The document discusses motivation as a psychological driver of human action, outlining key elements such as intensity, direction, and persistence. It compares various motivation theories, including Maslow's hierarchy of needs, Herzberg's motivator-hygiene theory, Alderfer's ERG theory, and McGregor's theory X and Y, emphasizing the nuances of intrinsic and extrinsic motivation. The text also covers process theories like expectancy theory, equity theory, goal setting theory, and reinforcement theory, illustrating how these frameworks help understand and manage motivation in organizational settings.

1. Motivation
Iriobe ofunre, C.
Redeemer’s University, Ede
iriobeo@run.edu.ng

2. What is Motivation?
Motivation is something that
moves the person to action
and continues him in the
course of action already
initiated.
Motivation is a psychological feature that induces an individual
to act towards a desired goal

3. Key Elements
1. Intensity: how hard a person tries
2. Direction: toward beneficial/avoidance goal
3. Persistence: how long a person tries
It is the processes that
account for an individual’s
intensity, direction, and
persistence of effort towards
attaining a goal.

4. Why are we studying
Motivation?
Motivation is what keeps managers and staff working
towards achieving organisational goal and objective.
It is a reward that elicit the cooperation of members of
an organisation towards a better performance

5. Why do People leave
Organizations?
Demotivation

6. Extrinsic
Motivation
Driven by
external reward
i. Salary.
ii. Bonuses/Perks.
iii. Organized activities.
iv. Promotion/Grades.
v. Punishment/Layoffs
Intrinsic Motivation
Driven by internal
rewardi. Learning and Growth opportunity.
ii. Social contact and status.
iii. Curiosity
iv. Respect and Honour.
Types of Motivation

7. Content Theories of
Motivation:i. Maslow’s Hierarchy of Needs (1943,
1954)
ii. Hertzberg’s Motivator-Hygiene Theory
(1968)
iii. Alderfer’s ERG Theory (1972)
iv. Mc Gregor’s Theory X & Theory Y
(1960)
Process Theories of
Motivation.i. Expectancy Theory, Vroom (1964)
ii. Equity Theory , Adam (1963)
iii. Goal Setting Theory, Edwin A Locke
(1968)
iv. Reinforcement Theory, Skinner(1953)
Theories of
Motivation

8. Abraham Maslow (1908-1970)
Content Theories:
The content theories find the
answer to what motivates an
individual and is concerned with
individual needs and wants.
Process Theories:
The process theories deal with
“How” the motivation occurs, i.e.
the
process of motivation

9. Content Theories of
Motivation:
i. Maslow’s Hierarchy of Needs (1943,
1954)
ii. Hertzberg’s Motivator-Hygiene Theory
(1968)
iii. Alderfer’s ERG Theory (1972)
iv. Mc Gregor’s Theory X & Theory Y

10. • It was proposed by Abraham Maslow in 1943
• Human behavior is goal-directed and motivation
elicits this behaviour.
• In Maslow’s Theory, there are four types of need
that must be satisfied to make an individual
contented.
Maslow – Hierarchy Of Needs

11. • The needs that their
absence cause tension
are referred to “deficiency
needs”
• We are driven to satisfy
the lower needs but are
drawn to meet the higher
needs.
• Once a need is satisfied
it ceases to be a source
of motivation

12. Social needs are those related to
interaction with others and may
include: Friendship, Belonging to a
group, Giving and receiving love
External esteem needs are those
such as social status and recognition.
Some esteem needs are: Self-
respect, Achievement, Attention,
Recognition, Reputation
Safety Needs save from the threat of
physical and emotional harm. Such
needs might be fulfilled by: Living in
a safe area, Medical Facilities, Job
security, Law and Order
Physiological Needs are those
required to sustain life, such as: Air,
Water, Food, Sleep
Self-actualization is the summit of Maslow's
hierarchy of needs. It is the quest of
reaching one's full potential as a person.
Self-actualized people tend to have needs
such as: Peace, Truth & Justice,
Knowledge, Meaning of life'

13. Limitations of Maslow’s
Theory
• The hierarchical arrangement is not always obtainable
in reality.
• No provision for selflessness
• The need priority model may not apply at all times in all
places.

14. • The Herzberg’s Motivation-Hygiene Theory is given by
Fredrick Herzberg and his associates
• There are two job conditions independent of each other
that affect the behavior differently. (Hygiene factor and
Motivational factors)
• According to Hertzberg, the factors leading to job
satisfaction are “separate and distinct from those that lead
to job dissatisfaction
Herzberg's Motivation-Hygiene Theory

15. These are a set of job conditions that do not increase motivation however, if
these conditions are taken away, their absence leads to decrease motivation.
Examples include company policy and administration, technical supervision,
job security, working conditions, interpersonal relationship with peers,
subordinates and supervisors, salary, job security, personal life, etc
Hygiene factors

16. These are factors that motivate employees towards higher performance,
however, their absence does not lead to dissatisfaction. They are known as
satisfiers
Examples include Achievement, Recognition, Advancement, Work-itself,
Possibility of growth and Responsibility
Motivation factors

17. • It assumes that happy employees are more productive.
Satisfied workers may not actually more productive
than dissatisfied workers.
• It did not consider individual differences in responding to
the two-factors (hygiene and motivating factors)
• What motivates one individual might be a de-motivator
for another individual.
• Not applicable for blue collar workers.
Limitations of Herzbergs
Theory

18. Maslow’s
vs
Herzberg's
Theory

19. • It was proposed by Clayton Paul Alderfer
• It is extension of Maslow’s Needs Hierarchy
• Maslow’s five needs are categorized into three
categories, Viz. Existence Needs, Relatedness
Needs, and Growth Needs.
Alderfer’s ERG Theory

20. Existence Needs: The existence needs comprises of all those
needs that relate to the physiological and safety aspects of
human beings and are a prerequisite for the survival.
Relatedness Needs: The relatedness needs refer to the social
needs, that an individual seeks to establish relationships
with those for whom he cares.
Growth Needs: The growth needs cover Maslow’s self-
actualization needs as well as a part of esteem needs
which are internal to the individual, such as a feeling
of being unique, personnel growth, etc.

21. • It was proposed by Douglas McGregor
• It explains two contrasting theories about how
managers’ beliefs about what motivates people
affects their management style.
• Theory X & Y refer to two styles of management
– authoritarian (Theory) and participative (Theory
Y).
Mc Gregor’s Theory X & Theory Y

22. Theory X
Managers tend to assume that people
are unmotivated and dislike work hence,
they need to be prompted through
reward or punishment to make they
complete their assignment.

23. Theory Y
Managers tend to assume that people are
naturally motivated and ready to work
hence, they use a decentralised,
participative management style. It
promotes trust-based and collaborative
relationship among teams members.

24. Process Theories of
Motivation.
i. Expectancy Theory, Vroom (1964)
ii. Equity Theory , Adam (1963)
iii. Goal Setting Theory, Edwin A Locke
(1968)
iv. Reinforcement Theory, Skinner(1953)

25. • It was proposed by Victor. H. Vroom
• An individual selects a certain behavior over the
other behaviors with an expectation of getting a
desired result.
• It has its roots in the cognitive concept.
(individual processes the different elements of
motivation)
Expectancy Theory

26. The algebraic representation of Vroom’s Expectancy theory
is:
• Motivation (force) = ∑ Expectancy x Instrumentality x
Valence
This theory is built around the concept of valence,
instrumentality, and Expectancy and, therefore, is often called
as VIE theory

27. • It was proposed by John Stacey Adams
• People expect a balance relationship between their
performance and their rewards
• There are three types of exchange relationships that
arise when an individual input/outcomes are
compared with that of the other persons. (Overpaid
inequity, underpaid and equity)
Equity Theory

28. Overpaid Inequity:
When an individual’s inputs are less compared to the outcomes
Underpaid Inequity:
When an individual’s inputs are more compared to the outcomes
Equity:
An individual’s inputs equals the outcomes

29. • It was proposed by Edwin A. Locke
• Goal setting is linked to performance
• A clear, specific and difficult goals are greater
motivating factors than easy, general and vague
goals.
Goal Setting Theory

30. When employees participate in setting goal, it
increases its acceptability and their involvement.
Self-efficiency
Faith and confidence in
ones self that he/she has the
capacity to perform a task
Outcomes of Goal settings
Goal commitment
An individual is assumed to be
committed to a goal and will not
abandon it.

31. • It was proposed by B.F. Skinner.
• Peoples’ behaviour is largely determined by its
consequence
• Individual’s behaviour is shaped by controlling the
consequences of the behaviour
Reinforcement Theory

32. The basic notion underlying reinforcement theory is
that an event is said to be reinforcing if the event
following some behavior makes the behavior more
likely to occur again in the future

33. Four basic kinds
of reinforcement
Methods
1. Positive Reinforcement:
2. Avoidance / Negative
reinforcement:
3. Punishment:
4. Extinction:

34. Thank You