e.g a need exits a cell in the body are
deprived of food and water to survive.
 Drives are the few expectations the needs for food and water are
translated into the hunger and thirst drives and the needs of friends
becomes a drive for affiliation.
 Incentives reduce or restores the psychological factors , eating food
, friends water are the incentives are used as the examples
Motivation Process

6.  In any organization employees considered as an important tool, resources
or the assets of any organization.
 Managers care about their employs by the process of the motivation
process because to reach at the certain level of the height in any
organizational field.
 Ivy League professor and management theorists Chris Argyris examined
the proposition that individuals growth needs and the organizational
objectives are often in conflict He founded that people as mature they
grow more independent and can make a good decisions for themselves they
can do their work with the more responsibilities.
 According to the Argyis he believed that the incongruence between the
individuals and the organization can provide the basis for a challenged
people will tend to gain or growth and help the organization that will tend
to be effective and important.
Motivation and Organization

7.  Iceberg Theory
 Maslow’s Hierarchy of needs
 HERZBERG’S HYGIENE/ Motivational Approach
Three Psychological Concepts about the Motivation

8.  The iceberg theory was proposed by the Sigmund Freud
 This stressed upon the complexity of human motivation and pointed
out that the outward manifestation of an individual’s psyche is like
the tip of a submerged Iceberg .
 He believed that the interpersonal and social environments
determined the outcomes of the individual’s life and death efforts.
 According to Him the social environment is experienced rather than
observed.
Ice Berg Theory ( Theory of Omission)by Sigmund
Freud

9. Conti…….

10.  Abraham Maslow conjectured that basic needs are the same for all
human beings.
 He founded that although different cultures satisfy these needs in
different ways , the needs themselves remain the same.
 Basic needs are
1. Psychological Needs
2. Safety or Security Needs
3. Social or Belonging Needs
4. Esteem Needs
5. Self-Actualization Needs
Maslow’s BASIC NEEDS

12. Hierarchy of Needs by Maslow’s

13.  Known as the Two factor theory.
 He performed studies to determine the factors in which employee’s
work environment caused satisfaction or dissatisfaction.
 He published his findings in 1959 as “ The Motivation to Work’’.
 He called the satisfiers as the Motivators and the dis-satisfier as the
hygiene in the sense that they are considered maintenance factors
that are necessary to avoid dis-satisfaction but that by themselves do
not provide the satisfaction.
HERZBERG’S HYGIENE/MOTIVATION
APPROACH

14.  Data collected by the Herzberg from interviews with 203 engineers
and accountants in the Pittsburgh area,
 When they asked the respondents to describe periods in their lives
when they were exceedingly happy and un happy with their jobs.
 Each respondent gave as many sequences of events.
 The factors on the right that led to satisfaction are mostly are
unipolar , that is they contribute very little to job dissatisfaction.
 He found that job characteristics related to what an individual does
that is, to the nature of the work one performs.
Experiment or Research study on Employees by
Herzberg

15.  There are basically are the two factors
 (I) Leading to the satisfaction
 (II) Leading to the dis-satisfaction
Factors Affecting the jobs attitudes

16.  Achievements
 Recognition
 Work itself
 Responsibility
 Advancement
 Growth
Leading to the satisfaction

17.  Company policy
 Supervision
 Relationship with the Boss
 Work conditions
 Salary
 Relationship with peers
Leading to the dis-satisfaction

18.  He argued that job enrichment is required for the intrinsic
motivation, and that is a continuous management process.
 According to the Herzberg the job should have sufficient challenge
To utilize the full ability of the employee.
Employee who demonstrate increasing levels of ability should be
given increasing levels of responsibility
If a job could not be designed to use an employee’s full abilities, then
the firm should consider automating with one who has a lower level
of skills .
If a person can not fully utilized then there might be a motivation
problem.
Implications for the Managements

20.  Expectancy Approach ( it relates to the strength of an individual’s
belief that the particular course of action will result in a given
outcome as (reward ).
 Motivation maintenance approach
 Equity approach ( its basis is that worker strive to maintain balance
between their own output and their rewards in comparison to other
workers with whom compare themselves).
 ERG approach (modern model and is given by the clayton
Alderfer ERG approach also known as Alderfer’s model
Motivation Approaches

21.  This model has three sets of needs
 (1) existence ( subsistence) needs
 (2) Social needs (relatedness)
 (3) growth needs
 This approach says that although there is no one best way to
employees , there are some broad guidelines that makes
motivation problems easier to resolve.
 Follows the same step structures as Maslow’s model
Cont.…..

22.  https://www.managementstudyguide.com/what_is_motivation.htm
 https://en.wikipedia.org/wiki/Iceberg_theory
 https://en.wikipedia.org/wiki/Maslow%27s_hierarchy_of_needs
 https://en.wikipedia.org/wiki/Two-factor_theory
References