This document discusses motivation theories and how to motivate employees. It defines motivation as the set of forces that initiates, directs, and makes people persist in their efforts to accomplish a goal. Motivation can be categorized into initiation of effort, direction of effort, and persistence of effort. The document then discusses four theories of motivation: Maslow's hierarchy of needs, Alderfer's ERG theory, McClelland's acquired-needs theory, and William's basic model of work motivation. It also defines intrinsic and extrinsic rewards and provides practical steps for motivating employees, such as satisfying lower-order needs first and creating opportunities for higher-order needs.

1. Motivation
Jeffery Moore | Management 175

2. MotivationalTechniques
Increasing Employee Morale and Performance

3. Motivation
Motivation: the set of forces that initiates, directs, and makes people persist in their
efforts to accomplish a goal.(Williams,2016)
Motivation can be categorized in three different areas.
 Initiation of Effort
 Direction of Effort
 Persistence of Effort
(Williams,2016)

4. Effort
• Initiation
• Direction
• Persistence
Performance
(Williams,2016)

5. Initiation of Effort
Initiation of Effort: the choice that people make about how much effort to put forth.
Direction of Effort
Direction of Effort: the choices that people make in deciding where to put forth effort.
Persistence of Effort
Persistence of Effort: the choices that people make about how long they will put forth effort.
(Williams,2016)

6. Creating Motivation
What Initiates Motivation?
Four Theories Which Establish A Model For Needs
According to Williams Basic Model of Work Motivation and Performance, a persons unsatisfied need creates an uncomfortable internal
state of tension that must be resolved. This is also known as the Needs Theory. According to this theory, as soon as the unmet needs are met it will no
longer motivate.
Maslow's Hierarchy of Needs suggests five interdependent levels of basic human needs (motivators) that must be satisfied in a strict
sequence starting with the lowest level. Physiological needs for survival (to stay alive and reproduce) and security (to feel safe) are the most
fundamental and most pressing needs. They are followed by social needs (for love and belonging) and self-esteem needs (to feel worthy, respected, and
have status). The final and highest level needs are self-actualization needs (self-fulfillment and achievement).
Alderfer’s ERG theory is similar to Maslow's model, but collapses Maslow’s five needs into just three. It suggests that people can be
motivated by needs from more than one level at the same time. There is not necessarily a strict progression from one level to the next. It acknowledges
that the importance of the needs varies for each person and as circumstances change. Some people might put a higher value on growth than
relationships at certain stages of their lives. It has a "frustration-regression" element. This means that that if needs remain unsatisfied at one of the
higher levels, the person will become frustrated, and go back to pursuing lower level needs again.
In David McClelland’s acquired-needs theory, he proposed that an individual's specific needs are acquired over time and are shaped by one's life
experiences. Most of these needs can be classed as either achievement, affiliation, or power.

7. Motivating on a Basic Level
 Practical Steps in Motivating Employees to Increase their Effort
 Asking your employees what they need
 Satisfy lower-order needs first
 Expect peoples needs to change
 Create opportunities for employees to satisfy higher-order needs

8. What are Lower Order Needs?
Lower-order needs can be explained as needs that deal primarily with safety and physiological needs. Basically this consist of things
such as; food, shelter, and financial security.
What are Higher Order Needs?
Higher-order needs can be explained as needs that deal primarily with relationships, challenges and accomplishments, and power. These
types of needs can be satisfied by providing employees with, Extrinsic and Intrinsic rewards.

9. What are Intrinsic and Extrinsic Rewards
 Intrinsic Rewards:
Intrinsic rewards can best be explained as the satisfaction derived from achieving a goal,
for achievements sake. Intrinsic rewards can be achieved by simply giving your employee
a new task or assignment which her or she can accomplish, this will create a feeling of
both responsibility and achievement.
• Extrinsic Rewards:
Extrinsic rewards can best be explained as the physical or tangible rewards that are given
as a result of hard work.These rewards are designed to encourage four basic behaviors;
join the organization, attend work regularly, do a good job, and stay with the company.

10. References
“Alderfer's ERG Theory: Understanding the Priorities in People's Needs." Alderfer's ERG Theory. N.p., n.d. Web. 10 Mar. 2016.
McClelland, David. "NetMBA Business Knowledge Center." McClellands Theory of Needs. NetMBA Business Knowledge Center, n.d. Web. 10 Mar.
2016.
Williams, Chuck. MGMT: Principles of Management. N.p.: n.p., n.d. Print