MANAGEMENT AND ORGANISATIONAL BEHAVIOUR
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The document discusses several early theories of motivation: - Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. - McGregor's theory X and theory Y describe two views of employee motivation - theory X assumes people dislike work and need to be coerced while theory Y assumes people can exercise self-control if committed to objectives. - Herzberg's two-factor theory distinguishes between hygiene factors like pay and working conditions that prevent dissatisfaction and motivation factors like achievement and recognition that can satisfy employees.
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Motivation ppt
Motivation refers to factors that arouse, direct, and sustain human behavior. There are several theories of motivation, including drive theory which proposes that internal drives or needs push people towards goals, and incentive theory which suggests that external rewards or goals pull people to act. Maslow's hierarchy of needs theory also explains motivation and proposes that people are motivated to fulfill lower level basic needs before pursuing higher level growth needs. Managers can create a motivating work climate by setting clear expectations, being fair and consistent, developing teamwork, recognizing contributions, allowing autonomy and growth, and addressing individual needs and values.
Motivation final
The document summarizes several prominent content and process theories of motivation. Content theories discussed include Maslow's hierarchy of needs, Alderfer's ERG theory, Herzberg's motivation-hygiene theory, and McClelland's learned needs theory. Process theories covered are Bandura's self-efficacy theory, Vroom's expectancy theory, Adams' equity theory, and Locke's goal-setting theory. Each theory is briefly described in 1-3 bullet points highlighting their key constructs or principles.
Motivation theories HR
Motivation theories, there are two types of motivation theories. It starts with brief description on motivation and followed by various theories such as Maslow's Hierarchy of Needs Theory
Alderfer's ERG Theory
Herzberg's Two-Factor Theory
Equity Theory
Expectancy Theory
Goal-Setting Theory
Reinforcement Theory
Social Learning Theory
And how HR is affected by these theories
Theories of Motivation
Topic: Theories of Motivation
Student Name: Nadia
Class: M.Ed
Project Name: “Young Teachers' Professional Development (TPD)"
"Project Founder: Prof. Dr. Amjad Ali Arain
Faculty of Education, University of Sindh, Pakistan
Introduction to Motivational Theory, Content Theory and Process Theory
This document provides an overview of several theories of motivation, including:
- Maslow's hierarchy of needs theory and Alderfer's ERG theory, which describe levels of human needs.
- Acquired needs theory, cognitive evaluation theory, and Herzberg's two-factor theory, which examine intrinsic and extrinsic motivators.
- Equity theory, expectancy theory, and the Porter-Lawler model as examples of process theories that analyze cognitive processes in motivation.
- McGregor's Theory X and Y, which propose different views of employee motivation.
The document covers both content theories that identify sources and types of motivation, as well as process theories that examine cognitive thought processes behind motivation.
Motivational Theories
Motivation theories aim to explain human behavior and what drives individuals. Major theories discussed include Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's needs theory, reinforcement theory, expectancy theory, and equity theory. These theories analyze factors like physiological and psychological needs, intrinsic and extrinsic motivators, environmental influences, expectations of outcomes, and perceptions of fairness that influence human motivation and persistence. Contemporary theories also examine self-determination, goal-setting, self-efficacy, and organizational justice.
Theories of Motivation
Theories of Motivation, Maslow's Hierarchy of Needs, ERG Theory, Theory X and Y, Need Theory, Hygiene and Motivator Factor
Theories Of Motivation | Types Of Motivation | Mas low's Hierarchy Of Needs
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
Recommended
Motivation ppt
Motivation refers to factors that arouse, direct, and sustain human behavior. There are several theories of motivation, including drive theory which proposes that internal drives or needs push people towards goals, and incentive theory which suggests that external rewards or goals pull people to act. Maslow's hierarchy of needs theory also explains motivation and proposes that people are motivated to fulfill lower level basic needs before pursuing higher level growth needs. Managers can create a motivating work climate by setting clear expectations, being fair and consistent, developing teamwork, recognizing contributions, allowing autonomy and growth, and addressing individual needs and values.
Motivation final
The document summarizes several prominent content and process theories of motivation. Content theories discussed include Maslow's hierarchy of needs, Alderfer's ERG theory, Herzberg's motivation-hygiene theory, and McClelland's learned needs theory. Process theories covered are Bandura's self-efficacy theory, Vroom's expectancy theory, Adams' equity theory, and Locke's goal-setting theory. Each theory is briefly described in 1-3 bullet points highlighting their key constructs or principles.
Motivation theories HR
Motivation theories, there are two types of motivation theories. It starts with brief description on motivation and followed by various theories such as Maslow's Hierarchy of Needs Theory
Alderfer's ERG Theory
Herzberg's Two-Factor Theory
Equity Theory
Expectancy Theory
Goal-Setting Theory
Reinforcement Theory
Social Learning Theory
And how HR is affected by these theories
Theories of Motivation
Topic: Theories of Motivation
Student Name: Nadia
Class: M.Ed
Project Name: “Young Teachers' Professional Development (TPD)"
"Project Founder: Prof. Dr. Amjad Ali Arain
Faculty of Education, University of Sindh, Pakistan
Introduction to Motivational Theory, Content Theory and Process Theory
This document provides an overview of several theories of motivation, including:
- Maslow's hierarchy of needs theory and Alderfer's ERG theory, which describe levels of human needs.
- Acquired needs theory, cognitive evaluation theory, and Herzberg's two-factor theory, which examine intrinsic and extrinsic motivators.
- Equity theory, expectancy theory, and the Porter-Lawler model as examples of process theories that analyze cognitive processes in motivation.
- McGregor's Theory X and Y, which propose different views of employee motivation.
The document covers both content theories that identify sources and types of motivation, as well as process theories that examine cognitive thought processes behind motivation.
Motivational Theories
Motivation theories aim to explain human behavior and what drives individuals. Major theories discussed include Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's needs theory, reinforcement theory, expectancy theory, and equity theory. These theories analyze factors like physiological and psychological needs, intrinsic and extrinsic motivators, environmental influences, expectations of outcomes, and perceptions of fairness that influence human motivation and persistence. Contemporary theories also examine self-determination, goal-setting, self-efficacy, and organizational justice.
Theories of Motivation
Theories of Motivation, Maslow's Hierarchy of Needs, ERG Theory, Theory X and Y, Need Theory, Hygiene and Motivator Factor
Theories Of Motivation | Types Of Motivation | Mas low's Hierarchy Of Needs
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
Unit i theories of motivation
Motivation theories can be categorized as internal, external, or those that emphasize the interaction between individuals and their environment. Early philosophers like Max Weber and Sigmund Freud explored motivation from religious and psychological perspectives. Maslow's hierarchy of needs categorizes needs from lowest physiological to highest self-actualization. McGregor's Theory X assumes people need direction while Theory Y assumes they can direct themselves. Herzberg's two-factor theory separates motivators like achievement from hygiene factors like salary that prevent dissatisfaction. Expectancy theory proposes motivation depends on expectancy, instrumentality, and valence perceptions.
Motivation
This document presents an overview of motivation and various motivation theories. It defines motivation as the willingness to achieve organizational goals while satisfying individual needs. It discusses factors that influence job performance like ability, motivation, and environment. It also outlines different types of motivation including intrinsic and extrinsic motivation. Several motivation theories are explained such as Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, McClelland's acquired needs theory, expectancy theory, equity theory, and goal setting theory. Each theory is described in 1-2 sentences.
Motivational Concepts | Key Elements Of Motivation | Organizational Perspecti...
Motivation is the result of the interaction of the individual and the situation. Our Definition of Motivation is that it is “the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.” We will narrow the focus to organizational goals in order to reflect our singular interest in work-related behavior. The three key elements of our definition of motivation are intensity, direction, and persistence. Intensity is concerned with how hard a person tries to do anything. This is the element most of us focus on when we talk about motivation. Direction is the orientation that benefits the organization. It can be positive or negative. Persistence is a measure of how long a person can maintain his or her effort. Motivated individuals stay with a task long enough to achieve their goal. Maslow’s need theory has received wide recognition, particularly among practicing managers. Research does not generally validate the theory.Maslow provided no empirical substantiation, and several studies that sought to validate the theory found no support for it. Some researchers have attempted to revive components of the need hierarchy concept, using principles from evolutionary psychology.Time will tell whether these revisions to Mas low's hierarchy will be useful to practicing managers.
Douglas McGregor’s Theory X and Theory Yconcluded that a manager’s view of the nature of human beings is based on a certain grouping of assumptions and he or she tends to mold his or her behavior toward employees according to these assumptions.
Theory X assumptions are basically negative. Employees inherently dislike work and, whenever possible, will attempt to avoid it.Since employees dislike work, they must be coerced, controlled, or threatened with punishment. Employees will avoid responsibilities and seek formal direction whenever possible.Most workers place security above all other factors and will display little ambition.
Theory Y assumptions are basically positive. Employees can view work as being as natural as rest or play. People will exercise self-direction and self-control if they are committed to the objectives.
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
Starblazer Herzberg and McGregor
The document discusses the theories of Frederick Herzberg and Douglas McGregor. Herzberg developed a two-factor theory of motivation and hygiene factors. McGregor proposed theories X and Y, where theory X states employees are lazy and need management, while theory Y states employees strive to do well if given opportunities. Both theorists believed leaders can tap into human potential to improve performance, but not all employees achieve high self-esteem. School leaders apply aspects of both theorists' ideas depending on the context.
Theories of Motivation
This document discusses several popular theories of motivation: drive theory, which proposes that biological needs push us to satisfy those needs; arousal theory, which suggests people seek an optimal level of arousal; expectancy theory, which is about expecting desirable outcomes from behaviors; goal-setting theory, where motivation comes from specific, challenging, and attainable goals; and Herzberg's two-factor theory on intrinsic and extrinsic workplace motivators. Key aspects and limitations of each theory are outlined.
Mahmood Qasim Slides on Motivation for Organizational Behaviour Students
1. Motivation refers to the persistent effort directed towards a goal.
2. There are three classifications of motives - primary/physiological motives like food and sex, secondary/non-physiological motives like curiosity and affection, and tertiary/learned motives like power and achievement.
3. Content theories of work motivation include Maslow's hierarchy of needs, Herzberg's two-factor theory, and Alderfer's ERG theory, which link motivation to intrinsic and extrinsic rewards. Process theories include Vroom's expectancy theory and Locke and Latham's goal-setting theory.
Motivation & mgmt fundamentals
This document discusses various theories of motivation in management. It describes Maslow's hierarchy of needs theory, ERG theory, two-factor theory, and acquired needs theory as content motivation theories. Process motivation theories covered include equity theory, goal-setting theory, and expectancy theory. Reinforcement theory is also discussed as it relates to motivating employees through consequences. Major concepts around motivation include needs, motives, behaviors, consequences, and satisfaction or dissatisfaction of needs.
Content Theories
This document provides an overview of several content theories of motivation:
- Maslow's hierarchy of needs proposes that people are motivated to fulfill basic needs before moving to higher-level needs.
- McGregor's Theory X and Theory Y describe assumptions managers make about employees, ranging from negative to positive.
- ERG theory condensed Maslow's needs into existence, relatedness, and growth.
- Herzberg's two-factor theory separates job satisfaction and dissatisfaction into different factors.
- McClelland identified needs for achievement, affiliation, and power that are learned rather than innate.
Motivation session (basic)
This document discusses several theories of motivation, including:
1. Maslow's hierarchy of needs which proposes that people are motivated to fulfill basic physiological needs first before moving on to higher needs.
2. McGregor's Theory X and Theory Y which propose different assumptions about employee motivation.
3. Herzberg's two-factor theory which distinguishes between hygiene factors and motivation factors.
4. Expectancy theory which proposes that motivation depends on expectancy, instrumentality, and valence.
Theories of motivation
This document summarizes several theories of motivation. It discusses need-based theories proposed by Maslow and ERG, as well as two-factor theory. Process-based theories explained include equity theory, expectancy theory, and reinforcement theory. Equity theory examines inputs, outcomes, and referents in motivation. Expectancy theory looks at expectations of performance leading to outcomes. Reinforcement theory states behavior is motivated by its consequences. The role of culture and ethics in motivation is also addressed.
Motivation - What motivates us?
The document discusses motivation in the workplace. It defines motivation as the set of forces that lead people to behave in particular ways. Managers aim to motivate employees in ways that benefit the organization. Motivation increases the chances of success and job performance depends on motivation, ability, and environment. There are different theories of motivation, including Maslow's hierarchy of needs and Herzberg's two-factor theory. Attitudes like not wanting or being able to do something can negatively impact motivation. The document examines intrinsic versus extrinsic motivation and concludes that lasting motivation comes from a sense of purpose, autonomy, and mastery.
Organisation Behaviour - Early and Contemporary theories of motivation
The document discusses various motivational theories including:
1. Maslow's hierarchy of needs which categorizes human needs into physiological, safety, social, esteem, and self-actualization needs that must be satisfied in order.
2. Herzberg's two-factor theory which distinguishes between hygiene factors like pay and working conditions that prevent dissatisfaction and motivational factors like achievement and recognition that encourage satisfaction.
3. McGregor's Theory X and Theory Y which propose two views of employee motivation - Theory X assumes employees dislike work and need close supervision while Theory Y assumes employees can exercise self-direction and commitment to objectives.
Motivation
1. Motivation refers to internal states that drive behavior toward goals and involves physiological or psychological needs, drives, and incentives.
2. There are biological and social types of motivation. Maslow's hierarchy of needs includes physiological, safety, social, esteem, and self-actualization needs.
3. Herzberg's motivation-hygiene theory explains that intrinsic factors relate to job satisfaction while extrinsic factors relate to dissatisfaction.
Theories of Motivation
Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic physiological needs before moving on to safety, social, esteem and self-actualization needs. Herzberg's two-factor theory distinguishes between motivators like achievement and responsibility that create job satisfaction, and hygiene factors like company policies that prevent dissatisfaction. Both theories have been widely studied but lack strong evidence and may oversimplify human motivation, which can vary between individuals and cultures. Overall, they recognize motivation as internal rather than dependent solely on external factors.
motivation
The document discusses 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. McGregor's Theory X and Theory Y describe two views of employee motivation - Theory X assumes employees dislike work while Theory Y assumes employees can exercise self-direction.
3. Expectancy theory states that strength of motivation depends on expectation that an action will lead to an outcome and the attractiveness of that outcome.
Theories of motivation
Motivation refers to the processes that account for an individual's intensity, direction, and persistence of effort towards attaining a goal. It has three key elements: energy, direction, and persistence. Many theories aim to explain motivation, including Maslow's hierarchy of needs, ERG theory, McClelland's acquired needs theory, McGregor's Theory X and Y, Herzberg's two-factor theory, equity theory, expectancy theory, and goal-setting theory. These theories provide frameworks for understanding what motivates individuals and improving motivation.
Motivation Theories
This document discusses different theories of motivation. It defines motivation and describes three main categories of motivational theories: internal theories that focus on individual factors, process theories that emphasize interactions between individuals and the environment, and external theories that focus on environmental elements. Two prominent motivation theories are discussed in more detail: Maslow's hierarchy of needs theory, which proposes that individuals must satisfy lower-level needs before pursuing higher needs; and expectancy theory, which suggests that motivation depends on expectations of effort leading to performance and performance leading to outcomes. The document also outlines Herzberg's two-factor theory of motivation and hygiene factors.
Motivation,early theories of motivation and job satisfaction
Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic needs like physical survival and safety before moving on to more advanced needs for love, esteem, and self-actualization. McGregor's Theory X sees workers as largely unmotivated while Theory Y sees workers as generally self-motivated. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like pay that prevent dissatisfaction. Job satisfaction depends on intrinsic motivation from the work itself as well as extrinsic factors like compensation, supervision, and coworkers. Satisfied workers tend to be more productive, less absent, and less likely to quit their jobs.
Motivation (Principles of Management)
Motivation is the inner state that causes behavior to achieve goals. There are two types of motivation theories: process theories that explain how motivation occurs, and content theories that examine internal needs. Content theories include Maslow's hierarchy of needs and ERG theory. Managers can motivate employees through job design like job enrichment, flexible schedules, and behavior modification with rewards and punishments. Effective communication also motivates by satisfying basic human needs.
Unit 4, motivation theories
The document discusses several theories of motivation:
1. Content theories like Maslow's hierarchy of needs theory and Herzberg's two-factor theory examine factors that motivate employees from within, such as achievement and growth.
2. Process theories like expectancy theory and equity theory analyze how employees make choices and how their motivation is affected by perceptions of fair outcomes.
3. Reinforcement theories like Skinner's model emphasize that motivation is shaped by environmental rewards and punishments rather than inner drives. The document provides an overview of these major motivation theories.
G2
Motivation refers to the internal and external factors that drive individuals to achieve goals. Several theories attempt to explain motivation. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic needs before moving to higher-level needs. Alderfer's ERG theory condensed Maslow's model into three core needs of existence, relatedness, and growth. Herzberg's two-factor theory separates motivators like achievement from hygiene factors like salary. Vroom's expectancy theory states that motivation depends on expectancy, instrumentality, and valence. Effective leadership motivates followers by fulfilling task and relationship functions through functional behaviors rather than dysfunctional behaviors.
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Unit i theories of motivation
Motivation theories can be categorized as internal, external, or those that emphasize the interaction between individuals and their environment. Early philosophers like Max Weber and Sigmund Freud explored motivation from religious and psychological perspectives. Maslow's hierarchy of needs categorizes needs from lowest physiological to highest self-actualization. McGregor's Theory X assumes people need direction while Theory Y assumes they can direct themselves. Herzberg's two-factor theory separates motivators like achievement from hygiene factors like salary that prevent dissatisfaction. Expectancy theory proposes motivation depends on expectancy, instrumentality, and valence perceptions.
Motivation
This document presents an overview of motivation and various motivation theories. It defines motivation as the willingness to achieve organizational goals while satisfying individual needs. It discusses factors that influence job performance like ability, motivation, and environment. It also outlines different types of motivation including intrinsic and extrinsic motivation. Several motivation theories are explained such as Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, McClelland's acquired needs theory, expectancy theory, equity theory, and goal setting theory. Each theory is described in 1-2 sentences.
Motivational Concepts | Key Elements Of Motivation | Organizational Perspecti...
Motivation is the result of the interaction of the individual and the situation. Our Definition of Motivation is that it is “the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.” We will narrow the focus to organizational goals in order to reflect our singular interest in work-related behavior. The three key elements of our definition of motivation are intensity, direction, and persistence. Intensity is concerned with how hard a person tries to do anything. This is the element most of us focus on when we talk about motivation. Direction is the orientation that benefits the organization. It can be positive or negative. Persistence is a measure of how long a person can maintain his or her effort. Motivated individuals stay with a task long enough to achieve their goal. Maslow’s need theory has received wide recognition, particularly among practicing managers. Research does not generally validate the theory.Maslow provided no empirical substantiation, and several studies that sought to validate the theory found no support for it. Some researchers have attempted to revive components of the need hierarchy concept, using principles from evolutionary psychology.Time will tell whether these revisions to Mas low's hierarchy will be useful to practicing managers.
Douglas McGregor’s Theory X and Theory Yconcluded that a manager’s view of the nature of human beings is based on a certain grouping of assumptions and he or she tends to mold his or her behavior toward employees according to these assumptions.
Theory X assumptions are basically negative. Employees inherently dislike work and, whenever possible, will attempt to avoid it.Since employees dislike work, they must be coerced, controlled, or threatened with punishment. Employees will avoid responsibilities and seek formal direction whenever possible.Most workers place security above all other factors and will display little ambition.
Theory Y assumptions are basically positive. Employees can view work as being as natural as rest or play. People will exercise self-direction and self-control if they are committed to the objectives.
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
Starblazer Herzberg and McGregor
The document discusses the theories of Frederick Herzberg and Douglas McGregor. Herzberg developed a two-factor theory of motivation and hygiene factors. McGregor proposed theories X and Y, where theory X states employees are lazy and need management, while theory Y states employees strive to do well if given opportunities. Both theorists believed leaders can tap into human potential to improve performance, but not all employees achieve high self-esteem. School leaders apply aspects of both theorists' ideas depending on the context.
Theories of Motivation
This document discusses several popular theories of motivation: drive theory, which proposes that biological needs push us to satisfy those needs; arousal theory, which suggests people seek an optimal level of arousal; expectancy theory, which is about expecting desirable outcomes from behaviors; goal-setting theory, where motivation comes from specific, challenging, and attainable goals; and Herzberg's two-factor theory on intrinsic and extrinsic workplace motivators. Key aspects and limitations of each theory are outlined.
Mahmood Qasim Slides on Motivation for Organizational Behaviour Students
1. Motivation refers to the persistent effort directed towards a goal.
2. There are three classifications of motives - primary/physiological motives like food and sex, secondary/non-physiological motives like curiosity and affection, and tertiary/learned motives like power and achievement.
3. Content theories of work motivation include Maslow's hierarchy of needs, Herzberg's two-factor theory, and Alderfer's ERG theory, which link motivation to intrinsic and extrinsic rewards. Process theories include Vroom's expectancy theory and Locke and Latham's goal-setting theory.
Motivation & mgmt fundamentals
This document discusses various theories of motivation in management. It describes Maslow's hierarchy of needs theory, ERG theory, two-factor theory, and acquired needs theory as content motivation theories. Process motivation theories covered include equity theory, goal-setting theory, and expectancy theory. Reinforcement theory is also discussed as it relates to motivating employees through consequences. Major concepts around motivation include needs, motives, behaviors, consequences, and satisfaction or dissatisfaction of needs.
Content Theories
This document provides an overview of several content theories of motivation:
- Maslow's hierarchy of needs proposes that people are motivated to fulfill basic needs before moving to higher-level needs.
- McGregor's Theory X and Theory Y describe assumptions managers make about employees, ranging from negative to positive.
- ERG theory condensed Maslow's needs into existence, relatedness, and growth.
- Herzberg's two-factor theory separates job satisfaction and dissatisfaction into different factors.
- McClelland identified needs for achievement, affiliation, and power that are learned rather than innate.
Motivation session (basic)
This document discusses several theories of motivation, including:
1. Maslow's hierarchy of needs which proposes that people are motivated to fulfill basic physiological needs first before moving on to higher needs.
2. McGregor's Theory X and Theory Y which propose different assumptions about employee motivation.
3. Herzberg's two-factor theory which distinguishes between hygiene factors and motivation factors.
4. Expectancy theory which proposes that motivation depends on expectancy, instrumentality, and valence.
Theories of motivation
This document summarizes several theories of motivation. It discusses need-based theories proposed by Maslow and ERG, as well as two-factor theory. Process-based theories explained include equity theory, expectancy theory, and reinforcement theory. Equity theory examines inputs, outcomes, and referents in motivation. Expectancy theory looks at expectations of performance leading to outcomes. Reinforcement theory states behavior is motivated by its consequences. The role of culture and ethics in motivation is also addressed.
Motivation - What motivates us?
The document discusses motivation in the workplace. It defines motivation as the set of forces that lead people to behave in particular ways. Managers aim to motivate employees in ways that benefit the organization. Motivation increases the chances of success and job performance depends on motivation, ability, and environment. There are different theories of motivation, including Maslow's hierarchy of needs and Herzberg's two-factor theory. Attitudes like not wanting or being able to do something can negatively impact motivation. The document examines intrinsic versus extrinsic motivation and concludes that lasting motivation comes from a sense of purpose, autonomy, and mastery.
Organisation Behaviour - Early and Contemporary theories of motivation
The document discusses various motivational theories including:
1. Maslow's hierarchy of needs which categorizes human needs into physiological, safety, social, esteem, and self-actualization needs that must be satisfied in order.
2. Herzberg's two-factor theory which distinguishes between hygiene factors like pay and working conditions that prevent dissatisfaction and motivational factors like achievement and recognition that encourage satisfaction.
3. McGregor's Theory X and Theory Y which propose two views of employee motivation - Theory X assumes employees dislike work and need close supervision while Theory Y assumes employees can exercise self-direction and commitment to objectives.
Motivation
1. Motivation refers to internal states that drive behavior toward goals and involves physiological or psychological needs, drives, and incentives.
2. There are biological and social types of motivation. Maslow's hierarchy of needs includes physiological, safety, social, esteem, and self-actualization needs.
3. Herzberg's motivation-hygiene theory explains that intrinsic factors relate to job satisfaction while extrinsic factors relate to dissatisfaction.
Theories of Motivation
Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic physiological needs before moving on to safety, social, esteem and self-actualization needs. Herzberg's two-factor theory distinguishes between motivators like achievement and responsibility that create job satisfaction, and hygiene factors like company policies that prevent dissatisfaction. Both theories have been widely studied but lack strong evidence and may oversimplify human motivation, which can vary between individuals and cultures. Overall, they recognize motivation as internal rather than dependent solely on external factors.
motivation
The document discusses 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. McGregor's Theory X and Theory Y describe two views of employee motivation - Theory X assumes employees dislike work while Theory Y assumes employees can exercise self-direction.
3. Expectancy theory states that strength of motivation depends on expectation that an action will lead to an outcome and the attractiveness of that outcome.
Theories of motivation
Motivation refers to the processes that account for an individual's intensity, direction, and persistence of effort towards attaining a goal. It has three key elements: energy, direction, and persistence. Many theories aim to explain motivation, including Maslow's hierarchy of needs, ERG theory, McClelland's acquired needs theory, McGregor's Theory X and Y, Herzberg's two-factor theory, equity theory, expectancy theory, and goal-setting theory. These theories provide frameworks for understanding what motivates individuals and improving motivation.
Motivation Theories
This document discusses different theories of motivation. It defines motivation and describes three main categories of motivational theories: internal theories that focus on individual factors, process theories that emphasize interactions between individuals and the environment, and external theories that focus on environmental elements. Two prominent motivation theories are discussed in more detail: Maslow's hierarchy of needs theory, which proposes that individuals must satisfy lower-level needs before pursuing higher needs; and expectancy theory, which suggests that motivation depends on expectations of effort leading to performance and performance leading to outcomes. The document also outlines Herzberg's two-factor theory of motivation and hygiene factors.
Motivation,early theories of motivation and job satisfaction
Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic needs like physical survival and safety before moving on to more advanced needs for love, esteem, and self-actualization. McGregor's Theory X sees workers as largely unmotivated while Theory Y sees workers as generally self-motivated. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like pay that prevent dissatisfaction. Job satisfaction depends on intrinsic motivation from the work itself as well as extrinsic factors like compensation, supervision, and coworkers. Satisfied workers tend to be more productive, less absent, and less likely to quit their jobs.
Motivation (Principles of Management)
Motivation is the inner state that causes behavior to achieve goals. There are two types of motivation theories: process theories that explain how motivation occurs, and content theories that examine internal needs. Content theories include Maslow's hierarchy of needs and ERG theory. Managers can motivate employees through job design like job enrichment, flexible schedules, and behavior modification with rewards and punishments. Effective communication also motivates by satisfying basic human needs.
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Motivational Concepts | Key Elements Of Motivation | Organizational Perspecti...
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Mahmood Qasim Slides on Motivation for Organizational Behaviour Students
Organisation Behaviour - Early and Contemporary theories of motivation
Organisation Behaviour - Early and Contemporary theories of motivation
Motivation,early theories of motivation and job satisfaction
Motivation,early theories of motivation and job satisfaction
Similar to MANAGEMENT AND ORGANISATIONAL BEHAVIOUR
Unit 4, motivation theories
The document discusses several theories of motivation:
1. Content theories like Maslow's hierarchy of needs theory and Herzberg's two-factor theory examine factors that motivate employees from within, such as achievement and growth.
2. Process theories like expectancy theory and equity theory analyze how employees make choices and how their motivation is affected by perceptions of fair outcomes.
3. Reinforcement theories like Skinner's model emphasize that motivation is shaped by environmental rewards and punishments rather than inner drives. The document provides an overview of these major motivation theories.
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Motivation refers to the internal and external factors that drive individuals to achieve goals. Several theories attempt to explain motivation. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic needs before moving to higher-level needs. Alderfer's ERG theory condensed Maslow's model into three core needs of existence, relatedness, and growth. Herzberg's two-factor theory separates motivators like achievement from hygiene factors like salary. Vroom's expectancy theory states that motivation depends on expectancy, instrumentality, and valence. Effective leadership motivates followers by fulfilling task and relationship functions through functional behaviors rather than dysfunctional behaviors.
Motivation theory
This document discusses two theories of motivation: Maslow's hierarchy of needs theory and Herzberg's two-factor theory. [1] Maslow's theory proposes that people are motivated to fulfill basic needs like food and shelter before seeking higher needs like esteem and self-actualization. [2] Herzberg's theory separates motivators like achievement and recognition that enhance satisfaction from hygiene factors like pay and supervision that prevent dissatisfaction. [3] Both theories suggest needs drive behavior, but differ in how needs relate to satisfaction, performance, and whether needs are hierarchical.
Motivational and modern management theories
This document discusses various theories of motivation and management. It begins by defining motivation and describing intrinsic and extrinsic types of motivation. It then outlines several content and process theories of motivation, including Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's needs theory, and Vroom's expectancy theory. Modern management theories discussed include systems theory, which views an organization as interconnected subsystems, and contingency theory, which emphasizes adapting management practices to situational characteristics. The document stresses the importance of understanding both internal organizational environments and external environmental forces for effective management.
Reward motivational theories
The document summarizes several theories of motivation:
1. Early or content theories focused on what motivates individuals and included Maslow's hierarchy of needs, ERG theory, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's acquired needs theory.
2. Contemporary or process theories examined the actual process of motivation and included cognitive evaluation theory, goal-setting theory, self-efficacy theory, reinforcement theory, equity theory, and Vroom's expectancy theory.
3. Theories such as self-efficacy, goal-setting, and expectancy provided insights into how motivation can be enhanced through an individual's beliefs, goal-setting, and expectations
Motivation
The document discusses several theories of motivation. It begins by defining motivation as the intensity, direction, and persistence of effort toward attaining a goal. It then summarizes key theories:
1) Maslow's hierarchy of needs theorizes that lower-level needs like physical needs must be met before higher-level needs can motivate.
2) McGregor's Theory X and Theory Y propose two approaches to managing people - Theory X assumes people dislike work while Theory Y assumes people can exercise self-direction.
3) Herzberg's motivation-hygiene theory distinguishes between motivators like achievement that boost satisfaction and hygiene factors like policy that prevent dissatisfaction.
It discusses several other theories
Content Usability
1. Several theories of motivation were formulated in the 1950s including Maslow's hierarchy of needs theory, McGregor's Theory X and Theory Y, and Herzberg's motivation-hygiene theory.
2. Maslow's hierarchy proposed five levels of human needs from physiological to self-actualization needs. Herzberg's theory distinguished between motivators like achievement that increase job satisfaction and hygiene factors like salary that prevent dissatisfaction.
3. McGregor's Theory X assumed employees dislike work while Theory Y assumed they can find it motivating. Later theories included ERG theory, need-based theories, and cognitive evaluation theory which found extrinsic rewards can reduce intrinsic motivation.
Motivation ppt @ bec doms bagalkot
The document discusses theories of motivation in organizational behavior. It provides overviews of several key theories including: Maslow's hierarchy of needs, which proposes that people are motivated to fulfill basic physiological and safety needs before pursuing higher level needs; Herzberg's two-factor theory, which distinguishes between motivators and hygiene factors; and goal-setting theory, which suggests that specific, difficult goals lead to higher performance when combined with feedback. The document also summarizes contemporary theories including self-efficacy theory, equity theory, and expectancy theory.
The Chapter of Motivation in Public Administration
This document discusses various motivation theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, expectancy theory, and McGregor's theory X and theory Y. Maslow's hierarchy proposes that people are motivated to fulfill basic needs before moving to higher-level needs. Herzberg's two-factor theory separates motivators like achievement that drive satisfaction from hygiene factors like salary that prevent dissatisfaction. Expectancy theory states that motivation depends on an individual's perception of how their efforts link to performance and rewards. McGregor's theory X assumes people dislike work while theory Y assumes they can exercise self-direction.
Motivation
1. The document discusses several theories of motivation including Maslow's hierarchy of needs theory, Herzberg's two-factor theory, and McGregor's Theory X and Theory Y.
2. Maslow's theory proposes that people are motivated by a hierarchy of five needs: physiological, safety, love, esteem, and self-actualization.
3. Herzberg's two-factor theory distinguishes between motivators like achievement and recognition that improve job satisfaction, and hygiene factors like salary and working conditions that prevent dissatisfaction if adequate but do not motivate.
4. McGregor's Theory X assumes employees dislike work and must be closely controlled, while Theory Y assumes employees can exercise self
Motivation theroy
This document discusses different theories of motivation. It begins by defining motivation as consisting of intensity, direction, and persistence of effort toward a goal. It then outlines several needs theories including Maslow's hierarchy of needs and Herzberg's two-factor theory. Maslow's hierarchy proposes that lower level needs must be satisfied before higher level needs motivate. Herzberg's theory distinguishes between hygiene factors that prevent dissatisfaction and motivation factors that increase satisfaction. The document also discusses process theories including expectancy theory, which ties motivation to expectations of rewards, and goal setting theory, which proposes that specific, difficult goals improve performance through increased effort, attention, and persistence.
theoriesofmotivation-160926140734.docx
The document discusses various theories of motivation. It describes content theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's acquired needs theory. Process theories covered include Vroom's expectancy theory, Adams' equity theory, goal setting theory, and Skinner's reinforcement theory. The document provides details on the key aspects and assumptions of each motivation theory.
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.
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
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.
Motivation
Motivation accounts for an individual's effort, direction, and persistence towards goals. There are three aspects of motivation: effort, direction, and persistence. Motivation theories are classified into content/need theories, which examine what motivates behavior, and process theories, which examine how content influences behavior. Key content theories include Maslow's hierarchy of needs, Herzberg's two-factor theory, and Alderfer's ERG theory. Process theories include Vroom's expectancy theory and equity theory. Motivation is important for productivity, change management, resource utilization, satisfaction, and goal achievement in organizations.
Ob unit 5
This document provides an overview of motivation theories including content and process theories. It discusses early motivation theories such as Maslow's hierarchy of needs, ERG theory, McGregor's Theory X and Y, and Herzberg's two-factor theory. It also covers McClelland's need theory. The document defines motivation and explores the meaning and basic model of motivation. It examines major types of motivation theories and how to apply early motivation theories in a business management context.
Motivation
This document provides an overview of motivation theories including:
- Maslow's hierarchy of needs which identifies physiological, safety, social, esteem, and self-actualization needs. It proposes that lower level needs must be satisfied before higher needs.
- McGregor's Theory X and Theory Y which describe assumptions managers have about employees - Theory X sees employees as lazy and Theory Y sees them as ambitious and self-motivated.
- Herzberg's two-factor theory which identifies motivators related to job content and hygiene factors related to job context that prevent dissatisfaction but don't motivate.
- McClelland's need theory which identifies three needs - need for achievement, power, and affiliation
18968493 motivation-ppt
The document discusses various theories of motivation including: Maslow's hierarchy of needs which proposes that lower level needs must be satisfied before higher needs; Herzberg's two-factor theory which separates motivators and hygiene factors; and McClelland's need for achievement, power, and affiliation. It also covers job design theories like job enlargement and enrichment to make jobs more interesting and motivating. Early motivation theories focused on what motivates while process theories examine the actual motivation process.
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MANAGEMENT AND ORGANISATIONAL BEHAVIOUR
- 1. MOTIVATIONAL THEORIES PRESENTED BY, ROSHAN V.V. 1st MBA SEC ‘B’ VVCE , Mysuru. MANAGEMENT & ORGANIZATIONAL BEHAVIOUR
- 2. What Is Motivation? The processes that accounts for an individual’s intensity, direction, and persistence of effort toward attaining a organizational goal ◦ Intensity – the amount of effort put forth to meet the goal ◦ Direction – efforts are channeled toward organizational goals ◦ Persistence – how long the effort is maintained
- 3. Early Theories of Motivation Maslow’s Hierarchy of Needs Theory McGregor’s Theory X and Theory Y Herzberg’s Two-Factor (Motivation-Hygiene) Theory
- 4. Maslow’s Hierarchy of Needs Theory Self-Actualization Esteem Social Safety Psychological UpperLower
- 5. Douglas McGregor’s X & Y • Inherent dislike for work and will attempt to avoid it • Must be coerced, controlled or threatened with punishment • View work as being as natural as rest or play • Will exercise self-direction and self-control if committed to objectives Theory X Theory Y
- 6. Herzberg’s Two-Factor Theory • Quality of supervision • Pay • Company policies • Physical working conditions • Relationships • Job security HygieneFactors Dissatisfied Not Dissatisfied • Promotional opportunities • Opportunities for personal growth • Recognition • Responsibility • Achievement MotivationFactors Satisfied Not Satisfied
- 7. THANK YOU