Motivation is the willingness to put high levels of effort to achieve the vision of life. There are 3 key elements of motivation ---Needs, Drives & Goals. Needs set up drives aimed at goals. Need exists in each individual in varying degrees to satisfy both Physiological & Psychological deprivation. Drives are action oriented & directed at fulfillment of needs & reach at goals. Goals are instruments used to induce people to follow a desired course of action. Once goal is attained , the Physiological & Psychological balance is restored & the drive is cut off. Different Theories of Motivation: Maslow’s Needs Hierarchy Alderfer’s ERG Model McClelland’ Needs Theory Herzberg’s 2 Factor Theory McGregor Theory Expectancy Theory Equity Theory Relationship across theories Physiological & Safety Needs = Hygiene Factors = Existence (Basic necessities of life , Good pay , Job security , Working condition ). Social Need = Relatedness = Need For Affiliation (Need for love & affection , Interpersonal relations , Work groups & teams ). Esteem & Self-Actualization =Motivators = Growth = Need For Power & Achievement (Responsibilities , Challenging work , Recognition , Achievement ). According to theory X- People are generally Lazy & Avoid work. So managers have to control them. According to theory Y- people love to work & want to show their full potential. So to motivate them managers should provide challenging task to them. According to Vroom before putting effort to perform a given level Individuals consider 3 basic aspects – Motivation = Expectancy * Instrumentality * Valence Expectancy =Probability that Effort will lead to Good PFM (ranging from 0-1). Instrumentality =Probability that Good PFM will lead to Desired Outcome ( ranging from o-1 ). Valence = Value of Expected Outcomes to the Individual (range of +1, through o, to -1 ).---(Strong desire for the outcome, Indifferent to outcome , Avoids outcome respectively.) According to Adam Equity occurs --Person’s Outcomes/Person’ Inputs = Other’s Outcomes/ Other’s Inputs.(Results in employee satisfaction & maintenance of productivity level.) Tools of Motivation are: Motivational Tools Job enlargement Job enrichment Job rotation Technique Of Motivation are: – Praise, appreciation, awards etc. Employees can be motivated by their Internal Drives. In order to arose the employee to action it is always desirable to study his needs, emotions, ability, background, expectations etc. The manager has to identify both Encouraging & Discouraging factors. There is no - One Scheme Please All technique. So rewards & punishments should be worked out carefully.

2. MOTIVATION
BY. Dr. Debajani Palai, Faculty IMIT

4. ALFRED NOBEL

5. MOTIVATION

8. MOTIVATION

9. MOTIVATION
 Motivation is the willingness to put high levels of effort to
achieve the vision of life.
 There are 3 key elements of motivation ---Needs, Drives &
Goals.
 Needs set up drives aimed at goals. Need exists in each individual
in varying degrees to satisfy both Physiological & Psychological
deprivation.
 Drives are action oriented & directed at fulfillment of needs &
reach at goals.
 Goals are instruments used to induce people to follow a desired
course of action. Once goal is attained , the Physiological &
Psychological balance is restored & the drive is cut off.

14. THEORIES OF MOTIVATION
 Maslow’s Needs Hierarchy
 Alderfer’s ERG Model
 McClelland’ Needs Theory
 Herzberg’s 2 Factor Theory
 McGregor Theory
 Expectancy Theory
 Equity Theory

15. Relationship Between Theories OF
Motivation
Maslow’s
Need
Hierarchy
Alderfer’sERG
Needs
McClelland’s
Need Theory
Herzberg’s
Two Factor
ModelS
Mc Gregor
Theory
1. Self –
Actualiz
ation
2. Esteem
3. Social
4. Safety
5. Physiolo
gical
1. Growth
2. Relatedness
3. Existence
1. Need For
Achievement
2. Power
3. Affiliation
1. Motivators
2. Hygiene
1. Theory X
2. Theory Y

16. MASLOW’S NEED HIERARCHY

17. ERG THEORY

18. NEED THEORY

19. 2 FACTOR THEORY

22. Relationship Among Theories
 Physiological & Safety Needs = Hygiene Factors = Existence
(Basic necessities of life , Good pay , Job security , Working
condition ).
 Social Need = Relatedness = Need For Affiliation (Need for love
& affection , Interpersonal relations , Work groups & teams ).
 Esteem & Self-Actualization =Motivators = Growth = Need For
Power & Achievement (Responsibilities , Challenging work ,
Recognition , Achievement ).
 According to theory X- People are generally Lazy & Avoid work.
So managers have to control them.
 According to theory Y- people love to work & want to show their
full potential. So to motivate them managers should provide
challenging task to them.

24. Vroom’s Expectancy Theory
 Before putting effort to perform a given level
Individuals consider 3 basic aspects –
 Motivation = Expectancy * Instrumentality * Valence
 Expectancy =Probability that Effort will lead to Good
PFM (ranging from 0-1).
 Instrumentality =Probability that Good PFM will lead
to Desired Outcome ( ranging from o-1 ).
 Valence = Value of Expected Outcomes to the
Individual (range of +1, through o, to -1 ).---(Strong
desire for the outcome, Indifferent to outcome , Avoids
outcome respectively.)

26. J.Stacy Adams’sEquity theory
 Equity occurs --Person’s Outcomes/Person’ Inputs =
Other’s Outcomes/ Other’s Inputs.(Results in
employee satisfaction & maintenance of productivity
level.)

28. INEQUITY
 Inequity occurs --Person’s Outcomes/Person’s Inputs<
Other’s Outcomes/Other’s Input .(Result in
dissatisfaction, reduction in productivity , increase in
employee turnover.)
 Person’s Outcomes/ Person’s Inputs > Other’s
Outcome/ Other’s Inputs.(May result in increased
productivity or some may even discount the reward.)
 Output refers to Reward & Input refers to Efforts,
Experience, Education etc.

30. JOB SATISFACTION

31. MOTIVATIONAL TOOLS &
TECHNIQUE
Motivational Tools
 Job enlargement
 Job enrichment
 Job rotation

33. JOB ENLARGEMENT
 It is the horizontal expansion of a job.
 It involves the addition of tasks at the same level of
skill & responsibility.

34. JOB ENRICHMENT
 It is the vertical expansion of a job.
 It is the addition of task at the higher level of skill &
responsibility.

36. JOB ROTATION
 It is the movement between different jobs or a range of
jobs in order to increase interest & motivation.
 It provides multi skilling benefit.

37. JOB ROTATION

38. MOTIVATIONAL TECHNIQUES
Intrinsic & Extrinsic
Intrinsic Technique Of Motivation –
Praise, appreciation, awards etc.
 Employees can be motivated by their Internal Drives.
 In order to arose the employee to action it is always
desirable to study his needs, emotions, ability, background,
expectations etc.
 The manager has to identify both Encouraging &
Discouraging factors.
 There is no - One Scheme Please All technique. So rewards
& punishments should be worked out carefully.

39. EXTRINSIC REWARD
 Monetary - increments, bonus, etc.
 Nonmonetary – fringe benefits, perks, incentives.