Motivation theories
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This document discusses several theories of motivation. It begins by defining motivation and providing examples. It then outlines five major motivation theories: Maslow's hierarchy of needs, Herzberg's two-factor theory, McGregor's Theory X and Y, Alderfer's ERG theory, and expectancy theory. For each theory, it briefly explains the key aspects and how managers can apply them to motivate workers. The document concludes by stating it referenced information from the web, textbooks, and discussions with friends to compile the content.
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Motivation Needs & Drives
Topic: Motivation Needs & Drives
Student Name: Rubina
Class: M.Ed.
Project Name: “Young Teachers' Professional Development (TPD)"
"Project Founder: Prof. Dr. Amjad Ali Arain
Faculty of Education, University of Sindh, Pakistan
Motivation
Motivation refers to the process by which a person's efforts are energized, directed, and sustained towards attaining a goal. There are three key elements: energy, direction, and persistence. Motivation theories include Maslow's hierarchy of needs theory, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's three-needs theory. These theories provide different perspectives on understanding human motivation and what drives employee performance.
Hunger
The document discusses several theories of motivation:
- Cognitive dissonance theory proposes that people are motivated to resolve inconsistencies between their beliefs and behaviors.
- Instinct theory suggests that motivation comes from innate instincts and behaviors that are species-specific.
- Drive reduction theory views motivation as stemming from drives to reduce physiological or learned needs.
- Opponent-process theory describes how emotional reactions trigger opposite subsequent emotions.
- Maslow's hierarchy of needs proposes that people are motivated to fulfill basic needs before pursuing higher-level needs like esteem and self-actualization.
- Cognitive theories view motivation as influenced by expectations, self-efficacy, and the desire for cognitive consistency.
Theories of motivation: Maslow's hierarchy of needs
A project to promote conceptual learning for all;
Dr. Amjad ali arain; University of Sind; Faculty of Education; Pakistan
Theories of motivation: Maslow's hierarchy of needs
Maslow Hierarchy need theory
This document discusses motivation and Maslow's hierarchy of needs. It defines motivation and explains its importance in achieving organizational goals and improving employee performance. It then provides an overview of Abraham Maslow and his hierarchy of needs theory, which proposes that people are motivated to fulfill basic needs first, and later move on to social, esteem, and self-actualization needs. The hierarchy includes physiological, safety, social, esteem, and self-actualization needs. The document also notes some criticisms of Maslow's theory.
Motivation
1) Maslow's hierarchy of needs describes 5 categories of human needs that motivate behavior: physiological needs, safety needs, love and belonging needs, esteem needs, and self-actualization needs.
2) Motivation comes from fulfilling basic needs on the bottom of the pyramid before addressing higher needs. It is also influenced by competence, relatedness, and autonomy according to self-determination theory.
3) Intrinsic motivation comes from internal rewards like enjoyment, while extrinsic motivation involves external rewards like money or praise.
Mitivation and motivation theory
1. The document discusses several theories of motivation including Maslow's hierarchy of needs theory, Herzberg's two-factor theory, and McGregor's Theory X and Theory Y.
2. Maslow's hierarchy proposes that people are motivated to fulfill basic physiological needs first before moving up through additional needs such as safety, social belonging, esteem and self-actualization. Herzberg identified motivators related to the work itself that create satisfaction as well as hygiene factors whose absence can cause dissatisfaction.
3. McGregor's Theory X assumes people dislike work while Theory Y assumes people can find work motivating with the right conditions. The document analyzes the implications of each theory on management practices
Erg theory
ERG theory proposes that human motivation is driven by three core needs: existence needs related to basic material survival, relatedness needs concerning social relationships, and growth needs regarding self-improvement. These needs exist in a hierarchy that can change depending on circumstances, with existence needs becoming most important under threats to physical or economic well-being. The theory was developed by Clayton Alderfer as a simplified version of Maslow's hierarchy of needs.
Recommended
Motivation Needs & Drives
Topic: Motivation Needs & Drives
Student Name: Rubina
Class: M.Ed.
Project Name: “Young Teachers' Professional Development (TPD)"
"Project Founder: Prof. Dr. Amjad Ali Arain
Faculty of Education, University of Sindh, Pakistan
Motivation
Motivation refers to the process by which a person's efforts are energized, directed, and sustained towards attaining a goal. There are three key elements: energy, direction, and persistence. Motivation theories include Maslow's hierarchy of needs theory, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's three-needs theory. These theories provide different perspectives on understanding human motivation and what drives employee performance.
Hunger
The document discusses several theories of motivation:
- Cognitive dissonance theory proposes that people are motivated to resolve inconsistencies between their beliefs and behaviors.
- Instinct theory suggests that motivation comes from innate instincts and behaviors that are species-specific.
- Drive reduction theory views motivation as stemming from drives to reduce physiological or learned needs.
- Opponent-process theory describes how emotional reactions trigger opposite subsequent emotions.
- Maslow's hierarchy of needs proposes that people are motivated to fulfill basic needs before pursuing higher-level needs like esteem and self-actualization.
- Cognitive theories view motivation as influenced by expectations, self-efficacy, and the desire for cognitive consistency.
Theories of motivation: Maslow's hierarchy of needs
A project to promote conceptual learning for all;
Dr. Amjad ali arain; University of Sind; Faculty of Education; Pakistan
Theories of motivation: Maslow's hierarchy of needs
Maslow Hierarchy need theory
This document discusses motivation and Maslow's hierarchy of needs. It defines motivation and explains its importance in achieving organizational goals and improving employee performance. It then provides an overview of Abraham Maslow and his hierarchy of needs theory, which proposes that people are motivated to fulfill basic needs first, and later move on to social, esteem, and self-actualization needs. The hierarchy includes physiological, safety, social, esteem, and self-actualization needs. The document also notes some criticisms of Maslow's theory.
Motivation
1) Maslow's hierarchy of needs describes 5 categories of human needs that motivate behavior: physiological needs, safety needs, love and belonging needs, esteem needs, and self-actualization needs.
2) Motivation comes from fulfilling basic needs on the bottom of the pyramid before addressing higher needs. It is also influenced by competence, relatedness, and autonomy according to self-determination theory.
3) Intrinsic motivation comes from internal rewards like enjoyment, while extrinsic motivation involves external rewards like money or praise.
Mitivation and motivation theory
1. The document discusses several theories of motivation including Maslow's hierarchy of needs theory, Herzberg's two-factor theory, and McGregor's Theory X and Theory Y.
2. Maslow's hierarchy proposes that people are motivated to fulfill basic physiological needs first before moving up through additional needs such as safety, social belonging, esteem and self-actualization. Herzberg identified motivators related to the work itself that create satisfaction as well as hygiene factors whose absence can cause dissatisfaction.
3. McGregor's Theory X assumes people dislike work while Theory Y assumes people can find work motivating with the right conditions. The document analyzes the implications of each theory on management practices
Erg theory
ERG theory proposes that human motivation is driven by three core needs: existence needs related to basic material survival, relatedness needs concerning social relationships, and growth needs regarding self-improvement. These needs exist in a hierarchy that can change depending on circumstances, with existence needs becoming most important under threats to physical or economic well-being. The theory was developed by Clayton Alderfer as a simplified version of Maslow's hierarchy of needs.
Motivation Slides
This document discusses different perspectives on motivation:
- Instinct theory proposes that motivation comes from instincts like nest-building in birds. Drive-reduction theory says physiological needs create arousal states that motivate behavior to reduce the drive.
- Arousal theory suggests people are motivated to reach an optimal state of alertness. Too little or too much arousal hinders performance.
- Maslow's hierarchy of needs proposes basic physiological needs must be met before safety, belonging, esteem, and self-actualization needs can motivate behavior.
Employee motivation
The document summarizes research on the four fundamental drives that motivate human behavior: acquiring resources, bonding with others, comprehending one's environment, and defending oneself and one's group. Two studies found that organizations able to meet these four drives explained about 60% of variance in employee motivation measures like engagement, satisfaction, and retention. Specifically, fulfilling the drive to bond most improved commitment, while meeting the drive to comprehend boosted engagement. However, satisfying all four drives together had the greatest impact on motivational outcomes.
Maslow’s theory of Motivation
The document summarizes several theories of motivation, including:
- Maslow's hierarchy of needs which arranges human needs in a pyramid from basic physiological needs to safety, love, esteem, and self-actualization.
- Herzberg's two-factor theory which distinguishes between motivators like achievement and responsibility that improve job satisfaction, and hygiene factors like salary and working conditions that prevent dissatisfaction.
- The document recommends applying these theories in business by ensuring challenging work, giving increasing responsibility and autonomy as ability grows, and optimizing jobs to fully utilize employee skills. It notes the theories may oversimplify human motivation.
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 2
Here are some key points to reflect on:
- What truly inspires you and gives you a sense of purpose each day? Consider your core values and life goals.
- How do you find meaning and motivation? Through relationships with others? Personal growth and challenges? Contributing to positive change?
- What energizes and fulfills you versus what might be more superficial desires? Distinguishing intrinsic from extrinsic motivations can provide insight.
- Our priorities naturally evolve over time. Periodically revisiting what really matters most can help ensure you continue growing as a person.
Taking time for self-reflection is valuable for understanding yourself and staying engaged by the things that truly light your inner fire. Wishing
Aiderfers erg theory
This document provides an overview of Alderfer's ERG Theory of motivation. It begins with defining motivation and listing factors that influence it. It then discusses Maslow's Hierarchy of Needs and introduces Alderfer's modification called the ERG Theory. The ERG Theory categorizes motivational needs into Existence needs, Relatedness needs, and Growth needs. It describes each need level and explains the relationships between levels, including satisfaction-progression and frustration-regression.
Erg and expectancy theory
ERG theory proposes that there are three categories of needs that motivate behavior: existence needs, relatedness needs, and growth needs. Existence needs are basic material needs like food and shelter. Relatedness needs focus on maintaining relationships and interacting with others. Growth needs involve personal development and fulfilling meaningful work. The theory argues that people are motivated to fulfill these different needs and may do so in a non-hierarchical manner, addressing multiple needs simultaneously rather than sequentially as proposed in Maslow's hierarchy of needs.
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Motivation is the driving force that impels individuals to action and is important for managers to promote productivity in employees. There are two types of needs that motivate individuals: innate needs which are physiological requirements for survival like food and water, and acquired needs which are learned from one's culture or environment. A model of motivation shows that unfulfilled needs, wants, or desires create tension that drives behavior aimed at a goal, with the goal's fulfillment then reducing the tension.
Ppt mtivation
1) The document discusses several theories of motivation including Maslow's hierarchy of needs, McClelland's need for achievement theory, and Herzberg's two-factor theory.
2) Maslow's hierarchy proposes that people are motivated to fulfill basic physical and psychological needs before seeking higher-level needs like self-esteem and self-actualization.
3) Herzberg differentiated between motivators like achievement that improve satisfaction and hygiene factors like policies that prevent dissatisfaction.
Motivation
Motivation refers to understanding why humans behave as they do and is concerned with identifying and directing goals. Motives influence behavior by helping people choose stimuli and act with greater energy toward attaining goals. Abraham Maslow expressed human needs and motives in a hierarchical order moving from physiological needs to esteem needs, love and belongingness, safety needs, and ultimately self-actualization. There are physiological drives like hunger present at birth and psychological/social drives related to parenting, peers, and competence that develop over time through punishment, reward, and reinforcement. Motivating others can be done through force, enticement, or identification.
Motivation theories
This document summarizes several motivation theories including:
- Maslow's hierarchy of needs which categorizes needs into physiological, safety, social, esteem, and self-actualization.
- Herzberg's two-factor theory distinguishes between motivational factors like achievement and hygiene factors like pay.
- Alderfer's ERG theory groups needs into existence, relatedness, and growth.
- Vroom's expectancy theory proposes that motivation depends on expectancy, instrumentality, and valence in relationships between effort, performance, and rewards.
- Equity theory suggests individuals compare their inputs/outcomes to referents and seek to correct inequities through changing inputs/outcomes or perceptions.
Erg theory
Clayton P. Alderfer's ERG theory from 1969 condenses Maslow's five human needs into three categories: Existence, Relatedness and Growth.
1. Existence Needs
Include all material and physiological desires (e.g., food, water, air, clothing, safety, physical love and affection). Maslow's first two levels.
2. Relatedness Needs
Encompass social and external esteem; relationships with significant others like family, friends, co-workers and employers . This also means to be recognized and feel secure as part of a group or family. Maslow's third and fourth levels.
3. Growth Needs
Internal esteem and self actualization; these impel a person to make creative or productive effects on himself and the environment (e.g., to progress toward one's ideal self). Maslow's fourth and fifth levels. This includes desires to be creative and productive, and to complete meaningful tasks.
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Intramurals involve individual and team sports competitions that showcase values like sportsmanship, acceptance of fair results, teamwork, unselfishness, and prioritizing the team's goal over individual goals. A motivational message encourages the grade 8 Mighty Knights team to fight like true knights to reach their goals through hard work and sacrifice, giving their opponents a memorable fight.
Concept of motive & motivation & mallows need or hierarchy theory
This document discusses Maslow's hierarchy of needs theory of motivation. The theory proposes that people are motivated to fulfill basic needs before moving on to other needs. The hierarchy consists of 5 levels from basic physiological needs like food and water to more advanced needs like esteem and self-actualization. Maslow's theory suggests that lower level needs must be satisfied before higher level needs can motivate behavior. The document provides examples of each level of needs and explains that once a need is met, it no longer motivates individuals to pursue it further.
Motivation
This document summarizes several theories of motivation:
1. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic physiological needs first, then safety, social, esteem, and self-actualization needs.
2. Herzberg's two-factor theory distinguishes between motivational factors like challenging work that increase job satisfaction, and hygiene factors like salary that prevent dissatisfaction.
3. Equity theory suggests that individuals are motivated to maintain equity or fairness in how their job inputs and outcomes compare to others. When inequities are perceived, people try to restore equity through changing inputs, outcomes, or perceptions.
Behavioral approach
This document summarizes Abraham Maslow's hierarchy of needs and Douglas McGregor's Theory X and Theory Y approaches to management. Maslow proposed that human needs are arranged in a hierarchy from basic physiological needs to safety, social belonging, esteem, and self-actualization needs. McGregor suggested managers have either Theory X assumptions that employees dislike work and need close supervision, or Theory Y assumptions that employees can self-manage with the right environment. The document provides organizational examples of applying these theories to motivate employees and encourage responsibility.
Motivational theory based on needs
This document summarizes three motivational theories: Maslow's hierarchy of needs, Alderfer's ERG theory, and McClelland's learned needs theory. Maslow's hierarchy proposes that human needs are arranged in a hierarchy from basic physiological needs to self-actualization. Alderfer's ERG theory modified Maslow's model into three categories: existence, relatedness, and growth needs. McClelland identified three dominant motivators - need for achievement, affiliation, and power - that influence people's characteristics.
Theories of motivasion
1. The document discusses several theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, McGregor's Theory X and Y, McClelland's needs theory, Alderfer's ERG theory, and Skinner's reinforcement theory.
2. Maslow's hierarchy proposes five levels of needs - physiological, safety, love, esteem, and self-actualization - that motivate people. Herzberg separated factors into hygiene and motivators.
3. Theory X and Y describe different views of employee motivation. McClelland identified three needs - achievement, affiliation and power - that drive motivation. Alderfer grouped needs into existence, relatedness and growth.
Motivation
This document discusses theories of motivation. It defines motivation as the process by which a person's efforts are energized, directed, and sustained towards attaining a goal. Key elements of motivation include energy, direction towards goals, and persistence in effort. Theories discussed include Maslow's hierarchy of needs, McGregor's theory X and Y, McClelland's three needs theory, and Herzberg's two-factor theory. Herzberg's theory proposes that intrinsic factors like achievement and recognition lead to job satisfaction, while extrinsic hygiene factors like salary and work conditions prevent dissatisfaction but do not necessarily motivate.
How do you stay motivated?
In 1943 Abraham Maslow devised a motivational theory, His 'hierarchy of needs' focuses on the various levels of motivation an individual can progress through. We've examined these levels in comparison to business ownership and management.
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Motivation Slides
This document discusses different perspectives on motivation:
- Instinct theory proposes that motivation comes from instincts like nest-building in birds. Drive-reduction theory says physiological needs create arousal states that motivate behavior to reduce the drive.
- Arousal theory suggests people are motivated to reach an optimal state of alertness. Too little or too much arousal hinders performance.
- Maslow's hierarchy of needs proposes basic physiological needs must be met before safety, belonging, esteem, and self-actualization needs can motivate behavior.
Employee motivation
The document summarizes research on the four fundamental drives that motivate human behavior: acquiring resources, bonding with others, comprehending one's environment, and defending oneself and one's group. Two studies found that organizations able to meet these four drives explained about 60% of variance in employee motivation measures like engagement, satisfaction, and retention. Specifically, fulfilling the drive to bond most improved commitment, while meeting the drive to comprehend boosted engagement. However, satisfying all four drives together had the greatest impact on motivational outcomes.
Maslow’s theory of Motivation
The document summarizes several theories of motivation, including:
- Maslow's hierarchy of needs which arranges human needs in a pyramid from basic physiological needs to safety, love, esteem, and self-actualization.
- Herzberg's two-factor theory which distinguishes between motivators like achievement and responsibility that improve job satisfaction, and hygiene factors like salary and working conditions that prevent dissatisfaction.
- The document recommends applying these theories in business by ensuring challenging work, giving increasing responsibility and autonomy as ability grows, and optimizing jobs to fully utilize employee skills. It notes the theories may oversimplify human motivation.
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 2
Here are some key points to reflect on:
- What truly inspires you and gives you a sense of purpose each day? Consider your core values and life goals.
- How do you find meaning and motivation? Through relationships with others? Personal growth and challenges? Contributing to positive change?
- What energizes and fulfills you versus what might be more superficial desires? Distinguishing intrinsic from extrinsic motivations can provide insight.
- Our priorities naturally evolve over time. Periodically revisiting what really matters most can help ensure you continue growing as a person.
Taking time for self-reflection is valuable for understanding yourself and staying engaged by the things that truly light your inner fire. Wishing
Aiderfers erg theory
This document provides an overview of Alderfer's ERG Theory of motivation. It begins with defining motivation and listing factors that influence it. It then discusses Maslow's Hierarchy of Needs and introduces Alderfer's modification called the ERG Theory. The ERG Theory categorizes motivational needs into Existence needs, Relatedness needs, and Growth needs. It describes each need level and explains the relationships between levels, including satisfaction-progression and frustration-regression.
Erg and expectancy theory
ERG theory proposes that there are three categories of needs that motivate behavior: existence needs, relatedness needs, and growth needs. Existence needs are basic material needs like food and shelter. Relatedness needs focus on maintaining relationships and interacting with others. Growth needs involve personal development and fulfilling meaningful work. The theory argues that people are motivated to fulfill these different needs and may do so in a non-hierarchical manner, addressing multiple needs simultaneously rather than sequentially as proposed in Maslow's hierarchy of needs.
Motivation marketing
Motivation is the driving force that impels individuals to action and is important for managers to promote productivity in employees. There are two types of needs that motivate individuals: innate needs which are physiological requirements for survival like food and water, and acquired needs which are learned from one's culture or environment. A model of motivation shows that unfulfilled needs, wants, or desires create tension that drives behavior aimed at a goal, with the goal's fulfillment then reducing the tension.
Ppt mtivation
1) The document discusses several theories of motivation including Maslow's hierarchy of needs, McClelland's need for achievement theory, and Herzberg's two-factor theory.
2) Maslow's hierarchy proposes that people are motivated to fulfill basic physical and psychological needs before seeking higher-level needs like self-esteem and self-actualization.
3) Herzberg differentiated between motivators like achievement that improve satisfaction and hygiene factors like policies that prevent dissatisfaction.
Motivation
Motivation refers to understanding why humans behave as they do and is concerned with identifying and directing goals. Motives influence behavior by helping people choose stimuli and act with greater energy toward attaining goals. Abraham Maslow expressed human needs and motives in a hierarchical order moving from physiological needs to esteem needs, love and belongingness, safety needs, and ultimately self-actualization. There are physiological drives like hunger present at birth and psychological/social drives related to parenting, peers, and competence that develop over time through punishment, reward, and reinforcement. Motivating others can be done through force, enticement, or identification.
Motivation theories
This document summarizes several motivation theories including:
- Maslow's hierarchy of needs which categorizes needs into physiological, safety, social, esteem, and self-actualization.
- Herzberg's two-factor theory distinguishes between motivational factors like achievement and hygiene factors like pay.
- Alderfer's ERG theory groups needs into existence, relatedness, and growth.
- Vroom's expectancy theory proposes that motivation depends on expectancy, instrumentality, and valence in relationships between effort, performance, and rewards.
- Equity theory suggests individuals compare their inputs/outcomes to referents and seek to correct inequities through changing inputs/outcomes or perceptions.
Erg theory
Clayton P. Alderfer's ERG theory from 1969 condenses Maslow's five human needs into three categories: Existence, Relatedness and Growth.
1. Existence Needs
Include all material and physiological desires (e.g., food, water, air, clothing, safety, physical love and affection). Maslow's first two levels.
2. Relatedness Needs
Encompass social and external esteem; relationships with significant others like family, friends, co-workers and employers . This also means to be recognized and feel secure as part of a group or family. Maslow's third and fourth levels.
3. Growth Needs
Internal esteem and self actualization; these impel a person to make creative or productive effects on himself and the environment (e.g., to progress toward one's ideal self). Maslow's fourth and fifth levels. This includes desires to be creative and productive, and to complete meaningful tasks.
Knights
Intramurals involve individual and team sports competitions that showcase values like sportsmanship, acceptance of fair results, teamwork, unselfishness, and prioritizing the team's goal over individual goals. A motivational message encourages the grade 8 Mighty Knights team to fight like true knights to reach their goals through hard work and sacrifice, giving their opponents a memorable fight.
Concept of motive & motivation & mallows need or hierarchy theory
This document discusses Maslow's hierarchy of needs theory of motivation. The theory proposes that people are motivated to fulfill basic needs before moving on to other needs. The hierarchy consists of 5 levels from basic physiological needs like food and water to more advanced needs like esteem and self-actualization. Maslow's theory suggests that lower level needs must be satisfied before higher level needs can motivate behavior. The document provides examples of each level of needs and explains that once a need is met, it no longer motivates individuals to pursue it further.
Motivation
This document summarizes several theories of motivation:
1. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic physiological needs first, then safety, social, esteem, and self-actualization needs.
2. Herzberg's two-factor theory distinguishes between motivational factors like challenging work that increase job satisfaction, and hygiene factors like salary that prevent dissatisfaction.
3. Equity theory suggests that individuals are motivated to maintain equity or fairness in how their job inputs and outcomes compare to others. When inequities are perceived, people try to restore equity through changing inputs, outcomes, or perceptions.
Behavioral approach
This document summarizes Abraham Maslow's hierarchy of needs and Douglas McGregor's Theory X and Theory Y approaches to management. Maslow proposed that human needs are arranged in a hierarchy from basic physiological needs to safety, social belonging, esteem, and self-actualization needs. McGregor suggested managers have either Theory X assumptions that employees dislike work and need close supervision, or Theory Y assumptions that employees can self-manage with the right environment. The document provides organizational examples of applying these theories to motivate employees and encourage responsibility.
Motivational theory based on needs
This document summarizes three motivational theories: Maslow's hierarchy of needs, Alderfer's ERG theory, and McClelland's learned needs theory. Maslow's hierarchy proposes that human needs are arranged in a hierarchy from basic physiological needs to self-actualization. Alderfer's ERG theory modified Maslow's model into three categories: existence, relatedness, and growth needs. McClelland identified three dominant motivators - need for achievement, affiliation, and power - that influence people's characteristics.
Theories of motivasion
1. The document discusses several theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, McGregor's Theory X and Y, McClelland's needs theory, Alderfer's ERG theory, and Skinner's reinforcement theory.
2. Maslow's hierarchy proposes five levels of needs - physiological, safety, love, esteem, and self-actualization - that motivate people. Herzberg separated factors into hygiene and motivators.
3. Theory X and Y describe different views of employee motivation. McClelland identified three needs - achievement, affiliation and power - that drive motivation. Alderfer grouped needs into existence, relatedness and growth.
Motivation
This document discusses theories of motivation. It defines motivation as the process by which a person's efforts are energized, directed, and sustained towards attaining a goal. Key elements of motivation include energy, direction towards goals, and persistence in effort. Theories discussed include Maslow's hierarchy of needs, McGregor's theory X and Y, McClelland's three needs theory, and Herzberg's two-factor theory. Herzberg's theory proposes that intrinsic factors like achievement and recognition lead to job satisfaction, while extrinsic hygiene factors like salary and work conditions prevent dissatisfaction but do not necessarily motivate.
How do you stay motivated?
In 1943 Abraham Maslow devised a motivational theory, His 'hierarchy of needs' focuses on the various levels of motivation an individual can progress through. We've examined these levels in comparison to business ownership and management.
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Concept of motive & motivation & mallows need or hierarchy theory
Concept of motive & motivation & mallows need or hierarchy theory
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The document discusses human resources management in service businesses. It covers topics like the strategic importance of recruiting, training, and retaining employees; different approaches to HR management and their impact on customer satisfaction; the concept of "emotional labor"; designing jobs and recruiting the right people; retaining employees and linking it to customer retention; and managing people through empowerment versus a production-line approach. The key is choosing a management approach that meets employee and customer needs.
Beyond Empowerment Building a Company of Citizens - by brook manville
This document discusses building companies of citizens beyond employee empowerment. It summarizes the successful democratic system used in ancient Athens and argues modern companies still have hierarchical structures and governance systems from the industrial age. The author advocates adopting participatory structures, communal values, and engagement practices seen in Athens to foster long-term employee loyalty and embrace of company interests, rather than today's focus on short-term employability. Specifically, Athens had flat governance, values balancing individuality and community, and practices ensuring access, process, and consequences engaged citizens. The document argues the Athenian model provides a window into self-governance but not simple prescriptions, and requires a coherent system combining structures, values and practices.
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The document discusses various theories and approaches to motivation in the workplace. It covers traditional approaches like human relations and human resources theories, as well as more contemporary content theories like Maslow's hierarchy of needs and ERG theory. Process theories of motivation like expectancy theory and equity theory are also examined. Reinforcement theory and its use of rewards to motivate behavior is described. The impact of job design, empowerment, and giving work meaning on employee motivation are also discussed.
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This document discusses various concepts related to management and leadership. It covers management functions like planning, organizing, leading, and controlling. It also discusses managerial roles, activities, skills, and different types of managers. The document then covers various leadership concepts like Likert's job-centered and employee-centered leadership styles, Lewin's leadership styles, the structure and consideration leadership model, and several other leadership theories. It also discusses empowerment, impression management, decision making processes, and creativity tools.
Team Building & Employee Empowerment
This document defines teamwork and team building, describing the types and stages of team building. It also defines employee empowerment, outlining the meaning, steps, and process. Regarding team building, it discusses the five stages of forming, storming, norming, performing, and adjourning. For employee empowerment, it provides the benefits such as increased satisfaction, customer service, retention, and motivation. The document also notes potential barriers to empowerment like managers not fully understanding or establishing proper boundaries.
Employee Empowerment
Employee empowerment aims to give workers greater decision-making authority in work-related matters, ranging from offering suggestions to vetoing management decisions in areas like job performance, working conditions, and supervisor evaluations. Empowerment benefits include improved productivity, creativity, innovation, faster decision-making, and better utilization of human resources. Degrees of empowerment range from total management control to self-management where employees make most work-related decisions. For empowerment to be effective, managers must be committed to sharing control and information, while employees need training and skills to make decisions.
ppt on empowerment
This document discusses the concept of employee empowerment. It defines empowerment as sharing power with employees by enabling them to set work goals, make decisions, and solve problems. The document outlines the need for empowerment due to powerlessness and low self-efficacy. It also describes five approaches to empowerment including helping employees achieve job mastery and allowing more control. Characteristics of empowered employees include trust, mutual respect, and involvement in decision making. The significance and benefits of empowerment are improved productivity, creativity, and organizational learning.
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Similar to Motivation theories
Motivation
Here are a few key points on the role of money in motivating Indian employees:
- For most Indian employees, basic financial security and needs are important motivating factors given the country's developing economy. Meeting basic needs like paying bills, supporting a family, saving for the future etc. are priorities. So money does play an important role in motivation.
- However, money alone may not be a long-term sustaining motivator. While pay is important, Indian employees also want meaningful work, growth opportunities, recognition from managers/leaders, an engaging workplace culture etc. Non-monetary factors become increasingly important over time.
- In jobs that are more mundane or repetitive, money could be a stronger motivator
Motivation theory
This document discusses different theories of motivation including Maslow's hierarchy of needs, McGregor's Theory X and Theory Y, and expectancy theory. Maslow's hierarchy proposes that people are motivated to fulfill physiological, safety, love, esteem and self-actualization needs. Theory X assumes workers dislike work while Theory Y assumes workers can be self-motivated. Expectancy theory suggests motivation involves cognitive expectations of rewards for efforts based on abilities. The document provides an overview of key concepts in motivation theory.
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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 Theories
Maslow's hierarchy of needs and McClelland's achievement theory are discussed as motivation theories. Maslow's hierarchy includes physiological, safety, social, esteem, and self-actualization needs arranged from lowest to highest. McClelland identified three needs that motivate: achievement, affiliation, and power. Alderfer's ERG theory grouped needs into existence, relatedness, and growth. Herzberg differentiated between motivators like achievement that increase satisfaction and hygiene factors like salary that decrease dissatisfaction. McGregor's Theory X sees employees as lazy while Theory Y sees them as willing to work with the right conditions.
Self Knowledge by Will
- Maslow's Hierarchy of Needs is a theory proposed by Abraham Maslow in 1943 that identifies and ranks five basic human needs: physiological, safety, love/belonging, esteem, and self-actualization. Lower needs must be satisfied before higher needs.
- Maslow later added two additional needs prior to self-actualization - cognitive and aesthetic needs - and one after - transcendence.
- There is a difference between intrinsic motivation which comes from internal enjoyment of an activity, and extrinsic motivation which comes from external rewards/punishments. Intrinsic motivation generally leads to greater loyalty and dedication from employees.
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This document discusses motivation in the workplace. It begins by defining motivation and explaining that it is concerned with factors that influence employee behavior. It then covers various motivation theories, including:
- Maslow's hierarchy of needs and how satisfying different levels of needs can motivate employees.
- Herzberg's two-factor theory, which distinguishes between intrinsic and extrinsic motivators.
- McGregor's Theory X and Theory Y, which propose that how managers view employee motivation influences how they are motivated.
The document stresses that both intrinsic and extrinsic factors can motivate employees, and managers should understand individual needs and apply appropriate motivational techniques for maximum performance and satisfaction.
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This document discusses various theories of motivation:
- Motivation theories are categorized into internal, process, and external groups. Early philosophers like Weber, Freud, and Smith influenced motivational thinking.
- Maslow's hierarchy of needs and McGregor's Theory X and Theory Y examine lower and higher order needs. Alderfer's ERG theory and McClelland's needs for achievement, power, and affiliation also explore human needs and motives.
- Herzberg's two-factor theory separates hygiene and motivational factors. Expectancy theory examines how valence, expectancy, and instrumentality influence motivation. Equity theory proposes people compare their inputs/outcomes to others.
Educational Leadership (Hmef 5023) Topic 4
There are over 140 definitions of motivation that generally refer to the internal and external forces that direct and sustain human behavior toward achieving certain goals. Motivation theories can be categorized as either content theories, which examine factors like needs and drives, or process theories, which describe how needs translate into behaviors. Some major motivation theories discussed include Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, McClelland's acquired needs theory, expectancy theory, and goal-setting theory. Motivation in organizations can be influenced by both intrinsic and extrinsic factors.
Motivation
This document provides an overview of motivation and its major theories. It discusses both content and process theories of motivation. Content theories, also known as need theories, focus on what motivates human behavior and include Maslow's hierarchy of needs theory, Alderfer's ERG theory, and Herzberg's two-factor theory. Process theories focus on how motivation occurs and include Vroom's expectancy theory, Adams' equity theory, and goal setting theory. The document also summarizes some key motivation theories such as McClelland's achievement motivation theory, McGregor's Theory X and Y, Z theory, Porter and Lawler model, and reinforcement theory.
Motivation
The document discusses several theories of motivation:
- Reinforcement theory and operant conditioning explain how behavior is shaped through rewards and punishments, with rewarded behaviors repeated.
- Needs theories like Maslow's hierarchy of needs and ERG theory propose that unsatisfied needs create tension that motivates behavior aimed at satisfying those needs.
- Process theories like expectancy theory and goal setting theory examine how motivation depends on expectations of rewards from effort and achieving agreed-upon goals.
Motivation moumita
Motivation is an action that stimulates an individual to take a course of action, which will result in an attainment of goals, or satisfaction of certain material or psychological needs of the individual. Motivation is a powerful tool in the hands of leaders. It can persuade convince and propel people to act.
8-workforce Management Notes Management outlines
This document discusses various theories of motivation from management literature. It begins by defining motivation as the process of sustaining goal-directed behavior or the forces that account for an individual's effort at work. It then outlines three main groups of motivational theories: internal theories that examine individual variables, process theories that consider the interaction between individuals and their environment, and external theories that focus on environmental factors. Several influential early philosophers and their views on motivation are mentioned. Content theories like Maslow's hierarchy of needs, Alderfer's ERG theory, and Herzberg's two-factor theory are explained. Process theories involving reinforcement, expectancy, equity, justice, and goal setting are also covered. The document concludes by discussing challenges of motivation
Theories of motivation
Human Resource Management - Prepared during the first semester of M.com in 2019 - referring texts from the library - Marian College Kuttikkanam (Autonomous).
Motivating And Rewarding Employees
This document discusses various theories and strategies for motivating and rewarding employees. It describes motivation as the process by which a person's efforts are energized and sustained toward attaining goals. Several classic motivation theories are examined, including Maslow's hierarchy of needs, McGregor's Theory X and Y, and Herzberg's two-factor theory. McClelland's three needs theory is also covered. The document then discusses strategies for motivating a diverse workforce such as flexible work hours and job sharing. It concludes with suggestions for designing appropriate rewards programs.
Motivation and theories of motivation
This PPT will tell you on what is Motivation, the features and importance of motivation, the Motivational theories and about Motivational Application.
Motivation
This document discusses motivation and provides definitions and theories of motivation. It defines motivation as the willingness to exert effort toward organizational goals in order to satisfy individual needs. Several motivation theories are summarized, including Maslow's hierarchy of needs theory, Alderfer's ERG theory, and McGregor's Theory X and Y. Motivation is described as an internal drive that influences behavior and direction toward goals in order to satisfy needs.
Behavioral School Of Management Thoughts
The document provides an overview of the behavioral school of management thought and its key contributors. It discusses several important forerunners such as Mary Parker Follett, Elton Mayo, Abraham Maslow, Douglas McGregor, and Frederick Herzberg. It summarizes their major works and contributions, including Follett's concepts of group principle and integration, Mayo's Hawthorne Studies, Maslow's hierarchy of needs, McGregor's Theory X and Theory Y, and Herzberg's two-factor theory. The document also covers several theories of motivation developed by researchers such as Vroom, McClelland, Adams, Locke, and Adlerfer. It analyzes concepts from the Ohio and Michigan studies on leadership styles
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The document discusses several theories of motivation. It defines motivation as the process of arousing and sustaining interest in an activity to achieve a goal. It also discusses the difference between needs and wants. Several motivation theories are covered, including Maslow's hierarchy of needs theory, ERG theory, Herzberg's two-factor theory, McClelland's need achievement theory, and Weiner's attribution theory. The implications of motivation theories for management organizations are also discussed.
Motivation.ppt
Motivation theories can be categorized as either content theories, which focus on internal factors like needs and emotions, or process theories, which examine how motivation influences behavior. Key content theories include Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's acquired needs theory. Important process theories are Vroom's expectancy theory, goal setting theory, and equity theory. These theories provide frameworks to understand what motivates individuals and how their motivation can be influenced.
Motivation
1) The document introduces several theories of motivation including Maslow's hierarchy of needs theory, ERG theory, McClelland's theory of needs, goal-setting theory, and Bandura's self-efficacy theory.
2) It also discusses the differences between intrinsic and extrinsic motivation, motivation and satisfaction, Herzberg's two-factor theory, and McGregor's Theory X and Theory Y.
3) The presentation was created by the group "Pandemonium" for their BBA program at Bangladesh University of Business & Technology. It defines motivation and explores various frameworks for understanding human motivation.
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Tom did not go to the cinema with his wife because he wanted to finish a report for his boss. A gust of wind blew the sheet of paper containing his report notes out the window of his 11th story apartment in New York. In a reckless attempt to retrieve the paper, Tom walked along the narrow ledge outside the window. He managed to grab the paper but then discovered that the window was now locked. After breaking back inside, he realized the paper had blown away again but he laughed it off.
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Heartfulness Magazine - June 2024 (Volume 9, Issue 6)
Dear readers,
This month we continue with more inspiring talks from the Global Spirituality Mahotsav that was held from March 14 to 17, 2024, at Kanha Shanti Vanam.
We hear from Daaji on lifestyle and yoga in honor of International Day of Yoga, June 21, 2024. We also hear from Professor Bhavani Rao, Dean at Amrita Vishwa Vidyapeetham University, on spirituality in action, the Venerable BhikkuSanghasena on how to be an ambassador for compassion, Dr. Tony Nader on the Maharishi Effect, Swami Mukundananda on the crossroads of modernization, Tejinder Kaur Basra on the purpose of work, the Venerable GesheDorjiDamdul on the psychology of peace, the Rt. Hon. Patricia Scotland, KC, Secretary-General of the Commonwealth, on how we are all related, and world-renowned violinist KumareshRajagopalan on the uplifting mysteries of music.
Dr. Prasad Veluthanar shares an Ayurvedic perspective on treating autism, Dr. IchakAdizes helps us navigate disagreements at work, Sravan Banda celebrates World Environment Day by sharing some tips on land restoration, and Sara Bubber tells our children another inspiring story and challenges them with some fun facts and riddles.
Happy reading,
The editors
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Lesson 12 - The Blessed Hope: The Mark of the Christian.pptx
Lesson 12 - The Blessed Hope: The Mark of the Christian
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MAGAZINE: THE CAREER THAT IS PROPOSED TO US: The Path of Salvation, Holiness and Perseverance to Reach Heaven
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Presentation: Missionary Celso Napoleon
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Esta lição é uma oportunidade para discutirmos um assunto multo mal interpretado no contexto cristão, que é o fato de algumas pessoas pensarem que o conhecer Jesus é ter a nossa vida mudada em todas as áreas, como se Deus tivesse o dever de transportar-nos deste mundo para um outro mundo onde muitas coisas maravilhosas que desejamos seriam reais. No entanto, a nossa fé não nos tira do mundo após nos convertermos; ao invés disso, permanecemos vivendo sob as mesmas circunstâncias. O propósito de Deus não é nos tirar do mundo, mas nos livrar das ações do maligno (Jo 17.15), Sendo assim, a vida eterna não significa estar fora da realidade deste mundo, mas conhecer o único Deus verdadeiro (Jo 17.3).
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Lucid Dreaming: Understanding the Risks and Benefits
The ability to control one's dreams or for the dreamer to be aware that he or she is dreaming. This process, called lucid dreaming, has some potential risks as well as many fascinating benefits. However, many people are hesitant to try it initially for fear of the potential dangers. This article aims to clarify these concerns by exploring both the risks and benefits of lucid dreaming.
The Benefits of Lucid Dreaming
Lucid dreaming allows a person to take control of their dream world, helping them overcome their fears and eliminate nightmares. This technique is particularly useful for mental health. By taking control of their dreams, individuals can face challenging scenarios in a controlled environment, which can help reduce anxiety and increase self-confidence.
Addressing Common Concerns
Physical Harm in Dreams Lucid dreaming is fundamentally safe. In a lucid dream, everything is a creation of your mind. Therefore, nothing in the dream can physically harm you. Despite the vividness and realness of the dream experience, it remains entirely within your mental landscape, posing no physical danger.
Mental Health Risks Concerns about developing PTSD or other mental illnesses from lucid dreaming are unfounded. As soon as you wake up, it's clear that the events experienced in the dream were not real. On the contrary, lucid dreaming is often seen as a therapeutic tool for conditions like PTSD, as it allows individuals to reframe and manage their thoughts.
Potential Risks of Lucid Dreaming
While generally safe, lucid dreaming does come with a few risks as well:
Mixing Dream Memories with Reality Long-term lucid dreamers might occasionally confuse dream memories with real ones, creating false memories. This issue is rare and preventable by maintaining a dream journal and avoiding lucid dreaming about real-life people or places too frequently.
Escapism Using lucid dreaming to escape reality can be problematic if it interferes with your daily life. While it is sometimes beneficial to escape and relieve the stress of reality, relying on lucid dreaming for happiness can hinder personal growth and productivity.
Feeling Tired After Lucid Dreaming Some people report feeling tired after lucid dreaming. This tiredness is not due to the dreams themselves but often results from not getting enough sleep or using techniques that disrupt sleep patterns. Taking breaks and ensuring adequate sleep can prevent this.
Mental Exhaustion Lucid dreaming can be mentally taxing if practiced excessively without breaks. It’s important to balance lucid dreaming with regular sleep to avoid mental fatigue.
Lucid dreaming is safe and beneficial if done with caution. It has many benefits, such as overcoming fear and improving mental health, and minimal risks. There are many resources and tutorials available for those interested in trying it.
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This book is one of the best of the translated ones, for it has a warning character for all those who find themselves in the experience of material life. Irmão X provides a shrewd way of describing the subtleties and weaknesses that can jeopardize our intentions, making us more attentive and vigilant by providing us with his wise pages, reminding us between the lines of the Master's words: "Pray and watch."
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Tracking "The Blessing" - Christianity · Spiritual Growth · Success
Do you ever feel like your Bible highlighting isn't quite enough to ignite lasting spiritual growth? Have you struggled to retain key takeaways from your Bible study sessions?
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In this video, you'll gain insights on:
How highlighting key verses and themes can enhance memory and retention of Scripture (we see a few key ones, here!)
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How to personalize your Bible study through strategic highlighting. Don't just highlight everything!
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How connecting highlighted passages can reveal deeper biblical truths. By highlighting these connections, you can see the bigger picture and uncover the underlying messages within Scripture.
By the end of this video, you'll be equipped to unlock the hidden potential within your highlighted Bible and embark on a transformative spiritual growth journey! Don't forget to like and subscribe for more inspiring content on deepening your faith.
Note: For Christians seeking to enrich their Bible study and deepen their faith, as well as any other spiritual seeker of truth and growth.
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Mantra Yoga is an exact science. "Mananat trayate iti mantrah- by the Manana (constant thinking or recollection) of which one is protected or is released from the round of births and deaths, is Mantra." That is called Mantra by the meditation (Manana) on which the Jiva or the individual soul attains freedom from sin, enjoyment in heaven and final liberation, and by the aid of which it attains in full the fourfold fruit (Chaturvarga), i.e., Dharma, Artha, Kama and Moksha. A Mantra is so called because it is achieved by the mental process.
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Tracking "The Blessing" - Christianity · Spiritual Growth · Success
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Monthly Khazina-e-Ruhaniyaat Jun’2024 (Vol.15, Issue 2)
Monthly Khazina-e-Ruhaniyaat Jun’2024 (Vol.15, Issue 2)
The Significance of the Locust Army in Revelation 9
The Significance of the Locust Army in Revelation 9
Motivation theories
- 1. VENUE:- NORVIC BUSINESS SCHOOL RELATED TO PRINCIPLE OF MANAGEMENT SUBMITED TO: Mr. Vimal Gurung
- 2. MOTIVATION AND MOTIVATION THEORIES Team work by:- Khem Raj Pun Nikita Sharma Namrata Subedi Manjya PD Shah Abin Rimal
- 4. WHAT IS MOTIVATION ? “Motivation is the act of stimulating someone to get a desired course of action.” ---- Michael Jucius A motive is an inner state that energies, activates or moves and directs or channels behaviour towards the goal. ----- Bernald Berelson.
- 5. THEORIES OF MOTIVATION 1) Maslow’s Hierarchy Need:- a) Physiological b) Safety c) Social Need d) Esteem e) Self-Actualization
- 6. Physiological Most basic need. Safety Consists of the need to be safe. Love The desire to love and be loved. Esteem Need for reputation, prestige, and recognition from others. Self- Actualization Desire for self- fulfillment. 1) Maslow’s Hierarchy Need:-
- 7. THEORIES OF MOTIVATION 2) Herzberg's Two-Factor Theory:- Hygiene factors • to do with work context, e.g. salary, conditions – their absence caused job dissatisfaction Motivating factors • to do with content of task, e.g. recognition, advancement – their presence caused satisfaction Predicts managers can motivate with motivators not by hygiene factors.
- 8. 2) Herzberg's Two-Factor Theory:- Hygiene factors avoid job dissatisfaction • Company policy & administration • Supervision • Interpersonal Relations • Working conditions • Salary • Status • Security • Achievement • Achievement recognition • Work itself • Responsibility • Advancement • Growth • Salary? Motivation factors increase job satisfaction
- 9. THEORIES OF MOTIVATION 3) Douglas McGregor's Theory X:- According to This theory, managers believe workers Dislike work Lack ambition Are irresponsible Are resistant to change Prefer to be led
- 10. 3) Douglas McGregor's Theory Y:- Manager Assumes that worker…….. Are willing to work Are capable of self control Accept responsibility Are imaginative and creative Self-directed
- 11. 4) Alderfer’s ERG Theory:- THEORIES OF MOTIVATION Existence – needs satisfied by factors such as food, air, water, pay, and working conditions Relatedness- needs satisfied by meaningful social and interpersonal relationships Growth – needs satisfied by creative contributions In addition to satisfaction-progression hierarchy, there is frustration- regression.
- 12. THEORIES OF MOTIVATION 5) Expectancy based theories:- If you expect to get more money for working hard, you need more money, you will work hard Self-interest individual V-I-E Theory Useful for individuals, less useful for groups (Victor Vroom, 1964)
- 13. Cont…. When employee will be motivated to ward s/he neeed Effort will lead to a good performance appraisal. A good appraisal will lead to organization reward. The organization reward will lead to satisfy his or her personal goals.
- 14. Unsatisfied: Need Motives Tension: Physical Psychological Sociological Action to satisfy needs, motives Goal accomplishment: Need satisfied CONCLUSION Feedback Modification of need and motives
- 16. REFERENCES Web / internet text book discussion to friends
Editor's Notes
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