The document discusses several theories of motivation in the workplace including: - Maslow's hierarchy of needs which arranges human needs in a pyramid from basic physiological needs to self-actualization. - Herzberg's two-factor theory which separates job satisfaction factors like achievement from dissatisfaction factors like salary. - Expectancy theory and equity theory which focus on linking rewards to performance and balancing employee inputs and outcomes. - Goal-setting theory which says specific, challenging goals with feedback motivate employees. - McGregor's Theory X and Y about employee attitudes toward work. It also covers job design theories like job enlargement and enrichment as well as management by objectives for aligning individual goals with the organization.

1. C J VIGNESH

3. Motivation starts with good employee morale, the mental attitude of employees toward their employer and jobs.

5. A satisfied need is not a motivator;

6. People’s needs are arranged in a hierarchy of importance; once they satisfy one need, at least partially, another emerges and demands satisfaction.

7. Physiological needs

8. Safety needs

9. Social (belongingness) needs

10. Esteem needs (status, self respect )

12. Expectancy Theory and Equity Theory Expectancy Theory – Systematically gather information to find out what employees want from their jobs Clearly link rewards to individual performance Empower employees to make decisions which enhance expectancy perceptions Equity Theory – Inputs employee contributions to the organization Outcomes rewards employees receive from the organization

15. Management by Objective Systematic and organized approach that allows managers to focus on attainable goals and achieve the best results. MBO helps motivate individuals by aligning their objectives with the goals of the organization. MBO Principals: A series of related organizations, goals, and objectives Specific objectives for each individual Participative decision making Set time period to accomplish goals Performance evaluation and feedback

16. Job Design & Motivation Job enlargement:job design that expands an employee’s responsibilities by increasing the number and variety of tasks assigned to the worker. Job enrichment: change in job duties to increase employees’ authority in planning their work, deciding how it should be done, and learning new skills.

17. 10 Motivating with the Integrated Model

19. Theory X: employees dislike work and try to avoid it whenever possible; managers must coerce or control them or threaten punishment to achieve the organization’s goals.