Motivation is the process that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal. "Motivation is everything… you have to inspire the next guy down the line and get him to inspire his people." – Lee Iacocca

1. MOTIVATION
Dr. George Y. Maalouf

2. Quote: Motivation is everything… you
have to inspire the next guy down the
line and get him to inspire his people. –
Lee Iacocca

3. 1)Defining Motivation
Motivation is “the process that account for an individual’s intensity, direction, and
persistence of effort toward attaining a goal.”
Many people incorrectly view motivation as a personal trait—that is,
some have it and others do not. Motivation is the result of the interaction
of the individual and the situation.
The three key elements in our definition are:
Intensity Direction Persistence

4. In the 1950s three specific theories were formulated and are the best known: hierarchy
of needs theory, Theories X and Y, and the two-factor theory.
Hierarchy
of needs
theory
Theories X
and Y
Two-factor
theory
2)Early theories of Motivation

5. Abraham Maslow’s hierarchy of needs is the most well-known
theory of motivation. He hypothesized that within every human
being there exists a hierarchy of five needs:
Maslow separated the five needs into higher and lower orders.
a. Physiological and safety needs are described as lower-order.
(Lower-order needs are predominantly satisfied externally.)
b. Social, esteem, and self-actualization are higher-order needs.
(Higher-order needs are satisfied internally.)
2.1. Hierarchy of Needs theory:
Self-Actualization
Esteem
Social
Safety
Physiological

6. Douglas McGregor concluded 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. They must be coerced,
controlled, or threatened with punishment.
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.
2.2. Theory X and Theory Y

7. The Two-Factor Theory is sometimes also called motivation-hygiene theory.
It was proposed by psychologist Frederick Herzberg when he investigated the
question, “What do people want from their jobs?” He asked people to describe,
in detail the situations in which they felt exceptionally good or bad about
their jobs.
2.3. Two-Factor Theory

8. The theory focuses on three needs: achievement, power, and affiliation
Achievement
Power
Affiliation
2.4. McClelland’s Theory of Needs
Need for achievement: The drive to excel, to achieve in
relation to a set of standards, to strive to succeed
Need for power: The need to make others behave in a way
that they would not have behaved otherwise.
Need for affiliation: The desire for friendly and close
interpersonal relationships

9. They represent the current state of thinking in explaining employee motivation, each of
which has a reasonable degree of valid supporting research:
3) Contemporary theories of Motivation
Self-
Determination
Theory
Goal-
Setting
Theory
Self-
Efficacy
Theory
Reinforcement
Theory
Equity
Theory
Expectancy
Theory

10. It is concerned with motivation behind the choices that people make without any
external influence and interference.
People prefer to feel they have control over their actions, so anything that makes a previously enjoyed task feel
more like an obligation than a freely chosen activity will undermine motivation.
3.1. Self-Determination Theory:

11. In the late 1960s, Edwin Locke proposed that intentions to work toward a goal are a
major source of work motivation. Goals tell an employee what needs to be done and
how much effort is needed.
3.2. Goal-Setting Theory:
It is also known as social cognitive theory and social learning theory, and it was developed by Albert Bandura.
The higher your self-efficacy, the more confidence you have in your ability to succeed in a task.
3.4. Reinforcement Theory:
In contrast to Goal-Setting theory, which is a cognitive approach, Reinforcement theory is a behavioristic
approach. It argues that reinforcement conditions behavior.
3.3. Self-Efficacy Theory:

12. The employees make comparisons between their job inputs, and outcomes relative to those of others.
3.5. Equity Theory:
If we perceive our ratio to be equal to that of the relevant others with whom we compare ourselves, a state of
equity is said to exist; we perceive our situation as fair ad that justice prevails.
When we see the ratios as inequal, we experience equity tension.
When we see ourselves as under-rewarded, the tension creates anger; when we see ourselves as over-rewarded,
the tension creates guilt

13. Expectancy theory argues that the strength of a tendency to act in a certain way depends on the strength
of an expectation that the act will be followed by a given outcome and on the attractiveness of that
outcome to the individual.
3.6. Expectancy Theory:

14. Thank You
Dr. George Y. Maalouf