Motivation and Theories of Motivation
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Motivation is what drives people to action and helps them achieve their goals. There are several theories of motivation. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic physiological needs, then safety, social, esteem, and self-actualization needs. Herzberg's two-factor theory distinguishes between intrinsic job factors like achievement that bring satisfaction and extrinsic job factors like company policies that prevent dissatisfaction. McClelland identified three needs that drive motivation: achievement, affiliation, and power. Understanding different motivation theories can help managers stimulate employees to accomplish organizational objectives.
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- McGregor's Theory X and Y which view employee motivation differently.
- Herzberg's two-factor theory distinguishing between hygiene and motivation factors.
- Expectancy theory which predicts that effort, performance and rewards influence motivation.
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2. Elton Mayo found workers are motivated by social factors like interaction and attention from managers.
3. Abraham Maslow's hierarchy of needs theory proposes workers must have lower level needs met like pay before pursuing higher needs like fulfillment.
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Motivation
What is the motivation? why is motivation important? What type of motivation do we use in the organization?
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The document discusses several theories of motivation including:
1. Maslow's hierarchy of needs which proposes that people are motivated to fulfill physiological, safety, social, esteem, and self-actualization needs in that order.
2. Herzberg's two-factor theory which distinguishes between motivational factors like achievement that increase job satisfaction and hygiene factors like salary that prevent dissatisfaction.
3. Vroom's expectancy theory which proposes that motivation depends on expectations of effort leading to performance and rewards, known as expectancy, instrumentality, and valence.
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This document discusses motivation in the workplace. It defines motivation as an important factor that encourages employees to perform well and help achieve organizational goals. The purpose of motivation is to create conditions where employees are willing to work enthusiastically to achieve the organization's goals. Motivation increases employee efficiency, productivity, quality, and job satisfaction. Theories of motivation discussed include Maslow's hierarchy of needs, Herzberg's hygiene and motivational factors, and McGregor's X and Y theory. Demotivated employees can be identified through absenteeism, turnover, accidents, waste, and indiscipline. Steps to motivate include understanding employee positions, developing motivational tools, selecting tools, communication, and follow-up. Types of motivation
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The document discusses various theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, and the job characteristics model. It also covers intrinsic and extrinsic motivation, job satisfaction, and factors that influence counterproductive work behaviors. Key topics include what motivates individual performance, the relationship between job satisfaction and organizational outcomes, and balancing work and family responsibilities.
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Explain motivation as a need-satisfying process.
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Describe Herzberg’s motivation-hygiene theory.
Explain Herzberg’s views of satisfaction and dissatisfaction.
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Motivation in Hospital Management.pptx
This document discusses several theories of motivation, including:
- Maslow's hierarchy of needs which proposes humans have physiological, safety, social belonging, esteem, and self-actualization needs.
- Herzberg's two-factor theory which distinguishes between motivators like achievement that provide satisfaction and hygiene factors like salary that prevent dissatisfaction.
- Vroom's expectancy theory which states motivation depends on expectancy, instrumentality, and valence - the belief that effort will lead to performance and rewards.
The document also examines barriers to motivation like misaligned goals and discusses overcoming them through leadership, rewards, organizational climate, and work structure.
Motivation
This is a presentation on motivation, types and theories. Our motive defines our inner state of our mind, activates and directs our behaviour.
Some of the theories explain the relationship between managers and employees
Theories of Motivation
Maslow's hierarchy of needs theory states that people are motivated to fulfill basic needs like physical survival and safety before pursuing higher level needs like love, esteem, and self-actualization. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like salary that prevent dissatisfaction. Equity theory proposes that people are motivated to maintain fairness in relationships based on comparing their inputs and outcomes to relevant others. Role clarity theory suggests that clearly defining expectations motivates better performance. Achievement motivation theory identifies the need for achievement, power, and affiliation as key drivers of behavior.
Motivation
The document discusses motivation and its key elements. It defines motivation as the force that drives a person to act. There are two main types of motivation: intrinsic, which comes from within, and extrinsic, which is influenced by outside forces like rewards. Several theories of motivation are explained, including Maslow's hierarchy of needs, ERG theory, Herzberg's two-factor theory, and McClelland's three needs theory. Process theories like equity theory and Vroom's expectancy theory are also covered. The document provides an overview of major concepts and theories related to motivation.
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Introduction to objective, scope and outcome the subject
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Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
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Motivation and Theories of Motivation
- 2. MOTIVATION Motivation is the word derived from ‘motive’ which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals. Motivation is a characteristics that helps you achieve your goal. It’s the drive that pushes a person to work hard
- 4. HIERARCHY THEORY OF MOTIVATION Abraham Maslow
- 5. PHYSIOLOGICAL NEEDS- These are the basic needs of air water food shelter. In other words, physiological needs are the needs of basic amenities of life. SAFETY NEEDS- Safety needs include physical, environmental and emotional safety and protection. For ex. Job security and financial security SOCIAL NEEDS- Social needs include the need of love, affection, care, belongingness and friendship ESTEEM NEEDS- Esteem needs are of two types : internal esteem(self-respect, achievement and friendship) and external esteem needs(recognition, power, status) SELF-ACTUALIZATION NEEDS- Drive to become what the person is capable of becoming
- 6. Theory X and Theory Y
- 7. Theory X – Assumes that workers inherently dislike work and must therefore be directed or even coerced into performing it. It is also assumed that workers have little ambition and avoid responsibility Theory Y - Assumes that worker can view work as being as natural as rest or play and therefore the person can exercise self-direction, desire responsibility and like to work. McGregor himself believed that Theory Y assumptions were more valid than Theory X. He proposed ideas as participation decision making, responsible and challenging jobs, and good group relations to maximize an employee’s job motivation.
- 9. Job satisfaction and job dissatisfaction are important factors of Herzberg’s motivation theory Job satisfaction and Job dissatisfaction are created by different factors Hygiene factors- Extrinsic (Environmental) factors that create job dissatisfaction. Motivators- Intrinsic (Psychological) factors that create job satisfaction. According to Herzberg, the factor that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction. Herzberg suggested that the opposite of satisfaction was not dissatisfaction. Removing dissatisfying characteristics from a job does not make the job satisfying . Manager will only be able to bring about peace but not necessarily motivation .
- 10. McCLELLAND’S THEORY OF NEEDS NEED FOR ACHIEVEMENT: is the drive to excel, to achieve in relationship to a set of standards. NEED FOR AFFILIATION: is the desire for friendly and close inter-personal relationships. NEED FOR POWER: is the need to make others behave in a way they would not have otherwise.
- 11. THANK YOU