Motivation!
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The document discusses several theories of motivation that describe the factors influencing individual effort. It outlines key elements of motivation including intensity, direction, and persistence of effort. Several theories are introduced that explore concepts like hierarchy of needs, intrinsic and extrinsic factors, and the relationship between goals and performance. Core needs of existence, relatedness and growth are discussed in addition to individual needs for achievement, power and affiliation.
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Motivation concepts by robbins 15 edition chapter no.7
This document discusses various theories of motivation that were proposed in early research. It covers Abraham Maslow's hierarchy of needs theory, Douglas McGregor's Theory X and Theory Y, Frederick Herzberg's two-factor theory, David McClelland's needs theory, and more recent theories including self-determination theory, goal-setting theory, self-efficacy theory, reinforcement theory, social learning theory, equity theory, organizational justice, and expectancy theory. The document is authored by Pearson Education Ltd and appears to be from a chapter on motivation concepts.
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The document summarizes several theories of motivation. It begins by defining motivation and its key elements: intensity, direction, and persistence of effort. It then outlines early motivation theories proposed by Maslow, Alderfer, McGregor, Herzberg, and McClelland. Contemporary theories discussed include self-determination theory, goal-setting theory, management by objectives, self-efficacy theory, reinforcement theory, and equity theory. Key aspects of self-determination theory and Locke's goal-setting theory are also summarized.
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The document discusses various theories of motivation from five management books. It defines motivation according to each book and summarizes key theories such as Maslow's hierarchy of needs, Herzberg's two-factor theory, Vroom's expectancy theory, McGregor's Theory X and Theory Y, and the Porter-Lawler theory of motivation. It also covers cognitive theories like expectancy theory, equity theory, and goal-setting theory, as well as ERG theory and factors for maximizing employee effort.
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.
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.
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 All Theory
this is all motivational theory collection like ALL IN ONE usefulll to each and every business tycons.....
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Motivation concepts by robbins 15 edition chapter no.7
This document discusses various theories of motivation that were proposed in early research. It covers Abraham Maslow's hierarchy of needs theory, Douglas McGregor's Theory X and Theory Y, Frederick Herzberg's two-factor theory, David McClelland's needs theory, and more recent theories including self-determination theory, goal-setting theory, self-efficacy theory, reinforcement theory, social learning theory, equity theory, organizational justice, and expectancy theory. The document is authored by Pearson Education Ltd and appears to be from a chapter on motivation concepts.
Uhs 2062 Employee Motivation
Slides prepared for my UHS 2062 UTM (Skudai, Malaysia ) students based on the references given. These are just guides to initiate further readings.
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The document summarizes several theories of motivation. It begins by defining motivation and its key elements: intensity, direction, and persistence of effort. It then outlines early motivation theories proposed by Maslow, Alderfer, McGregor, Herzberg, and McClelland. Contemporary theories discussed include self-determination theory, goal-setting theory, management by objectives, self-efficacy theory, reinforcement theory, and equity theory. Key aspects of self-determination theory and Locke's goal-setting theory are also summarized.
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The document discusses various theories of motivation from five management books. It defines motivation according to each book and summarizes key theories such as Maslow's hierarchy of needs, Herzberg's two-factor theory, Vroom's expectancy theory, McGregor's Theory X and Theory Y, and the Porter-Lawler theory of motivation. It also covers cognitive theories like expectancy theory, equity theory, and goal-setting theory, as well as ERG theory and factors for maximizing employee effort.
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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.
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.
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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.
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Motivation concepts summary
This document provides an overview of several theories of motivation. It begins by defining motivation and its key elements. It then discusses early theories proposed by Maslow, McGregor, and Herzberg. Maslow's hierarchy of needs proposes that lower level needs must be satisfied before higher needs. McGregor's Theory X and Y describe negative and positive views of human nature. Herzberg's two-factor theory distinguishes between motivators and hygiene factors. The document also covers McClelland's need theory and contemporary theories like self-determination theory, which examines intrinsic versus extrinsic motivation. Self-determination theory suggests rewards can enhance or undermine motivation depending on whether they are seen as informational or controlling.
Contemporary theories of motivation
This document provides an overview of contemporary theories of motivation, including: goal-setting theory, which proposes that specific, difficult goals lead to higher performance than easy goals when accepted; equity theory, which suggests employees compare their inputs/outcomes to others and may change behavior if inequity is perceived; and expectancy theory, which focuses on relationships between effort and performance, performance and rewards, and rewards and personal goals. The document also discusses integrating theories and concludes that contemporary motivation theories are complementary, with expectancy theory providing an overarching framework.
Motivation and Theories of Motivation
Motivation is what drives people to action and helps them achieve their goals. There are several theories of motivation. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic physiological needs, then safety, social, esteem, and self-actualization needs. Herzberg's two-factor theory distinguishes between intrinsic job factors like achievement that bring satisfaction and extrinsic job factors like company policies that prevent dissatisfaction. McClelland identified three needs that drive motivation: achievement, affiliation, and power. Understanding different motivation theories can help managers stimulate employees to accomplish organizational objectives.
Need-based Theories of Motivation
Need-based theories of motivation propose that individuals are motivated to meet their needs. These theories include Maslow's hierarchy of needs, ERG theory, dual-structure theory, and acquired-needs theory. Maslow's hierarchy proposes that needs are ranked in a hierarchy and lower level needs must be met before higher needs. ERG theory groups needs into existence, relatedness, and growth. Dual-structure theory distinguishes between motivators that satisfy employees and hygiene factors that cause dissatisfaction. Acquired-needs theory argues that individuals acquire needs for achievement, affiliation, and power through life experiences. These theories aim to explain what motivates employee behavior through identifying important needs.
Motivation Theory
1) The document discusses several theories of motivation including Maslow's hierarchy of needs, Herzberg's hygiene theory, Adams' equity theory, and goal setting theory.
2) It defines intrinsic and extrinsic motivation and explains the types of factors that fall into each category.
3) Maslow's hierarchy proposes that human motivations generally move through physiological, safety, belongingness, esteem, and self-actualization needs. Herzberg differentiated between motivators like achievement that provide satisfaction and hygiene factors like salary that prevent dissatisfaction.
Motivation
This document discusses motivation and different types of motivation. It defines motivation as a process of stimulating people to action to accomplish desired goals. It then outlines Abraham Maslow's hierarchy of needs, which includes physiological needs, safety needs, social needs, and esteem needs. Safety needs involve job security, emotional security, health, and financial security. Social needs relate to family, belonging to a group, and giving and receiving love. Esteem needs arise after social belonging and involve internal self-respect and achievement or external social status and recognition. The document provides an overview of motivation theory and different factors that motivate individuals.
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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 Theories
The document discusses several theories of motivation that have implications for reading:
1) Maslow's hierarchy of needs theory which includes growth needs, relatedness needs, and existence needs.
2) McClelland's acquired needs theory.
3) Herzberg's two-factor theory distinguishes between hygiene factors and motivators.
4) Intrinsic and extrinsic motivators where intrinsic motivators come from internal rewards and extrinsic from external rewards.
5) Equity theory proposes that motivation comes from comparing one's own ratio of efforts to rewards with what others receive.
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
Motivation Theory ppt by Gurdeep Singh JKLU, Jaipur
The document discusses various theories of motivation including:
1. Maslow's hierarchy of needs which identifies physiological, safety, social, esteem, and self-actualization needs.
2. Herzberg's two-factor theory which separates motivators like achievement and responsibility from hygiene factors like salary and job security.
3. Cognitive evaluation theory which explains how extrinsic rewards can reduce intrinsic motivation by decreasing a person's sense of control and changing their perception of a task.
Ch07
The chapter discusses several need theories of motivation including:
1) Maslow's hierarchy of needs which arranges needs from basic physiological to self-actualization needs.
2) ERG theory which categorizes needs as existence, relatedness, and growth.
3) McClelland's achievement motivation theory which focuses on the needs for achievement, power, and affiliation.
4) Herzberg's motivator-hygiene theory distinguishes between motivators like achievement that improve satisfaction and hygiene factors like supervision that reduce dissatisfaction.
The chapter also addresses applying need theories across cultures and the ethical issues involved in directly motivating employee behavior.
Motivation
The document discusses several theories of motivation including:
1. Maslow's hierarchy of needs which proposes that people are motivated to fulfill physiological, safety, social, esteem, and self-actualization needs in that order.
2. Herzberg's two-factor theory which distinguishes between motivational factors like achievement that increase job satisfaction and hygiene factors like salary that prevent dissatisfaction.
3. Vroom's expectancy theory which proposes that motivation depends on expectations of effort leading to performance and rewards, known as expectancy, instrumentality, and valence.
Important Information on Maslow’s and Herzberg’s Motivation Theory
Amazing ideas for Selection of the Motivational Theory, Applying Theories, Strengths and Weaknesses of Maslow’s Motivational Theory and Herzberg’s Motivational Theory
Motivation presentation
Motivation refers to the process by which a person's efforts are energized, directed, and sustained towards attaining a goal. Key elements of motivation include energy, direction, and persistence of effort. Several theories attempt to explain motivation, such as Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's three needs theory. Positive reinforcement and recognition from managers are important for motivating employees, while barriers like preoccupation and lack of role models can discourage it.
Theories of motivation
This document summarizes several theories of motivation. It discusses Maslow's hierarchy of needs, which arranges human needs in a pyramid from basic physiological needs to self-actualization. It also covers Herzberg's two-factor theory, which distinguishes between hygiene factors that prevent dissatisfaction and motivators that encourage satisfaction. Douglas McGregor's Theory X sees workers as largely unmotivated while Theory Y sees them as self-directed. The document provides an overview of these classic motivation theories.
Motivation
Motivation refers to the process by which a person's efforts are energized, directed, and sustained towards attaining a goal. There are three key elements: energy, direction, and persistence. Motivation theories include Maslow's hierarchy of needs theory, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's three-needs theory. These theories provide different perspectives on understanding human motivation and what drives employee performance.
Theory of motivation
HIERARCHY OF NEEDS THEORY, E.R.G. THEORY, THEORY X AND THEORY Y, TWO FACTOR THEORY, McCLELLAND'S LEARNED NEED THEORY, GOAL-SETTING THEORY, REINFORCEMENT THEORY,
Motivation P P T
The document discusses concepts and theories related to employee motivation. It outlines program objectives to understand past, present, and future trends in motivation; develop leadership skills; and problem solve how to motivate employees. Key concepts covered include McGregor's Theory X and Y, Maslow's hierarchy of needs, and Herzberg's motivation-hygiene theory regarding what motivates and satisfies employees.
Motivation theories
This document summarizes several theories of motivation:
- Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic physiological needs first before pursuing higher needs like esteem and self-actualization.
- Herzberg's two-factor theory distinguishes between intrinsic motivators related to the work itself and hygiene factors to prevent dissatisfaction.
- Equity theory suggests people are motivated to reduce inequities between their own inputs/outcomes and those of others through actions like changing effort levels or perceptions.
- Expectancy theory holds that motivation depends on expectations of attractive rewards resulting from performance.
- Porter-Lawler's model integrates content and process theories, proposing managers motivate
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.
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Motivation concepts summary
This document provides an overview of several theories of motivation. It begins by defining motivation and its key elements. It then discusses early theories proposed by Maslow, McGregor, and Herzberg. Maslow's hierarchy of needs proposes that lower level needs must be satisfied before higher needs. McGregor's Theory X and Y describe negative and positive views of human nature. Herzberg's two-factor theory distinguishes between motivators and hygiene factors. The document also covers McClelland's need theory and contemporary theories like self-determination theory, which examines intrinsic versus extrinsic motivation. Self-determination theory suggests rewards can enhance or undermine motivation depending on whether they are seen as informational or controlling.
Contemporary theories of motivation
This document provides an overview of contemporary theories of motivation, including: goal-setting theory, which proposes that specific, difficult goals lead to higher performance than easy goals when accepted; equity theory, which suggests employees compare their inputs/outcomes to others and may change behavior if inequity is perceived; and expectancy theory, which focuses on relationships between effort and performance, performance and rewards, and rewards and personal goals. The document also discusses integrating theories and concludes that contemporary motivation theories are complementary, with expectancy theory providing an overarching framework.
Motivation and Theories of Motivation
Motivation is what drives people to action and helps them achieve their goals. There are several theories of motivation. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic physiological needs, then safety, social, esteem, and self-actualization needs. Herzberg's two-factor theory distinguishes between intrinsic job factors like achievement that bring satisfaction and extrinsic job factors like company policies that prevent dissatisfaction. McClelland identified three needs that drive motivation: achievement, affiliation, and power. Understanding different motivation theories can help managers stimulate employees to accomplish organizational objectives.
Need-based Theories of Motivation
Need-based theories of motivation propose that individuals are motivated to meet their needs. These theories include Maslow's hierarchy of needs, ERG theory, dual-structure theory, and acquired-needs theory. Maslow's hierarchy proposes that needs are ranked in a hierarchy and lower level needs must be met before higher needs. ERG theory groups needs into existence, relatedness, and growth. Dual-structure theory distinguishes between motivators that satisfy employees and hygiene factors that cause dissatisfaction. Acquired-needs theory argues that individuals acquire needs for achievement, affiliation, and power through life experiences. These theories aim to explain what motivates employee behavior through identifying important needs.
Motivation Theory
1) The document discusses several theories of motivation including Maslow's hierarchy of needs, Herzberg's hygiene theory, Adams' equity theory, and goal setting theory.
2) It defines intrinsic and extrinsic motivation and explains the types of factors that fall into each category.
3) Maslow's hierarchy proposes that human motivations generally move through physiological, safety, belongingness, esteem, and self-actualization needs. Herzberg differentiated between motivators like achievement that provide satisfaction and hygiene factors like salary that prevent dissatisfaction.
Motivation
This document discusses motivation and different types of motivation. It defines motivation as a process of stimulating people to action to accomplish desired goals. It then outlines Abraham Maslow's hierarchy of needs, which includes physiological needs, safety needs, social needs, and esteem needs. Safety needs involve job security, emotional security, health, and financial security. Social needs relate to family, belonging to a group, and giving and receiving love. Esteem needs arise after social belonging and involve internal self-respect and achievement or external social status and recognition. The document provides an overview of motivation theory and different factors that motivate individuals.
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 Theories
The document discusses several theories of motivation that have implications for reading:
1) Maslow's hierarchy of needs theory which includes growth needs, relatedness needs, and existence needs.
2) McClelland's acquired needs theory.
3) Herzberg's two-factor theory distinguishes between hygiene factors and motivators.
4) Intrinsic and extrinsic motivators where intrinsic motivators come from internal rewards and extrinsic from external rewards.
5) Equity theory proposes that motivation comes from comparing one's own ratio of efforts to rewards with what others receive.
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
Motivation Theory ppt by Gurdeep Singh JKLU, Jaipur
The document discusses various theories of motivation including:
1. Maslow's hierarchy of needs which identifies physiological, safety, social, esteem, and self-actualization needs.
2. Herzberg's two-factor theory which separates motivators like achievement and responsibility from hygiene factors like salary and job security.
3. Cognitive evaluation theory which explains how extrinsic rewards can reduce intrinsic motivation by decreasing a person's sense of control and changing their perception of a task.
Ch07
The chapter discusses several need theories of motivation including:
1) Maslow's hierarchy of needs which arranges needs from basic physiological to self-actualization needs.
2) ERG theory which categorizes needs as existence, relatedness, and growth.
3) McClelland's achievement motivation theory which focuses on the needs for achievement, power, and affiliation.
4) Herzberg's motivator-hygiene theory distinguishes between motivators like achievement that improve satisfaction and hygiene factors like supervision that reduce dissatisfaction.
The chapter also addresses applying need theories across cultures and the ethical issues involved in directly motivating employee behavior.
Motivation
The document discusses several theories of motivation including:
1. Maslow's hierarchy of needs which proposes that people are motivated to fulfill physiological, safety, social, esteem, and self-actualization needs in that order.
2. Herzberg's two-factor theory which distinguishes between motivational factors like achievement that increase job satisfaction and hygiene factors like salary that prevent dissatisfaction.
3. Vroom's expectancy theory which proposes that motivation depends on expectations of effort leading to performance and rewards, known as expectancy, instrumentality, and valence.
Important Information on Maslow’s and Herzberg’s Motivation Theory
Amazing ideas for Selection of the Motivational Theory, Applying Theories, Strengths and Weaknesses of Maslow’s Motivational Theory and Herzberg’s Motivational Theory
Motivation presentation
Motivation refers to the process by which a person's efforts are energized, directed, and sustained towards attaining a goal. Key elements of motivation include energy, direction, and persistence of effort. Several theories attempt to explain motivation, such as Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's three needs theory. Positive reinforcement and recognition from managers are important for motivating employees, while barriers like preoccupation and lack of role models can discourage it.
Theories of motivation
This document summarizes several theories of motivation. It discusses Maslow's hierarchy of needs, which arranges human needs in a pyramid from basic physiological needs to self-actualization. It also covers Herzberg's two-factor theory, which distinguishes between hygiene factors that prevent dissatisfaction and motivators that encourage satisfaction. Douglas McGregor's Theory X sees workers as largely unmotivated while Theory Y sees them as self-directed. The document provides an overview of these classic motivation theories.
Motivation
Motivation refers to the process by which a person's efforts are energized, directed, and sustained towards attaining a goal. There are three key elements: energy, direction, and persistence. Motivation theories include Maslow's hierarchy of needs theory, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's three-needs theory. These theories provide different perspectives on understanding human motivation and what drives employee performance.
Theory of motivation
HIERARCHY OF NEEDS THEORY, E.R.G. THEORY, THEORY X AND THEORY Y, TWO FACTOR THEORY, McCLELLAND'S LEARNED NEED THEORY, GOAL-SETTING THEORY, REINFORCEMENT THEORY,
Motivation P P T
The document discusses concepts and theories related to employee motivation. It outlines program objectives to understand past, present, and future trends in motivation; develop leadership skills; and problem solve how to motivate employees. Key concepts covered include McGregor's Theory X and Y, Maslow's hierarchy of needs, and Herzberg's motivation-hygiene theory regarding what motivates and satisfies employees.
Motivation theories
This document summarizes several theories of motivation:
- Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic physiological needs first before pursuing higher needs like esteem and self-actualization.
- Herzberg's two-factor theory distinguishes between intrinsic motivators related to the work itself and hygiene factors to prevent dissatisfaction.
- Equity theory suggests people are motivated to reduce inequities between their own inputs/outcomes and those of others through actions like changing effort levels or perceptions.
- Expectancy theory holds that motivation depends on expectations of attractive rewards resulting from performance.
- Porter-Lawler's model integrates content and process theories, proposing managers motivate
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.
What's hot (20)
Motivational Concepts | Key Elements Of Motivation | Organizational Perspecti...
Motivational Concepts | Key Elements Of Motivation | Organizational Perspecti...
Motivation Theory ppt by Gurdeep Singh JKLU, Jaipur
Motivation Theory ppt by Gurdeep Singh JKLU, Jaipur
Important Information on Maslow’s and Herzberg’s Motivation Theory
Important Information on Maslow’s and Herzberg’s Motivation Theory
Introduction to Motivational Theory, Content Theory and Process Theory
Introduction to Motivational Theory, Content Theory and Process Theory
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Similar to Motivation!
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.
Leading (complete)
This was for our reporting in our management subject. It also includes communication, authority, power, and influence.
Leading (complete) and management
This is for our reporting on our management subject. This also includes communication, authority, power, influence, and its connection to management.
Unit 2 motivation m.com
Motivation is the process that energizes and directs behavior. Managers can motivate employees through rewards that satisfy needs and reinforce behaviors that help achieve organizational goals. Several theories describe factors that motivate individuals, such as Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, Alderfer's ERG theory, and McClelland's learned needs for achievement, affiliation, and power. Effective motivation involves job enrichment, participation, health work environments, and realizing individual motives and abilities.
Employee Motivation (Business Psychology)
Motivation theories try to explain what drives employee behavior and performance. Maslow's hierarchy of needs proposes that lower-level needs like physiological and safety must be met before higher-level needs like esteem and self-actualization can motivate. Herzberg's two-factor theory separates job satisfaction and dissatisfaction into motivators like achievement and hygiene factors like salary. McClelland's learned needs theory identifies achievement, power, and affiliation as key motivators that can be assessed and developed. Effective goal setting ensures goals are specific, relevant, and challenging to improve employee effort, performance, and commitment.
MOTIVATION CONCEPTS, POWER AND POLICTICS, AND LEADERSHIP
1) The document provides an overview of key concepts related to organizational behavior including motivation, power and politics, and leadership. It discusses several theories of motivation such as Maslow's hierarchy of needs, equity theory, and expectancy theory. 2) It also examines the different sources of power and how politics can be effectively managed in organizations. 3) Finally, it reviews different theories of leadership including trait, behavioral, and contingency theories, and compares approaches like Fiedler's contingency model, situational theory, and the path-goal theory.
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.
Pres 4 paul slides
The document discusses theories of motivation and their application in international human resource management. It examines Maslow's hierarchy of needs theory, Herzberg's two-factor theory, and achievement motivation theory. It also discusses process theories like equity theory, goal-setting theory, and expectancy theory. Finally, it discusses how understanding job design, work centrality, and rewards can help motivate employees globally while considering cultural differences.
Motivation
Motivation is important for optimal employee and organizational performance. It is influenced by internal and external factors and is goal-oriented. Theories by Maslow, Herzberg, and McGregor provide frameworks for understanding human motivation. Maslow's hierarchy of needs proposes physiological, safety, belongingness, esteem, and self-actualization needs. Herzberg's two-factor theory distinguishes between hygiene and motivational factors. McGregor's Theory X and Theory Y make assumptions about employee work preferences and responsibility. Financial and non-financial methods can be used to motivate employees.
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.
Chap 7 motivation concepts
The document outlines key motivation concepts and theories. It discusses early theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's needs theory. Contemporary theories covered are self-determination theory, goal-setting theory, and Bandura's self-efficacy theory. Goal-setting theory proposes that specific, difficult goals with feedback improve performance. Self-efficacy theory relates to an individual's belief in their ability to complete a task. The document provides details on motivation elements and compares different motivation frameworks.
Lecture 2 motivation for friday 28 aug 2010
The document summarizes several theories of motivation from organizational behavior literature. It discusses Maslow's hierarchy of needs theory, McGregor's Theory X and Theory Y, Herzberg's two-factor theory, Alderfer's ERG theory, McClelland's needs theory, goal-setting theory, equity theory, expectancy theory, and job characteristics model among others. The theories help explain factors that influence employee motivation, satisfaction, and performance in work settings.
Lecture 2 motivation for friday 28 aug 2010
The document summarizes several theories of motivation from organizational behavior literature. It discusses Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, Alderfer's ERG theory, McClelland's needs theory, goal setting theory, equity theory, expectancy theory, and job characteristics model among others. The theories help explain factors that influence employee motivation, satisfaction, and performance in work settings.
Ob 14e 7 motivation concepts
1) Several early theories of motivation are discussed, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's acquired needs theory.
2) Contemporary motivation theories explained include goal-setting theory, cognitive evaluation theory, self-determination theory, and expectancy theory.
3) Goal-setting theory proposes that specific, difficult goals lead to higher performance when employees are committed to the goals and receive feedback. Management by objectives is an application of goal-setting theory.
Motivation.ppt
Motivation theories can be categorized as either content theories, which focus on internal factors like needs and emotions, or process theories, which examine how motivation influences behavior. Key content theories include Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's acquired needs theory. Important process theories are Vroom's expectancy theory, goal setting theory, and equity theory. These theories provide frameworks to understand what motivates individuals and how their motivation can be influenced.
Lec 4 , 5 -Work Motivation & Theories.pptx
This document discusses several theories of motivation:
- Intrinsic motivation comes from internal factors like enjoyment of a task, while extrinsic motivation comes from external factors like rewards.
- Maslow's hierarchy of needs proposes that people are motivated to fulfill physiological, safety, social, esteem, and self-actualization needs in that order.
- Herzberg's two-factor theory identifies motivational factors like achievement and hygiene factors like salary that affect job satisfaction.
- Vroom's expectancy theory states that employee effort depends on expectations that effort will lead to good performance and rewards, fulfilling personal goals.
Ch6 ob
1. Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic needs like physical survival and safety before pursuing higher needs like relationships, esteem, and self-actualization.
2. Herzberg's two-factor theory distinguishes between hygiene factors like salary that prevent dissatisfaction and motivator factors like achievement that create satisfaction.
3. Goal-setting theory suggests that specific, difficult goals lead to higher performance when people are committed to the goals and receive feedback on their progress.
Week6 rainey chapter_9
This chapter discusses motivation theories and their application to public organizations. It reviews prominent motivation theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, expectancy theory, and goal-setting theory. The context of motivation in public organizations is complex due to political constraints and vague goals. While no single theory can fully explain motivation, the literature provides useful insights for understanding motivation and developing techniques to enhance it in public sector work.
Motivation
The document outlines learning objectives and concepts from a chapter on motivation in organizational behavior. It discusses several theories of motivation, including: Maslow's hierarchy of needs theory, Herzberg's two-factor theory, McGregor's Theory X and Theory Y, ERG theory, McClelland's needs theory, goal-setting theory, equity theory, expectancy theory, and job characteristics model. It provides summaries of each theory and highlights key concepts related to motivating employees.
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Motivation!
- 2. Key Elements 1. Intensity: how hard a person tries 2. Direction: toward beneficial goal 3. Persistence: how long a person tries Key Elements 1. Intensity: how hard a person tries 2. Direction: toward beneficial goal 3. Persistence: how long a person tries Motivation The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal. Happy Club:-)
- 3. Happy Club:-) Hierarchy of Needs Theory There is a hierarchy of five needs—physiological, safety, social, esteem, and self-actualization; as each need is substantially satisfied, the next need becomes dominant. Self-Actualization The drive to become what one is capable of becoming.
- 4. Happy Club:-) Theory X Assumes that employees dislike work, lack ambition, avoid responsibility, and must be directed and coerced to perform. Theory Y Assumes that employees like work, seek responsibility, are capable of making decisions, and exercise self-direction and self-control when committed to a goal.
- 5. Happy Club:-) Two-Factor (Motivation-Hygiene) Theory Intrinsic factors are related to job satisfaction, while extrinsic factors are associated with dissatisfaction. Hygiene Factors Factors—such as company policy and administration, supervision, and salary—that, when adequate in a job, placate workers. When factors are adequate, people will not be dissatisfied.
- 6. Happy Club:-) Core Needs Existence: provision of basic material requirements. Relatedness: desire for relationships. Growth: desire for personal development. Core Needs Existence: provision of basic material requirements. Relatedness: desire for relationships. Growth: desire for personal development. Concepts: More than one need can be operative at the same time. If a higher-level need cannot be fulfilled, the desire to satisfy a lower- level need increases. Concepts: More than one need can be operative at the same time. If a higher-level need cannot be fulfilled, the desire to satisfy a lower- level need increases. ERG Theory There are three groups of core needs: existence, relatedness, and growth.
- 7. Happy Club:-) nAch nPow nAff Need for Achievement The drive to excel, to achieve in relation to a set of standards, to strive to succeed. Need for Affiliation The desire for friendly and close personal relationships. Need for Power The need to make others behave in a way that they would not have behaved otherwise.
- 8. Happy Club:-) Cognitive Evaluation Theory Providing an extrinsic reward for behavior that had been previously only intrinsically rewarding tends to decrease the overall level of motivation. The theory may only be relevant to jobs that are neither extremely dull nor extremely interesting.
- 9. Happy Club:-) Goal-Setting Theory The theory that specific and difficult goals, with feedback, lead to higher performance. Self-Efficacy The individual’s belief that he or she is capable of performing a task. Factors influencing the goals–performance relationship: Goal commitment, adequate self-efficacy, task characteristics, and national culture.
- 10. Happy Club:-) Concepts: Behavior is environmentally caused. Behavior can be modified (reinforced) by providing (controlling) consequences. Reinforced behavior tends to be repeated. Concepts: Behavior is environmentally caused. Behavior can be modified (reinforced) by providing (controlling) consequences. Reinforced behavior tends to be repeated. The assumption that behavior is a function of its consequences.
- 11. It blends planning and control function. It emphasizes result rather than good intensive. It encourages self-management and control through participation and commitment. Happy Club:-)
- 12. Happy Club:-)