Maslow's hierarchy of needs proposes that people are motivated to fulfill basic physiological needs before moving on to more advanced needs for safety, social interaction, esteem, and self-actualization. Herzberg's two-factor theory suggests that job satisfaction and dissatisfaction are independent, with motivators like achievement and responsibility increasing satisfaction, while hygiene factors like salary and work conditions prevent dissatisfaction if present. Both theories provide frameworks for understanding human motivation and have implications for management practices to motivate employees.
Theories of Motivation in Organizational BehaviorMasum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
Theories of Motivation in Organizational BehaviorMasum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
All about motivation theory where you will found the different motivation theory with explanation . if you need this types of content please contact me.
All about motivation theory where you will found the different motivation theory with explanation . if you need this types of content please contact me.
The presentation on Equity theory of Motivation starting with history, the theory, inputs and outputs followed by consequences of inequity gives you the detailed view of Equity theory.
Best for students, trainers, employees, etc.
Motivation is the word derived from the word ’motive’ which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals.
This ppt contains details study on topic Motivation and Theories of Motivation. It will be very beneficial for the purpose of presentation as well as for the purpose of self study.
Similar to Maslow and herzberg theories of motivation (20)
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
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It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
2. What Is Motivation?
Motivation is derived from Latin words
movere which means “to move”
Motivation is the result of processes, internal
or external to the individual, that arouse
enthusiasm and persistence to pursue a
certain course of action.
3. Importance Of Motivation
In Industry
•
High Employee Performance
•
Low employee turnover and absenteeism
•
Better Organizational Image
•
Better Industrial relations
•
Acceptability to change
•
Better quality orientation
•
Better Productivity
5. Abraham Maslow
Abraham was born in Brooklyn since 1908 –
1970.
Maslow was a psychologist who studied the
lives and activities of individuals that he
found considered them to be “successful
and productive”.
Maslow’s is a famous theory which
encompass everything from basic needs to
self-actualization in order to demonstrate
what motivates people.
6. Maslow Theories
This theory
There are 5 levels of needs
All these needs are arranged in a hierarchy
Once one level is satisfied, the next level will emerge as the depressed
need seeking to be satisfied
The physiological and security needs are finite but the needs of higher
order are infinite and are likely to be dominant in persons at higher
levels in the organization.
Maslow suggests that various levels are interdependent and overlapping.
8. Physical Needs
Level One
• Physiological needs are those required to sustain
life, such as:
–
–
–
–
Air
Water
Nourishment
Sleep
• According to Maslow's theory, if such needs are
not satisfied, then one's motivation will arise
from the quest to satisfy them. Higher needs such
as social needs and esteem are not felt until one
has met the needs basic to one's bodily
functioning.
9. Safety Needs
Level Two
• Once physiological needs are met, one's attention
turns to safety and security in order to be free
from the threat of physical and emotional harm.
Such needs might be fulfilled by:
–
–
–
–
Living in a safe area
Medical insurance
Job security
Financial reserves
• According to Maslow's hierarchy, if a person feels
that he or she is in harm's way, higher needs will
not receive much attention.
10. Social Needs
Level Three
• Once a person has met the lower level
physiological and safety needs, higher level
needs become important, the first of which
are social needs. Social needs are those
related to interaction with other people and
may include:
– Need for friends
– Need for belonging
– Need to give and receive love
11. Esteem Needs
Level Four
• Once a person feels a sense of "belonging", the need to feel
important arises. Esteem needs may be classified as
internal or external. Internal esteem needs are those
related to self-esteem such as self respect and
achievement. External esteem needs are those such as
social status and recognition. Some esteem needs are:
–
–
–
–
–
Self-respect
Achievement
Attention
Recognition
Reputation
• Maslow later refined his model to include a level between
esteem needs and self-actualization: the need for
knowledge and aesthetics.
12. Self - Actualization
Level Five
• Self-actualization is the summit of Maslow's hierarchy of needs. It is
the quest of reaching one's full potential as a person. Unlike lower
level needs, this need is never fully satisfied; as one grows
psychologically there are always new opportunities to continue to
grow.
• Self-actualized people tend to have needs such as:
–
–
–
–
Truth
Justice
Wisdom
Meaning
• Self-actualized persons have frequent occurrences of peak
experiences, which are energized moments of profound happiness
and harmony. According to Maslow, only a small percentage of the
population reaches the level of self-actualization.
13. Implications for Management:
If Maslow's theory holds, there are some
important implications for management. There
are opportunities to motivate employees
through
management style
job design
company events
and compensation packages, some
examples of which follow:
15. Continuation
However, not all people are driven by the same
needs - at any time different people may be
motivated by entirely different factors. It is
important to understand the needs being pursued
by each employee.
To motivate an employee, the manager must be
able to recognize the needs level at which the
employee is operating, and use those needs as
levers of motivation.
16. Criticism
Researchers have proved that there is lack
of hierarchical structure of needs as suggested by
Maslow, as
Some people may have deprived of lower level
needs but strive for self actualization.
There is little evidence to suggest that people are
motivated to satisfy only one need level at a time
There is a conflict between needs
18. Frederick Herzberg
• Frederick Irving Herzberg: April
18th 1923 - January 19th 2000 in
Massachusetts.
• He was an American
psychologist.
• One of the most influential
names in business management
for introducing:
Job enrichment
The Motivator-Hygiene theory.
19. All About Two Factor Theory
Two Factor Theory states that there are certain
factors in the workplace that causes in job
satisfaction, while a separate set of factors cause
dissatisfaction.
20. The Dual Structure Theory
• Herzberg proposed the Motivation-Hygiene
Theory, also known as the The Dual Structure
Theory or Two factor theory (1959) of job
satisfaction.
• According to his theory, people are influenced
by two sets of factors:
Motivatoion Factors
Hygiene Factors
21. Fundamentals
• Satisfaction and dissatisfaction are not on a
continuum with one increasing as the other
diminishes, but are independent phenomena.
• This theory suggests that to improve job
attitudes and productivity, administrators
must recognize and attend to both sets of
characteristics and not assume that an
increase in satisfaction leads to an decrease in
unpleasurable dissatisfaction.
22. • Satisfaction which is mostly affected by the
"motivator factors". Motivation factors help
increase the satisfaction but aren't that affective
on dissatisfaction.
• Dissatisfaction is the results of the "hygiene
factors". These factors, if absent or inadequate,
cause dissatisfaction, but their presence has little
effect on long-term satisfaction.
23. Factors Affecting Job Attitudes
Leading to Dissatisfaction
Leading to Satisfaction
Company policy
Achievement
Supervision
Recognition
Relationship w/Boss
Work itself
Work conditions
Responsibility
Salary
Advancement
Relationship w/Peers
Growth
24. Implications for Management
• If the motivation-hygiene theory holds,
management not only must provide hygiene
factors to avoid employee dissatisfaction, but
also must provide factors intrinsic to the work
itself in order for employees to be satisfied
with their jobs.
• Herzberg argued that job enrichment is
required for intrinsic motivation, and that it is
a continuous management process.
25. Criticism
• Critics of Herzberg's theory argue that the
two-factor result is observed because it is
natural for people to take credit for
satisfaction and to blame dissatisfaction on
external factors.
• Furthermore, job satisfaction does not
necessarily imply a high level of motivation or
productivity.