- The document discusses several key concepts and theories related to motivation including: intrinsic and extrinsic motivation, Maslow's hierarchy of needs theory, Herzberg's two-factor theory, and Vroom's expectancy theory. - Motivation is defined as the process of rousing and sustaining goal-directed behavior and is influenced by both internal and external factors. It is a complex topic in organizational behavior. - Early motivation theories explored needs hierarchies, factors that lead to satisfaction or dissatisfaction, and the relationship between effort, performance, and rewards.

1. Organizational BEHAVIOUR, P G AQUINAS
Copyright © 2006, P G Aquinas
Excel Books
7 – 1
C7
Basic
Motivation
Concepts

2. Organizational BEHAVIOUR, P G AQUINAS
Copyright © 2006, P G Aquinas
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C7Introduction
Motivation is the process of rousing and sustaining goal-directed behaviour.
Motivation is one of the more complex topics in organizational behaviour.
Because motivation is an internal force, we cannot measure the motivation of
others directly.
 Gray Starke “Motivation is the result of processes, internal or external to
the individual, that arouse enthusiasm and persistence to pursue a certain
course of action”.
 Stephen P Robbins “ We define motivation as the willingness to exert high
levels of effort toward organizational goals, conditioned by the effort’s
ability to satisfy some individual needs”.
Basic Motivation Concepts

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C7Properties of Motivation
 It is an individual phenomenon – each individual is unique & thus their
motivation factors are different & unique
 Motivation is intentional – when an employee does something, it is
because he or she has chosen to do it
 Motivation has many facets – there are different aspects of motivation, how
it is directed, when to use it etc
 The purpose of motivation theories is to predict behaviour- motivation is
what causes behaviour, if the behaviour is effective high performance will
result
Basic Motivation Concepts

4. Organizational BEHAVIOUR, P G AQUINAS
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C7Intrinsic and Extrinsic Motivation
DESCRIPTION EXAMPLES
INTRINSIC
MOTIVATION
An activity is pursued
as an end in itself
because it is enjoyable
and rewarding
A person anonymously donates a large sum of money to a
university to fund scholarship for deserving students
A child reads several books each week because reading is
fun
EXTRINSIC
MOTIVATION
An activity is pursued
to gain an external
reward or to avoid an
undesirable
consequence
A person agrees to donate a large sum of money to a
university for the construction of a building, provided it will
bear the family name.
A child reads two books each week to avoid loosing television
privileges.
Source: - Samuel E Wood and Ellen Green Wood “The World of Psychology”
Allyn and Bacen, Boston (2nd Edition) 1996 page 36.
Basic Motivation Concepts

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C7Early Theories of Motivation
 Hierarchy of Needs Theory.
 The Motivation-Hygiene Theory
 Vroom’s Expectancy Theory
Basic Motivation Concepts

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C7A. Hierarchy of Needs
Theory by Abraham Maslow
(1) Physiological Needs
Need to satisfies the basic biological needs for food water,
oxygen, sleep and elimination of bodily wastes
(4) Esteem needs - Needs to
achieve to gain competence to gin
respect & precaution from others
(3) Social Needs-Belongingness and love
needs need to love and be loved need to
affiliate with others and be accepted
(2) Safety & Security Needs
Need for safety and security
Basic Motivation Concepts

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C7Hierarchy of Needs Theory
Needs
Hierarchy
Self-Actualization Needs Challenging projects, opportunities for innovation and
creativity, training
Esteem Needs Important projects, recognition, prestigious office location
Belongingness Needs Good coworkers, peers, superiors customers
Safety Needs Job security; benefits, like life insurance; safety regulations
Physiological Needs Basic pay, work space, heat, water, company cafeteria
Basic Motivation Concepts

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C7B. The Motivation-Hygiene Theory or Two Factor Theory by Fredrick
Herzberg
Motivators
Hygiene Factors
Traditional View
Satisfaction Dissatisfaction
Satisfaction No Satisfaction
No dissatisfaction Dissatisfaction
Herzberg’s View
Source:- Stephen P Robbins “Organization Behavior – Concepts, Controversies, Applications”
(seventh Edition) 1996 page 217
Basic Motivation Concepts

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C7Traditional View:
 Job satisfaction was one dimensional, that is, job satisfaction & dissatisfaction
were viewed as opposite ends of the same line
 This meant that if something caused job satisfaction , it would cause
dissatisfaction as well if it is to be removed
 But later on Herzberg discovered that this view was incorrect
Herzberg’s view:
 Work conditions related to dissatisfaction caused by discomfort or pain were
labeled as hygiene factors
 Work conditions related to satisfaction for psychological growth were labeled
as motivation factors
Basic Motivation Concepts

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C7Hygiene factors :
 Job dissatisfaction occurs when the hygiene factors are absent
 However presence of these factors does not lead to higher level of satisfaction
 These consists of bare minimum necessities without which an individual cannot survive
 Example: Company policy, technical supervision, interpersonal relations, working
conditions, salary & status
Motivation factors :
 High degree of job satisfaction occurs due to the presence of these factors
 However the absence does not lead to dissatisfaction
 Example: Responsibility, achievement, recognition, advancement & the work itself
 These factors help individuals grow & develop professionally
Basic Motivation Concepts

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C7C. Expectancy Theory by Victor Vroom
This theory states that a person’s motivation to behave in a certain way
is determined by:
 Outcomes the person sees as desirable and
 The person’s belief that these desired outcomes can be attained.
Basic Motivation Concepts

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C7
Key components of this theory
• Valence: is the value or importance that an individual places on a
particular reward. The valence of an outcome is positive when an
individual desires it
• Expectancy: is the belief that efforts will lead to performance, “if I try
harder, I can do better”. It establishes a relationship between a given
level of efforts &performance
• Instrumentality: Is the belief that performance is related to rewards.
For example: “If I perform better, I will get more pay”

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C7
 Model for the Expectancy Theory
Perceived
Effort-
Performance
Probability
Perceived
Performance
reward
probability
Perceived value
of Reward
Basic Motivation Concepts
Effort Performance Reward
What are my
chances of
getting the
job done if I
give the right
efforts
What are my
chances of
getting the
rewards I
value, if I
complete the
job
satisfactorily
What rewards do
I value

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C7Conclusion
Motivation is one of the most frequently researched topics in OB. A number of
motivation theories provide an insight into what motivation is. Motivation in the
organisational context is concerned with effort towards organisational goals.
Therefore effort that is directed toward and consistent with the organisational
goals is the basis for out study of motivation. Motivation has a persistent
dimension. Motivated employees stay with a task long enough to achieve their
goals.
Basic Motivation Concepts