This document discusses various theories and concepts related to motivation. It begins by defining motivation and exploring its importance in encouraging employee performance and productivity. Several motivation theories are then summarized in 1-2 sentences each, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and Alderfer's ERG theory. Techniques for increasing motivation like incentives, recognition, and opportunities for growth are also briefly mentioned.

1. Motivation

2. Motivation
● Meaning
● Definitions
● Importance of Motivation
● Types of Movation
● Techniques to increase Motivation
● Theories of Motivation

3. Meaning of motivation
Motivation is an important factor which encourages person to
give their best performance and help in reaching enterprise
goals. A strong positive motivation will enable the increased
output of employee but a negative motivation will reduce their
performance. A Key element in personnal management is
motivation.

4. Definitions of motivation
Belson and satiner:“ A motive is an inner state that
innergizes, activities ,or moves and directs or channels
behaviour goals.”
Lills:“ It is the stimulation of any emotion or Desire
operating upon once will and promoting or dividing it to
action.”
Dubin:“ Motivation is the complex of forces starting and
keeping a person at work in an organisation.”

5. Types of Motivation
When a manager wants to get more work from his subordinate than he will have to motivate them for improving their
performance. The following are the types of motivation.
Positive motivation: positive motivation or incentive motivation is based on reward the workers are offered
incentives achieving the decide goals. The insanitives may be in the shape of more pay ,promotion, recognisation of work,
etc. The employees are offered the incenitives and try to improve their performance willingly positive motivation is
achieved by the co -orporation of employee and they have a feeling of happiness.
Negative motivation: negative or fear motivation is based on force or fear fear courses employees to
act in a certain way in case they do not act accordingly then they may be punished with the
demotions or lay offers the fear act as a push mechanism this type of motivation generally
becomes a cause of industrial unrest.

6. Theories of Motivation
● Maslow’s need hierarchy theory
● Alderfer’s ERG theory
● Herzberg’s two factor theory
● Vroom ‘s expectancy theory
● McClelland’s need theory
● Goal setting theory
● McGregor’s theory X and theory Y
● Theory Z
● Power and lower model of Motivation

7. Importance of Motivation

8. Importance of motivation
1. High performance: Motivated employees will put maximum efforts for achieving
organisational goals .Better performance will also result in higher productivity. Motivation will
act as a stimulant for improving the performance of employees.
2. Low employee turn over : When the employees are not satisfy with their job then they will leave
it when ever they get an alternative offer . When the employees are satisfied with their jobs
and they are well motivated by offering them financial and non financial in sanitives than
they will not leave the job.
3. Acceptibility to change : The changing social and industrial situation will require
changes and improvements in the working of enterprises. When the employees are given
various opportunities of development than they can easily adapt to new situations.

9. 4.Organisational image:
Those enterprise which offer better monitory and non
monetary facility to their employees have a better image
among them .Since there is a better man power to
development program the employees will like to join search
organisation motivational efforts will simplify personal
function also.

10. Techniques to increase Motivation

11. Theories of motivation
● Maslow’s ’s need hierarchy theory
● Herzberg’s two factor theory
● Alderfer’s ERG theory
● McClelland’s need theory
● McGregor’s theory X and theory Y
● Theory Z
● Goal setting theory
● Poter and lower model of motivation
● Vroom’s expectancy theory

12. Maslow’s need hierarchy theory
These theory is introduced in 1943 by physiologist in USA of Abraham maslos. This theory shows the basic
human needs in hierarchy.

13. These need hierarchy can be explained as follows :
● Physiological needs: There are basic boardly needs comparison of Hunger thirst shelter clothing
air and other necessity of life .
● Safety need: The second needs are safety and security needs. In today's civilized society a person is
usually protected from physical danger or thirds of violence etc.so that, the safety and security needs the
well upon economic and job security.
● Social needs: Man is a social animal ,he wants to belong to a social group where these emotion need
for love, affection, warmth and friendship are satisfied.
● Esteemed needs : Self esteem needs which are concerned with self respect, self
confidence,recognization,appreciations ,prestige ,power and control.
● Self Actualization needs: After all his other needs are full field a man has the desire for
personal achievement. he wants to do something which is challenging and since this challenge gives him
enough push and intiative to work it is beneficial to him and the society.

14. Critical Analysis of Maslow’s theory
Maslow theory has been widely appreciate.
● It helps the manager in understanding how to motivate the employees.
● This theory is very simple common and easy to understandable.
● It accounts for both interpersonal and intrapersonal variation in human behaviour
But despite the appreciation for this theory it has been criticized by many
on the following grounds.
● Researchers have prove that there is lack of hierarchical structure of Neet as suggested by
maslow throw every individual has some over ordering for this need certificate some people
may be deprived for their lower level needs but may try for self actualization needs.
● Need and certificate of needs is a physiological feeling.
● Some people say that hierarchy of need simply does not exist .At all level needs are present
at given time.
● Another problem with these theory is the operationalisation of his concept which make it
difficult for the researchers to test his theory

15. Herzberg’s two factor theory
Hygiene factor : hygiene factors all the maintenance factor do not motivate people
they simply prevent dcrts vacation and maintenance status quotes as they maintain a
zero level of motivation.
There are maintenance or hygiene factors
● Company policy
● Technical supervision
● Interpersonal relations with supervisor
● Interpersonal relation with subordinates
● Salary
● Job security
● Personal life
● Working condition
● Status
Motivational factors: these factors are in vinsik in nature and
are related to the job the motivational factors have a positive effect on
job satisfaction and open result is and increase in total output.
Hard work concluded that six factor motivate the employees:
● Achievement
● Advancement
● Possibility of growth
● Recognization
● Work itself
● Responsibility
Critical analysis of the theory
● Not conclusive :Harzberg study was limited to the engineers and Accountants the Citrix say
that theory is not conclusive.
● Methodology: this methodology is defective because such information will always be
subjective and biased.
● Job enrichment: this theory has given too much emphasis on job in Richmond and has totally
ignored job satisfaction of the workers.

16. Alderfer’s ERG theory
The erg need theory developed by elder for condenses the five needs given by maslows into 3 needs the erg word is
derived from the first letters of each of these levels of needs these needs are below:
Existence needs: The existence needs combined the physiological and safety needs of Maslow's model.These needs
include the basics survival needs of human beings needs for physical and need physiological safety from thirds of people
existence and well being.
Relatedness needs: The relatedness needs include meslo social and steam needs which are derived from the other
people these include relations with other people we care about these needs are satisfied by personal relations and social
interaction.
Growth needs: these needs are similar to Maslow's self actualization needs days needs will be satisfied only if
an individual involves himself in activities of the organisation and searches for new challenges and opportunities
Advantages of ERG theory
● Alderfer’s theory is more consistent with our knowledge of individual difference among people .Every individual will have
different importance for different group of needs depending upon his education family background and culture environment.
● ERG theory takes the strong point of the earlier content theories but it is less restrictive and limiting as compared to the
others.
Limitations of ERG theory
● The ERG theory does not offer clear cut guidance this theory says that an individual can satisfy any of the threee
needs first. but how will we determine which of the three need is more important to that person.
● This theory is a new concept of compare to the Maslow's theory.