The document discusses motivation as a psychological feature that drives individuals towards achieving goals, outlining key elements such as intensity, direction, and persistence. It reviews various content and process theories of motivation, including Maslow's hierarchy of needs and Herzberg's motivation-hygiene theory, detailing intrinsic and extrinsic factors. Additionally, it emphasizes the importance of goal setting and feedback in the motivational process, while highlighting the necessity of finding meaning in work.

1. By Subrata Dey

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

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

4. What is Motivation?

5. De motivated!
Why do People leave Organizations?

6. Types of Motivation.
•Extrinsic Motivation.
1. Salary.
2. Bonuses/Perks.
3. Organized activities.
4. Promotion/Grades.
5. Punishment/Layoffs
•Intrinsic Motivation:
1. Learning and Growth opportunity.
2. Social contact and status.
3. Curiosity
4. Respect and Honour.

7. Types of Motivation.
Extrinsically
Motivated.
Intrinsically
Motivated.

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

9. Abraham Maslow (1908-1970)

10. Maslow’s Hierarchy of Needs
• Maslow’s approach was radically different from earlier theories by
Freud and Skinner.
• He studied finest human beings to prescribe his theory of motivation:
Albert Einstein; Abraham Lincoln, Eleanor Roosevelt etc. Maslow’s
theory was bullish on the human race.
• Accordingly to Maslow’s Theory there are four types of need that must
be satisfied before an individual can act unselfishly.
• Maslow referred the lower needs as “deficiency needs” because their
lack causes tension.
• We are driven to satisfy the lower needs but are drawn to meet the
higher ones.
• A satisfied need ceases to motivate.

11. Physiological Needs
Physiological needs are those required to sustain life, such as:
– Air
– Water
– Food
– Sleep

12. Safety Needs
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 Facilities
– Job security
– Law and Order

13. Social Needs
Once a person has met the lower level physiological and safety needs,
higher level needs awaken. The first level of higher level needs are
social needs.
Social needs are those related to interaction with others and may
include:
– Friendship
– Belonging to a group
– Giving and receiving love

14. Esteem Needs
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

15. Self-Actualization
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

16. Limitations of Maslow’s Theory
• Research have established the motivational forces for physiological,
safety, love and esteem needs but have failed to discover a
hierarchical arrangement. For example, even if safety need is not
satisfied, the social need may emerge.
• Self less component of human behaviour has been ignored by
Maslow.
• The need priority model may not apply at all times in all places.
• The level of motivation may be permanently lower for some people.
For example, a person suffering from chronic unemployment may
remain satisfied for the rest of his life if only he gets enough food.

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

18. Fredrick Hertzberg (1923-2000)

19. Herzberg's Motivation-Hygiene Theory
• According to Hertzberg, Motivation is a two stage process.
• The opposite of Satisfaction is No Satisfaction.
• The opposite of Dissatisfaction is No Dissatisfaction.
• According to Hertzberg, the factors leading to job satisfaction are
"separate and distinct from those that lead to job dissatisfaction.“

20. Herzberg's Motivation-Hygiene Theory
• Factors for Dissatisfaction
• Company Policies
• Supervision
• Relationship with Supervisor and Peers
• Work conditions
• Salary/Perks
• Status
• Security

21. Herzberg's Motivation-Hygiene Theory
• Factors for Satisfaction
• Growth opportunity
• The work itself
• Achievement
• Responsibility
• Recognition
• Advancement

22. Limitation of Herzberg's Theory
• The Two Factor Theory assumes that happy employees produce more.
• Satisfied workers may not actually be more motivated or more
productive than dissatisfied workers.
• Herzberg's theory is that people differ in their responses to hygiene
and motivating factors. Herzberg's theory does not account for these
individual differences.
• What motivates one individual might be a de-motivator for another
individual.
• Not applicable for blue collar workers.

23. Maslow’s vs Herzberg's Theory

24. Herzberg's Motivation-Hygiene Theory
• Factors of dissatisfaction are like rechargeable batteries while the
factors for satisfaction are like generators.

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

26. Equity Theory.
1. People value fair treatment.
2. The structure of equity in the
workplace is based on the
ratio of inputs to outcomes.

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

28. Goal Setting Theory.
• Goal setting involves establishing SMART goals.
• People are aware of what is expected from them.
• On a personal level, setting goals helps
people work towards their own objectives.
• Goals are a form of motivation that sets
the standard for self-satisfaction with
performance.
• It is considered an “open” theory, so as
new discoveries are made it is modified.

29. Goal Setting Theory.
Goal setting and Feedback go hand in hand. Without feedback, goal
setting is unlikely to work. Properly-delivered feedback is also very
essential, and the following should be followed for good feedback:
•Create a positive context for feedback.
•Use constructive and positive language.
•Focus on behaviours and strategies.
•Tailor feedback to the needs of the individuals.
•Make feedback a two-way communication process.

30. What would you do?
1. You on behalf of your company participated in a design
competition for the construction of a landmark building of a city. Your
design was highly appreciated by your management as well as the
authorities and declared the winner. Your company rewarded you with
a bonus for your outstanding job and assigned a team to help you in
the execution stage. However, for reasons beyond your control, the
project was never executed. Will you remain motivated to work
further?

31. What would you do?
2. You have been working for a Leading company for nearly a
decade. The company has recently promoted you to lead one of the
verticals for your outstanding contribution over the years and believe
in your leadership skills. However, over a period of time you learn
about the unethical practices being followed by your organization and
higher management. Will you remain motivated to work further?

32. What kept them going???

33. Abraham Maslow (1908-1970)

35. Stephen R Covey(1932-2012)

36. The Whole Person
1. Body
2. Mind
3. Heart
4. Spirit
• You manage (things) that can’t choose.
• You lead people. People have the ability to choose.
• Take one away, then you’re treating a person as a “thing” that you
control and manage.

37. 4 Intelligences
• Mental (IQ)- Our ability to analyze, reason, use language, think
creatively & visualize. (Vision)
• Physical (PQ)- It runs respiratory, circulatory, nervous and other vital
system without conscious effort. Constantly scanning the environment
and fighting diseases. (Discipline)
• Emotional (EQ) -. It is one’s self knowledge, self awareness, social
sensitivity, empathy and ability to communicate properly. It is the right
brain capacity. (Passion)
• Spiritual (SQ)- It is central and most fundament of all the four and
becomes the source of guidance to other three.
SQ represents our drive for meaning and connection
with infinity. (Conscience)

38. 4 Manifestations
Spirit
Conscience
Mind
Vision
Heart
Passion
Body
Discipline

39. 4 Needs of Person
Whole Person 4 Intelligence Needs Factors
Body Physical -PQ To Live Pay me fairly.
Mind Mental -IQ To Grow Use me creatively.
Heart Emotional-EQ To Love Treat me Kindly.
Spirit Spiritual -SQ To Leave a
Legacy.
In serving human needs in
principled ways.

40. What kept them going???
Passion to serve the humanity and
passion for the game.

41. MK Gandhi & Conscience
There is a higher court than courts of justice
and that is the court of conscience.
It supercedes all other courts.

42. Our industry does not respect
tradition: Satya Nadella‘s
• I truly believe that each of us must find meaning in our work. The best
work happens when you know that it's not just work, but something
that will improve other people's lives. This is the opportunity that
drives each of us at this company.

43. Reachsubrata.dey@gmail.com