Motivation
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1. Describe several need theories of motivation including the needs hierarchy and the achievement–power–affiliation triad. 2. Explain the expectancy theory of motivation. 3. Recognize the importance of both intrinsic and extrinsic motivators.
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Motivation & mgmt fundamentals
This document discusses various theories of motivation in management. It describes Maslow's hierarchy of needs theory, ERG theory, two-factor theory, and acquired needs theory as content motivation theories. Process motivation theories covered include equity theory, goal-setting theory, and expectancy theory. Reinforcement theory is also discussed as it relates to motivating employees through consequences. Major concepts around motivation include needs, motives, behaviors, consequences, and satisfaction or dissatisfaction of needs.
motivation
The document discusses several theories of motivation:
1. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic physiological needs, safety needs, social needs, esteem needs, and self-actualization needs.
2. McGregor's Theory X and Theory Y describe two views of employee motivation - Theory X assumes employees dislike work while Theory Y assumes employees can exercise self-direction.
3. Expectancy theory states that strength of motivation depends on expectation that an action will lead to an outcome and the attractiveness of that outcome.
Motivation
This document presents an overview of motivation and various motivation theories. It defines motivation as the willingness to achieve organizational goals while satisfying individual needs. It discusses factors that influence job performance like ability, motivation, and environment. It also outlines different types of motivation including intrinsic and extrinsic motivation. Several motivation theories are explained such as Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, McClelland's acquired needs theory, expectancy theory, equity theory, and goal setting theory. Each theory is described in 1-2 sentences.
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Motivation refers to an employee's effort, direction, and persistence toward achieving organizational goals. Early motivation theories include Maslow's hierarchy of needs, McGregor's Theory X and Y, and Herzberg's two-factor theory. Contemporary theories include Alderfer's ERG theory, McClelland's need for achievement/power/affiliation, goal-setting theory, reinforcement theory, flow theory, intrinsic motivation theory, equity theory, and expectancy theory. Equity theory and expectancy theory focus on how employees evaluate rewards and outcomes compared to inputs and expectations.
Basic motivation concepts
This document summarizes several theories of motivation:
1) Maslow's hierarchy of needs theory proposes that people are motivated to fulfill lower-order physiological and safety needs before pursuing higher-order social, esteem, and self-actualization needs.
2) Herzberg's two-factor theory distinguishes between job satisfaction and dissatisfaction, with hygiene factors relating to the job context producing dissatisfaction and motivator factors relating to the job content producing satisfaction.
3) Alderfer's ERG theory modified Maslow's hierarchy to focus on existence, relatedness, and growth needs that can be satisfied internally or externally.
Hr theories
Maslow's hierarchy of needs is represented as a pyramid consisting of five levels ranging from basic physiological needs at the bottom to growth needs like self-actualization at the top. Lower level deficiency needs must be met before higher level growth needs can be pursued. The document provides details on each level of needs including physiological needs, safety needs, love and belonging needs, esteem needs, and self-actualization needs. It also discusses how an individual's priorities may temporarily change if a lower set of needs becomes unmet, such as a businessman focusing on health needs if diagnosed with cancer.
Motivation final
The document summarizes several prominent content and process theories of motivation. Content theories discussed include Maslow's hierarchy of needs, Alderfer's ERG theory, Herzberg's motivation-hygiene theory, and McClelland's learned needs theory. Process theories covered are Bandura's self-efficacy theory, Vroom's expectancy theory, Adams' equity theory, and Locke's goal-setting theory. Each theory is briefly described in 1-3 bullet points highlighting their key constructs or principles.
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Motivation & mgmt fundamentals
This document discusses various theories of motivation in management. It describes Maslow's hierarchy of needs theory, ERG theory, two-factor theory, and acquired needs theory as content motivation theories. Process motivation theories covered include equity theory, goal-setting theory, and expectancy theory. Reinforcement theory is also discussed as it relates to motivating employees through consequences. Major concepts around motivation include needs, motives, behaviors, consequences, and satisfaction or dissatisfaction of needs.
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The document discusses several theories of motivation:
1. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic physiological needs, safety needs, social needs, esteem needs, and self-actualization needs.
2. McGregor's Theory X and Theory Y describe two views of employee motivation - Theory X assumes employees dislike work while Theory Y assumes employees can exercise self-direction.
3. Expectancy theory states that strength of motivation depends on expectation that an action will lead to an outcome and the attractiveness of that outcome.
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This document presents an overview of motivation and various motivation theories. It defines motivation as the willingness to achieve organizational goals while satisfying individual needs. It discusses factors that influence job performance like ability, motivation, and environment. It also outlines different types of motivation including intrinsic and extrinsic motivation. Several motivation theories are explained such as Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, McClelland's acquired needs theory, expectancy theory, equity theory, and goal setting theory. Each theory is described in 1-2 sentences.
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Motivation refers to an employee's effort, direction, and persistence toward achieving organizational goals. Early motivation theories include Maslow's hierarchy of needs, McGregor's Theory X and Y, and Herzberg's two-factor theory. Contemporary theories include Alderfer's ERG theory, McClelland's need for achievement/power/affiliation, goal-setting theory, reinforcement theory, flow theory, intrinsic motivation theory, equity theory, and expectancy theory. Equity theory and expectancy theory focus on how employees evaluate rewards and outcomes compared to inputs and expectations.
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This document summarizes several theories of motivation:
1) Maslow's hierarchy of needs theory proposes that people are motivated to fulfill lower-order physiological and safety needs before pursuing higher-order social, esteem, and self-actualization needs.
2) Herzberg's two-factor theory distinguishes between job satisfaction and dissatisfaction, with hygiene factors relating to the job context producing dissatisfaction and motivator factors relating to the job content producing satisfaction.
3) Alderfer's ERG theory modified Maslow's hierarchy to focus on existence, relatedness, and growth needs that can be satisfied internally or externally.
Hr theories
Maslow's hierarchy of needs is represented as a pyramid consisting of five levels ranging from basic physiological needs at the bottom to growth needs like self-actualization at the top. Lower level deficiency needs must be met before higher level growth needs can be pursued. The document provides details on each level of needs including physiological needs, safety needs, love and belonging needs, esteem needs, and self-actualization needs. It also discusses how an individual's priorities may temporarily change if a lower set of needs becomes unmet, such as a businessman focusing on health needs if diagnosed with cancer.
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The document summarizes several prominent content and process theories of motivation. Content theories discussed include Maslow's hierarchy of needs, Alderfer's ERG theory, Herzberg's motivation-hygiene theory, and McClelland's learned needs theory. Process theories covered are Bandura's self-efficacy theory, Vroom's expectancy theory, Adams' equity theory, and Locke's goal-setting theory. Each theory is briefly described in 1-3 bullet points highlighting their key constructs or principles.
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This document summarizes several theories of motivation:
1. Early theories including Maslow's hierarchy of needs, ERG theory, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's needs theory are discussed.
2. Contemporary theories covered include cognitive evaluation theory, goal-setting theory, self-efficacy theory, equity theory, and expectancy theory.
3. Key implications for managers are to recognize individual differences, use goals and feedback, and allow employee participation in decisions affecting them to maximize motivation.
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The document discusses several theories of motivation including Maslow's hierarchy of needs theory, ERG theory, Herzberg's two-factor theory, expectancy theory, and Vroom's expectancy theory. Maslow's theory proposes that people are motivated to fulfill basic needs before moving on to higher level needs. Vroom's expectancy theory integrates valence, instrumentality, and expectancy to explain how motivation is influenced by expectations of outcomes from one's actions. The theories provide frameworks for understanding what motivates employee performance and behavior in organizational settings.
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Motivation refers to factors that arouse, direct, and sustain human behavior. There are several theories of motivation, including drive theory which proposes that internal drives or needs push people towards goals, and incentive theory which suggests that external rewards or goals pull people to act. Maslow's hierarchy of needs theory also explains motivation and proposes that people are motivated to fulfill lower level basic needs before pursuing higher level growth needs. Managers can create a motivating work climate by setting clear expectations, being fair and consistent, developing teamwork, recognizing contributions, allowing autonomy and growth, and addressing individual needs and values.
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This document discusses several theories of motivation. It begins by defining the three key elements of motivation as direction, persistence, and intensity. It then discusses two content theories: Maslow's hierarchy of needs and McClelland's acquired needs model. Maslow's hierarchy proposes that lower level needs must be satisfied before higher needs emerge, including physiological, safety, social, esteem, and self-actualization needs. McClelland's model identifies three acquired needs: achievement, affiliation, and power. The document also provides examples of how these theories can be applied.
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The document discusses several early theories of motivation:
- Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic physiological needs, safety needs, social needs, esteem needs, and self-actualization needs.
- McGregor's theory X and theory Y describe two views of employee motivation - theory X assumes people dislike work and need to be coerced while theory Y assumes people can exercise self-control if committed to objectives.
- Herzberg's two-factor theory distinguishes between hygiene factors like pay and working conditions that prevent dissatisfaction and motivation factors like achievement and recognition that can satisfy employees.
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1. Motivation refers to the persistent effort directed towards a goal.
2. There are three classifications of motives - primary/physiological motives like food and sex, secondary/non-physiological motives like curiosity and affection, and tertiary/learned motives like power and achievement.
3. Content theories of work motivation include Maslow's hierarchy of needs, Herzberg's two-factor theory, and Alderfer's ERG theory, which link motivation to intrinsic and extrinsic rewards. Process theories include Vroom's expectancy theory and Locke and Latham's goal-setting theory.
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This document provides an overview of several theories of motivation, including:
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- Acquired needs theory, cognitive evaluation theory, and Herzberg's two-factor theory, which examine intrinsic and extrinsic motivators.
- Equity theory, expectancy theory, and the Porter-Lawler model as examples of process theories that analyze cognitive processes in motivation.
- McGregor's Theory X and Y, which propose different views of employee motivation.
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This document summarizes key motivation theories including reinforcement theory and equity theory. Reinforcement theory states that behavior is influenced by external rewards and punishments, and positive reinforcement increases the likelihood of desired behaviors. Equity theory proposes that employees evaluate whether their inputs and outcomes are fairly balanced compared to others. Perceived inequity can lead employees to change inputs/outcomes, distort perceptions, or leave their job. Procedural and distributive justice also impact employee attitudes and behaviors. The reading assignment covers motivation theories from pages 162 to 194 of the textbook.
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Motivation theories can be categorized as internal, external, or those that emphasize the interaction between individuals and their environment. Early philosophers like Max Weber and Sigmund Freud explored motivation from religious and psychological perspectives. Maslow's hierarchy of needs categorizes needs from lowest physiological to highest self-actualization. McGregor's Theory X assumes people need direction while Theory Y assumes they can direct themselves. Herzberg's two-factor theory separates motivators like achievement from hygiene factors like salary that prevent dissatisfaction. Expectancy theory proposes motivation depends on expectancy, instrumentality, and valence perceptions.
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Motivation theories can be divided into content theories, which examine what motivates workers, and process theories, which explore how managers can motivate workers. Content theories include Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, and McClelland's acquired needs theory. Process theories include expectancy theory, equity theory, goal setting theory, and McGregor's Theory X and Theory Y. Understanding motivation theories can help managers design effective motivation strategies in organizations, such as flexible work schedules, job enrichment programs, and rewards systems.
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This document outlines key concepts in motivation theory, including:
- Maslow's hierarchy of needs which arranges human needs in a pyramid from basic physiological needs to growth needs.
- Herzberg's two-factor theory which distinguishes between motivators like achievement that drive job satisfaction and hygiene factors whose absence can cause dissatisfaction.
- Expectancy theory which proposes that motivation depends on the expectation that effort will lead to good performance and performance will be rewarded.
- Equity theory which suggests people are motivated to maintain fair relationships and balances of inputs and outcomes compared to others.
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This document discusses theories of motivation and ways to redesign jobs and work arrangements. It defines motivation as the process that accounts for an individual's effort toward achieving goals. It outlines early motivation theories like Maslow's hierarchy of needs and McGregor's Theory X and Y. Contemporary motivation theories discussed include self-determination theory, goal setting theory, and expectancy theory. The document also discusses ways to redesign jobs, like job rotation, and alternative work arrangements such as flextime, job sharing, and telecommuting.
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The document discusses various theories of motivation in management. It begins with early models including the traditional, human relations, and human resources models. It then examines content theories like Maslow's hierarchy of needs and McClelland's needs theory. Process theories such as expectancy theory, equity theory, and goal setting theory are analyzed. Reinforcement theory and behavior modification are also covered. Critiques note the complexity of motivation and potential issues with behavior modification.
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Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic needs like physical survival and safety before moving on to more advanced needs for love, esteem, and self-actualization. McGregor's Theory X sees workers as largely unmotivated while Theory Y sees workers as generally self-motivated. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like pay that prevent dissatisfaction. Job satisfaction depends on intrinsic motivation from the work itself as well as extrinsic factors like compensation, supervision, and coworkers. Satisfied workers tend to be more productive, less absent, and less likely to quit their jobs.
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The document discusses various motivational theories including:
1. Maslow's hierarchy of needs which categorizes human needs into physiological, safety, social, esteem, and self-actualization needs that must be satisfied in order.
2. Herzberg's two-factor theory which distinguishes between hygiene factors like pay and working conditions that prevent dissatisfaction and motivational factors like achievement and recognition that encourage satisfaction.
3. McGregor's Theory X and Theory Y which propose two views of employee motivation - Theory X assumes employees dislike work and need close supervision while Theory Y assumes employees can exercise self-direction and commitment to objectives.
Motivational Theories
Motivation theories aim to explain human behavior and what drives individuals. Major theories discussed include Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's needs theory, reinforcement theory, expectancy theory, and equity theory. These theories analyze factors like physiological and psychological needs, intrinsic and extrinsic motivators, environmental influences, expectations of outcomes, and perceptions of fairness that influence human motivation and persistence. Contemporary theories also examine self-determination, goal-setting, self-efficacy, and organizational justice.
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Motivation and job satisfaction are important because workers spend one-third to one-half of their lives at work. Theories of motivation can be divided into content theories, which focus on the importance of work itself, and process theories, which deal with decision-making. Content theories include achievement motivation theory, need hierarchy theory, and ERG theory. Process theories include the motivator-hygiene theory, job characteristics theory, equity theory, and goal-setting theory. While overall job satisfaction has remained steady, satisfaction is lower for government workers. Personal characteristics like age, gender, cognitive ability, and personality can impact job satisfaction. Low job satisfaction can lead to issues like absenteeism and turnover.
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This document provides an outline for learning about motivating employees. It discusses early theories of motivation from Maslow, McGregor, and Herzberg. Contemporary theories covered include job characteristics model, equity theory, and expectancy theory. Current issues in motivation are also examined, such as challenges in motivating diverse groups like men/women, professionals, unionized workers, and low-skilled employees. The document emphasizes applying motivation theories in practice by recognizing individual differences, matching people to jobs, using recognition programs, ensuring equity, and setting goals.
Motivation
The document discusses several theories of motivation:
1. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic physiological needs before moving on to more advanced needs for safety, belonging, esteem and self-actualization.
2. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like salary that prevent dissatisfaction.
3. Vroom's expectancy theory states that motivation depends on the expectation that effort will lead to performance and performance to rewards that the individual values.
4. Goal setting theory suggests that specific, challenging goals lead to higher performance than vague or easy goals.
Motivation
The document discusses several theories of motivation:
1. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic physiological needs before moving on to more advanced needs for safety, belonging, esteem and self-actualization.
2. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like salary that prevent dissatisfaction.
3. Vroom's expectancy theory states that motivation depends on the expectation that effort will lead to good performance and performance will lead to desired rewards.
4. Theories provide frameworks for understanding employee motivation and its relationship to direction, intensity and persistence of effort.
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This document summarizes several theories of motivation:
1. Early theories including Maslow's hierarchy of needs, ERG theory, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's needs theory are discussed.
2. Contemporary theories covered include cognitive evaluation theory, goal-setting theory, self-efficacy theory, equity theory, and expectancy theory.
3. Key implications for managers are to recognize individual differences, use goals and feedback, and allow employee participation in decisions affecting them to maximize motivation.
Sess 8 and 9
The document discusses several theories of motivation including Maslow's hierarchy of needs theory, ERG theory, Herzberg's two-factor theory, expectancy theory, and Vroom's expectancy theory. Maslow's theory proposes that people are motivated to fulfill basic needs before moving on to higher level needs. Vroom's expectancy theory integrates valence, instrumentality, and expectancy to explain how motivation is influenced by expectations of outcomes from one's actions. The theories provide frameworks for understanding what motivates employee performance and behavior in organizational settings.
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Motivation theories, there are two types of motivation theories. It starts with brief description on motivation and followed by various theories such as Maslow's Hierarchy of Needs Theory
Alderfer's ERG Theory
Herzberg's Two-Factor Theory
Equity Theory
Expectancy Theory
Goal-Setting Theory
Reinforcement Theory
Social Learning Theory
And how HR is affected by these theories
Motivation ppt
Motivation refers to factors that arouse, direct, and sustain human behavior. There are several theories of motivation, including drive theory which proposes that internal drives or needs push people towards goals, and incentive theory which suggests that external rewards or goals pull people to act. Maslow's hierarchy of needs theory also explains motivation and proposes that people are motivated to fulfill lower level basic needs before pursuing higher level growth needs. Managers can create a motivating work climate by setting clear expectations, being fair and consistent, developing teamwork, recognizing contributions, allowing autonomy and growth, and addressing individual needs and values.
Unit 2 Reviewer (1).pptx
This document discusses several theories of motivation. It begins by defining the three key elements of motivation as direction, persistence, and intensity. It then discusses two content theories: Maslow's hierarchy of needs and McClelland's acquired needs model. Maslow's hierarchy proposes that lower level needs must be satisfied before higher needs emerge, including physiological, safety, social, esteem, and self-actualization needs. McClelland's model identifies three acquired needs: achievement, affiliation, and power. The document also provides examples of how these theories can be applied.
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The document discusses several early theories of motivation:
- Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic physiological needs, safety needs, social needs, esteem needs, and self-actualization needs.
- McGregor's theory X and theory Y describe two views of employee motivation - theory X assumes people dislike work and need to be coerced while theory Y assumes people can exercise self-control if committed to objectives.
- Herzberg's two-factor theory distinguishes between hygiene factors like pay and working conditions that prevent dissatisfaction and motivation factors like achievement and recognition that can satisfy employees.
Mahmood Qasim Slides on Motivation for Organizational Behaviour Students
1. Motivation refers to the persistent effort directed towards a goal.
2. There are three classifications of motives - primary/physiological motives like food and sex, secondary/non-physiological motives like curiosity and affection, and tertiary/learned motives like power and achievement.
3. Content theories of work motivation include Maslow's hierarchy of needs, Herzberg's two-factor theory, and Alderfer's ERG theory, which link motivation to intrinsic and extrinsic rewards. Process theories include Vroom's expectancy theory and Locke and Latham's goal-setting theory.
Hrm Motivations Theory by Hassan Shahbaz
This document discusses various theories of motivation. It describes intrinsic motivation as being driven by internal rewards, and extrinsic motivation as being driven by external factors like rewards and punishments. Several motivational theories are outlined, including: McGregor's Theory X and Y of human nature; Herzberg's motivation-hygiene theory distinguishing between motivators and hygiene factors; and Maslow's hierarchy of needs. The goal-setting, reinforcement, equity, and expectancy theories of motivation are also summarized. Suggestions are provided for motivating diverse and "new" workforces through flexible scheduling and individualized rewards linked to performance.
Introduction to Motivational Theory, Content Theory and Process Theory
This document provides an overview of several theories of motivation, including:
- Maslow's hierarchy of needs theory and Alderfer's ERG theory, which describe levels of human needs.
- Acquired needs theory, cognitive evaluation theory, and Herzberg's two-factor theory, which examine intrinsic and extrinsic motivators.
- Equity theory, expectancy theory, and the Porter-Lawler model as examples of process theories that analyze cognitive processes in motivation.
- McGregor's Theory X and Y, which propose different views of employee motivation.
The document covers both content theories that identify sources and types of motivation, as well as process theories that examine cognitive thought processes behind motivation.
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This document summarizes key motivation theories including reinforcement theory and equity theory. Reinforcement theory states that behavior is influenced by external rewards and punishments, and positive reinforcement increases the likelihood of desired behaviors. Equity theory proposes that employees evaluate whether their inputs and outcomes are fairly balanced compared to others. Perceived inequity can lead employees to change inputs/outcomes, distort perceptions, or leave their job. Procedural and distributive justice also impact employee attitudes and behaviors. The reading assignment covers motivation theories from pages 162 to 194 of the textbook.
Unit i theories of motivation
Motivation theories can be categorized as internal, external, or those that emphasize the interaction between individuals and their environment. Early philosophers like Max Weber and Sigmund Freud explored motivation from religious and psychological perspectives. Maslow's hierarchy of needs categorizes needs from lowest physiological to highest self-actualization. McGregor's Theory X assumes people need direction while Theory Y assumes they can direct themselves. Herzberg's two-factor theory separates motivators like achievement from hygiene factors like salary that prevent dissatisfaction. Expectancy theory proposes motivation depends on expectancy, instrumentality, and valence perceptions.
Motivation
Motivation theories can be divided into content theories, which examine what motivates workers, and process theories, which explore how managers can motivate workers. Content theories include Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, and McClelland's acquired needs theory. Process theories include expectancy theory, equity theory, goal setting theory, and McGregor's Theory X and Theory Y. Understanding motivation theories can help managers design effective motivation strategies in organizations, such as flexible work schedules, job enrichment programs, and rewards systems.
Basic motivation concepts
This document outlines key concepts in motivation theory, including:
- Maslow's hierarchy of needs which arranges human needs in a pyramid from basic physiological needs to growth needs.
- Herzberg's two-factor theory which distinguishes between motivators like achievement that drive job satisfaction and hygiene factors whose absence can cause dissatisfaction.
- Expectancy theory which proposes that motivation depends on the expectation that effort will lead to good performance and performance will be rewarded.
- Equity theory which suggests people are motivated to maintain fair relationships and balances of inputs and outcomes compared to others.
Workplace Motivation
This document discusses theories of motivation and ways to redesign jobs and work arrangements. It defines motivation as the process that accounts for an individual's effort toward achieving goals. It outlines early motivation theories like Maslow's hierarchy of needs and McGregor's Theory X and Y. Contemporary motivation theories discussed include self-determination theory, goal setting theory, and expectancy theory. The document also discusses ways to redesign jobs, like job rotation, and alternative work arrangements such as flextime, job sharing, and telecommuting.
Motivation
The document discusses various theories of motivation in management. It begins with early models including the traditional, human relations, and human resources models. It then examines content theories like Maslow's hierarchy of needs and McClelland's needs theory. Process theories such as expectancy theory, equity theory, and goal setting theory are analyzed. Reinforcement theory and behavior modification are also covered. Critiques note the complexity of motivation and potential issues with behavior modification.
Motivation,early theories of motivation and job satisfaction
Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic needs like physical survival and safety before moving on to more advanced needs for love, esteem, and self-actualization. McGregor's Theory X sees workers as largely unmotivated while Theory Y sees workers as generally self-motivated. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like pay that prevent dissatisfaction. Job satisfaction depends on intrinsic motivation from the work itself as well as extrinsic factors like compensation, supervision, and coworkers. Satisfied workers tend to be more productive, less absent, and less likely to quit their jobs.
Organisation Behaviour - Early and Contemporary theories of motivation
The document discusses various motivational theories including:
1. Maslow's hierarchy of needs which categorizes human needs into physiological, safety, social, esteem, and self-actualization needs that must be satisfied in order.
2. Herzberg's two-factor theory which distinguishes between hygiene factors like pay and working conditions that prevent dissatisfaction and motivational factors like achievement and recognition that encourage satisfaction.
3. McGregor's Theory X and Theory Y which propose two views of employee motivation - Theory X assumes employees dislike work and need close supervision while Theory Y assumes employees can exercise self-direction and commitment to objectives.
Motivational Theories
Motivation theories aim to explain human behavior and what drives individuals. Major theories discussed include Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's needs theory, reinforcement theory, expectancy theory, and equity theory. These theories analyze factors like physiological and psychological needs, intrinsic and extrinsic motivators, environmental influences, expectations of outcomes, and perceptions of fairness that influence human motivation and persistence. Contemporary theories also examine self-determination, goal-setting, self-efficacy, and organizational justice.
C:\Fakepath\Motivation And Job Satisfaction
Motivation and job satisfaction are important because workers spend one-third to one-half of their lives at work. Theories of motivation can be divided into content theories, which focus on the importance of work itself, and process theories, which deal with decision-making. Content theories include achievement motivation theory, need hierarchy theory, and ERG theory. Process theories include the motivator-hygiene theory, job characteristics theory, equity theory, and goal-setting theory. While overall job satisfaction has remained steady, satisfaction is lower for government workers. Personal characteristics like age, gender, cognitive ability, and personality can impact job satisfaction. Low job satisfaction can lead to issues like absenteeism and turnover.
28765719 motivation
This document provides an outline for learning about motivating employees. It discusses early theories of motivation from Maslow, McGregor, and Herzberg. Contemporary theories covered include job characteristics model, equity theory, and expectancy theory. Current issues in motivation are also examined, such as challenges in motivating diverse groups like men/women, professionals, unionized workers, and low-skilled employees. The document emphasizes applying motivation theories in practice by recognizing individual differences, matching people to jobs, using recognition programs, ensuring equity, and setting goals.
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Mahmood Qasim Slides on Motivation for Organizational Behaviour Students
Mahmood Qasim Slides on Motivation for Organizational Behaviour Students
Introduction to Motivational Theory, Content Theory and Process Theory
Introduction to Motivational Theory, Content Theory and Process Theory
Motivation,early theories of motivation and job satisfaction
Motivation,early theories of motivation and job satisfaction
Organisation Behaviour - Early and Contemporary theories of motivation
Organisation Behaviour - Early and Contemporary theories of motivation
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The document discusses several theories of motivation:
1. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic physiological needs before moving on to more advanced needs for safety, belonging, esteem and self-actualization.
2. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like salary that prevent dissatisfaction.
3. Vroom's expectancy theory states that motivation depends on the expectation that effort will lead to performance and performance to rewards that the individual values.
4. Goal setting theory suggests that specific, challenging goals lead to higher performance than vague or easy goals.
Motivation
The document discusses several theories of motivation:
1. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic physiological needs before moving on to more advanced needs for safety, belonging, esteem and self-actualization.
2. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like salary that prevent dissatisfaction.
3. Vroom's expectancy theory states that motivation depends on the expectation that effort will lead to good performance and performance will lead to desired rewards.
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This document provides an overview of managing employee motivation and performance. It discusses various theories and perspectives on motivation, including: Maslow's hierarchy of needs, Herzberg's two-factor theory, expectancy theory, equity theory, and goal-setting theory. It also covers popular motivational strategies like empowerment and participation. Finally, it examines the effects of organizational rewards on attitudes, behaviors, and motivation. The overall purpose is to characterize the nature of motivation and identify approaches for understanding and influencing employee motivation.
Motivation
Motivation refers to the drives and forces that activate and direct behavior. There are many theories that attempt to explain what motivates individuals and how motivation can be used effectively in organizations. Some key motivation theories discussed in the document include Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, expectancy theory, goal setting theory, and reinforcement theory. The document also discusses various motivation strategies used in organizations such as management by objectives.
Ob 8
This document discusses several theories of motivation:
- Maslow's hierarchy of needs identifies physiological, safety, social, esteem, and self-actualization needs that motivate human behavior.
- McGregor's Theory X and Theory Y describe assumptions about employee motivation and behavior in the workplace.
- Herzberg's two-factor theory distinguishes between intrinsic job factors like achievement that motivate employees and extrinsic job factors like pay that cause dissatisfaction.
- Other theories discussed include ERG theory, McClelland's needs theory, goal-setting theory, and equity theory.
Motivation at work
The document discusses various theories of motivation in the workplace. It defines motivation and outlines motivational processes. Key theories covered include Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, McClelland's needs theory, Adams' equity theory, and expectancy theory. The document provides overviews of each theory's major constructs and how they can be applied to understanding work motivation.
MBA MCO101 Unit 8b Lecture 9 200806xx
The document discusses various theories of motivation that managers can use to motivate employees, including:
- Equity theory, which explains how perceptions of fairness affect motivation.
- Expectancy theory, which describes how expectations of rewards, effort and performance influence motivation.
- Reinforcement theory and how reinforcement can be used to motivate.
- Goal-setting theory and how setting specific, challenging goals with feedback can motivate workers.
The document advocates using an integrated model of motivation that combines elements of these theories to maximize motivating employees.
Motivation & job performance
It is a brief presentation which will make you easily understand about what actually motivation is and what job performance is?
And also it will make you clear that what is difference between motivation and job performance, as both words in general reflects same meaning but they are different but also interlinked with each other in some or the other way,
18968493 motivation-ppt
The document discusses various theories of motivation including: Maslow's hierarchy of needs which proposes that lower level needs must be satisfied before higher needs; Herzberg's two-factor theory which separates motivators and hygiene factors; and McClelland's need for achievement, power, and affiliation. It also covers job design theories like job enlargement and enrichment to make jobs more interesting and motivating. Early motivation theories focused on what motivates while process theories examine the actual motivation process.
motivation
The document discusses several theories of motivation including:
- Theory X and Theory Y, which propose different assumptions about employee attitudes towards work.
- Intrinsic and extrinsic motivation, referring to internal and external drivers.
- Needs theories including Maslow's hierarchy, Herzberg's two-factor theory, and McClelland's needs theory, which propose that satisfying different needs drives motivation.
- Process theories including Expectancy theory and Goal-setting theory, which look at how expectations and goal-setting impact motivation.
All about motivation
The document discusses motivation and its importance in organizational behavior. It defines motivation and explores various motivation theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's achievement motivation theory. It also discusses the role of motivation in performance appraisal, reward systems, job satisfaction, and job design approaches like job rotation and enrichment. Key elements of goal setting theory and its use in management by objectives are explained.
Employee Motivation.ppt
In this presentation I have briefly explained the followings:
₋ What is motivation; and
₋ Motivation theories.
Motivation - Early & contemporary theories of motivation
Motivation - Early & contemporary theories of motivationAl - Qurmoshi Institute of Business Management, Hyderabad
The document discusses several theories of motivation from early and contemporary perspectives. It describes Maslow's hierarchy of needs theory which proposes that lower-level needs must be satisfied before higher-level needs can motivate. Herzberg's two-factor theory distinguishes between motivators like achievement that drive job satisfaction and hygiene factors like salary that prevent dissatisfaction. Contemporary theories discussed include goal-setting theory, reinforcement theory, and expectancy theory which proposes that effort, performance, and rewards are linked.Chapter 11 - Motivating for High Performance
This document provides an overview of different motivation theories and how they can be applied in organizations. It discusses content motivation theories like Maslow's hierarchy of needs theory and process motivation theories like expectancy theory. It also covers reinforcement theory and different types of reinforcement. The document seeks to explain these theories and how managers can use them to motivate employees and improve performance.
Motivation prashant
This document discusses motivation theories relevant for managers. It covers:
1. Motivation is complex with different approaches needed to motivate employees, such as meeting needs, job design, and equitable treatment.
2. Content theories (e.g. Maslow's hierarchy of needs, Herzberg's two-factor theory) examine what motivates people based on needs. Process theories (e.g. expectancy, equity, goal-setting) explain how people are motivated.
3. Theories have implications for managers to understand employee motivation and ensure fairness to keep workers stimulated towards organizational goals. A motivated workforce is important for managerial success.
Workplace motivation & individual
The document discusses various theories of motivation in the workplace. It outlines different types of motivation like intrinsic vs extrinsic, and content theories proposed by Maslow, Herzberg, and McClelland that focus on individual needs and what satisfies them. Process theories like Expectancy Theory and Equity Theory examine how people's expectations and perceptions of fairness influence motivation. The document also covers reinforcement theories and how properly managing consequences can impact employee behavior and motivation levels.
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Motivation - Early & contemporary theories of motivation
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MECE (Mutually Exclusive, Collectively Exhaustive) Principle
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Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Motivation
- 1. Motivation Dr Dorota Joanna BourneDr Dorota Joanna Bourne
- 2. Learning Objectives 1. Describe several need theories of motivation including the needs hierarchy and the achievement–power–affiliation triad. 2. Explain the expectancy theory of motivation. 3. Recognize the importance of both intrinsic and extrinsic motivators.
- 3. Motivation The process by which behaviour is mobilised and sustained in a work setting in the interest of achieving organisational goals. The expenditure of effort toward achieving aThe expenditure of effort toward achieving a goal because it satisfies an important need. Content (needs) theories Process theories
- 4. Content (need) Theories Maslow’s needs theory Adlerfer’s ERG theory Hertzberg's two-factor theoryHertzberg's two-factor theory McClelland’s theory of learned needs (achievement, power, affiliation)
- 5. Maslow’s Needs Theory Lower order needs must be satisfied before higher level needs are activated Deficiency (lower order) needs Physiological: water, air, food, sleepPhysiological: water, air, food, sleep Security: safety, freedom from environmental threat Growth (higher order) needs Affiliation: social, group affiliation, physical love Esteem: self-respect and respect from others Self-actualisation: self-fulfillment and personal development leading to one’s full potential
- 6. Maslow’s Hierarchy of Needs Maslow’s Original Hierarchy of Needs Once a lower-level need is satisfied, its impact diminishes and the individual can progress to the next higher level need. Physical needs Safety needs Belonging needs Esteem needs Need for self actualisation the next higher level need.
- 7. McClelland’s Theory A theory of motivation based on the premise that people acquire or learn certain needs from their culture Cultural influencesCultural influences Family Peer groups Popular media (e.g. television shows) When the need becomes strong enough, a person will work to satisfy it.
- 8. McClelland’s Theory The Need for Achievement –the need to succeed or excel in areas of significance to the personto the person The Need for Power – the need to control the activities of other people The Need for Affiliation – the need to interact with, and be liked by other people
- 9. Process Theories Expectancy Theory Equity Theory Goal-setting TheoryGoal-setting Theory
- 10. Expectancy Theory Motivation results from deliberate choices to engage in activities in order to achieve worthwhileorder to achieve worthwhile outcomes.
- 11. Key Components of Expectancy Theory Expectancy A subjective estimate of the probability that a increased effort will lead to the desired performance InstrumentalityInstrumentality An individual’s estimate of the probability that a increased performance will lead to desired outcomes Valence The value a person places on a particular outcome
- 12. Enhancing Motivation Provide training to raise skill levels that increase the performance capabilities of employees (Expectancy) Provide assurance to employees that good performance will lead to a reward system (Instrumentality) Provide rewards that are meaningful and valued by the employees (Valence)
- 13. Intrinsic Motivation Is the belief that an activity (work) can satisfy needs for competence and self-determination. Is affected (increased or reduced) by personal values and perceptions the characteristics of the task the reason for doing the task rewards that become externalised
- 14. Extrinsic Motivation Extrinsic rewards: Limited value can lower employee performance May cause employees to focus narrowly only a task that is rewarded May cause a rush through a job to get a reward May cause employees to feel less free and less determined