1. Motivation theories can be categorized as either content theories or process theories. Content theories focus on internal factors like needs, while process theories examine cognitive processes.
2. Major content theories include Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's acquired needs theory. These theories propose different sets of human needs that motivate behavior.
3. Process theories examine how motivation works. Expectancy theory states that motivation depends on expectancy, instrumentality, and valence. Equity theory is based on perceptions of fair treatment. Goal-setting theory proposes that intention towards hard goals enhances motivation.
This document provides an overview of key motivation theories including:
1. Maslow's hierarchy of needs theory which proposes humans have physiological, safety, social, esteem, and self-actualization needs that motivate behavior.
2. McGregor's Theory X and Theory Y which describe assumptions managers have about employee motivation being intrinsically negative (Theory X) or positive (Theory Y).
3. Herzberg's two-factor theory which distinguishes between intrinsic job satisfaction factors and extrinsic hygiene factors that prevent dissatisfaction but do not motivate.
4. Contemporary theories including ERG theory, McClelland's needs theory focused on achievement, power and affiliation, goal-setting theory, and equity theory examining
This document discusses several theories of motivation. It begins by defining motivation and outlining the inputs and outputs in the motivation process. It then distinguishes between content theories, which examine what motivates people, and process theories, which examine how motivation occurs. Several early behavioral theories are summarized, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's acquired needs theory. Contemporary theories discussed include expectancy theory, Porter and Lawler's theory, and equity theory. The document provides an overview of key aspects of each theory in 3 pages of text.
Motivational and modern management theoriespunisahoo
This document discusses various theories of motivation and management. It begins by defining motivation and describing intrinsic and extrinsic types of motivation. It then outlines several content and process theories of motivation, including Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's needs theory, and Vroom's expectancy theory. Modern management theories discussed include systems theory, which views an organization as interconnected subsystems, and contingency theory, which emphasizes adapting management practices to situational characteristics. The document stresses the importance of understanding both internal organizational environments and external environmental forces for effective management.
Need-based theories of motivation propose that individuals are motivated to meet their needs. These theories include Maslow's hierarchy of needs, ERG theory, dual-structure theory, and acquired-needs theory. Maslow's hierarchy proposes that needs are ranked in a hierarchy and lower level needs must be met before higher needs. ERG theory groups needs into existence, relatedness, and growth. Dual-structure theory distinguishes between motivators that satisfy employees and hygiene factors that cause dissatisfaction. Acquired-needs theory argues that individuals acquire needs for achievement, affiliation, and power through life experiences. These theories aim to explain what motivates employee behavior through identifying important needs.
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
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
The document discusses various theories of motivation. It begins by defining motivation and its importance in management. It then explains several prominent motivation theories including: Maslow's hierarchy of needs theory, Herzberg's two-factor theory, expectancy theory, equity theory, reinforcement theory, goal setting theory, and acquired needs theory. For each theory, it provides an overview and key conclusions. The document also covers McGregor's Theory X and Theory Y and Porter-Lawler model of motivation.
1. Motivation theories can be categorized as either content theories or process theories. Content theories focus on internal factors like needs, while process theories examine cognitive processes.
2. Major content theories include Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's acquired needs theory. These theories propose different sets of human needs that motivate behavior.
3. Process theories examine how motivation works. Expectancy theory states that motivation depends on expectancy, instrumentality, and valence. Equity theory is based on perceptions of fair treatment. Goal-setting theory proposes that intention towards hard goals enhances motivation.
This document provides an overview of key motivation theories including:
1. Maslow's hierarchy of needs theory which proposes humans have physiological, safety, social, esteem, and self-actualization needs that motivate behavior.
2. McGregor's Theory X and Theory Y which describe assumptions managers have about employee motivation being intrinsically negative (Theory X) or positive (Theory Y).
3. Herzberg's two-factor theory which distinguishes between intrinsic job satisfaction factors and extrinsic hygiene factors that prevent dissatisfaction but do not motivate.
4. Contemporary theories including ERG theory, McClelland's needs theory focused on achievement, power and affiliation, goal-setting theory, and equity theory examining
This document discusses several theories of motivation. It begins by defining motivation and outlining the inputs and outputs in the motivation process. It then distinguishes between content theories, which examine what motivates people, and process theories, which examine how motivation occurs. Several early behavioral theories are summarized, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's acquired needs theory. Contemporary theories discussed include expectancy theory, Porter and Lawler's theory, and equity theory. The document provides an overview of key aspects of each theory in 3 pages of text.
Motivational and modern management theoriespunisahoo
This document discusses various theories of motivation and management. It begins by defining motivation and describing intrinsic and extrinsic types of motivation. It then outlines several content and process theories of motivation, including Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's needs theory, and Vroom's expectancy theory. Modern management theories discussed include systems theory, which views an organization as interconnected subsystems, and contingency theory, which emphasizes adapting management practices to situational characteristics. The document stresses the importance of understanding both internal organizational environments and external environmental forces for effective management.
Need-based theories of motivation propose that individuals are motivated to meet their needs. These theories include Maslow's hierarchy of needs, ERG theory, dual-structure theory, and acquired-needs theory. Maslow's hierarchy proposes that needs are ranked in a hierarchy and lower level needs must be met before higher needs. ERG theory groups needs into existence, relatedness, and growth. Dual-structure theory distinguishes between motivators that satisfy employees and hygiene factors that cause dissatisfaction. Acquired-needs theory argues that individuals acquire needs for achievement, affiliation, and power through life experiences. These theories aim to explain what motivates employee behavior through identifying important needs.
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
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
The document discusses various theories of motivation. It begins by defining motivation and its importance in management. It then explains several prominent motivation theories including: Maslow's hierarchy of needs theory, Herzberg's two-factor theory, expectancy theory, equity theory, reinforcement theory, goal setting theory, and acquired needs theory. For each theory, it provides an overview and key conclusions. The document also covers McGregor's Theory X and Theory Y and Porter-Lawler model of motivation.
The document discusses several theories of motivation:
1) Maslow's hierarchy of needs proposes that needs are satisfied in a certain order from physiological to self-actualization. Alderfer's ERG theory groups Maslow's needs into existence, relatedness and growth.
2) Herzberg's two-factor theory distinguishes between satisfiers/motivators and dissatisfiers/hygiene factors. Adams' equity theory suggests employees are motivated by fair treatment.
3) Goal setting theory proposes that specific, challenging goals with feedback lead to higher performance. McClelland's need for achievement theory also involves moving to higher levels of achievement.
Maslow's hierarchy of needs proposes that people are motivated to fulfill lower level needs like physiological and safety needs before pursuing higher level needs like esteem and self-actualization. Alderfer's ERG theory simplifies this by grouping needs into existence, relatedness, and growth. Herzberg identified motivators related to the job itself and hygiene factors about the environment. McClelland focused on power, affiliation, and achievement needs. McGregor proposed positive Theory Y and negative Theory X views of human motivation.
The document discusses various theories of motivation. It describes content theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's acquired needs theory. Process theories covered include Vroom's expectancy theory, Adams' equity theory, goal setting theory, and Skinner's reinforcement theory. The document provides details on the key aspects and assumptions of each motivation theory.
As a leader, you need to interact with your followers, peers, seniors, and others, whose support you need in orders to accomplish your objective.
To gain their support, you must be able to understand and motivate them.
To understand and motivate people, you must know the human nature.
Human nature is the common quality of all human being.
People behave according to certain principles of human nature.
Maslow's hierarchy of needs is a motivational theory in psychology comprising a five-tier model of human needs, often depicted as hierarchical levels within a pyramid. ... From the bottom of the hierarchy upwards, the needs are: physiological, safety, love and belonging, esteem, and self-actualization.
1. Organizational behaviour is concerned with understanding, predicting, and controlling human behaviour in organizations. It focuses on individuals, groups, and the organization and their interactions.
2. There have been four historical models of organizational behaviour: autocratic, custodial, supportive, and collegial. Each model has different managerial orientations, employee orientations, and impacts on employee psychology and performance.
3. Organizational behaviour draws from various contributing disciplines including psychology, sociology, anthropology, and political science. Key topics studied include motivation, leadership, communication, decision-making, and organizational culture.
The document discusses several theories of motivation:
- Maslow's hierarchy of needs proposes that people are motivated to fulfill basic needs like food and shelter before moving on to higher needs like belongingness and self-actualization.
- Herzberg's two-factor theory distinguishes between motivators that create satisfaction like achievement and hygiene factors that prevent dissatisfaction like salary.
- McClelland's needs theory identifies the needs for achievement, affiliation, and power as primary motivators.
- Alderfer's ERG theory condenses Maslow's hierarchy into existence, relatedness, and growth needs that people can move between.
This document discusses several theories of motivation:
1) Maslow's hierarchy of needs proposes that people are motivated to fulfill basic needs before moving on to more advanced needs.
2) Herzberg's two-factor theory separates motivators like achievement and responsibility from hygiene factors like salary that prevent dissatisfaction.
3) Expectancy theory suggests motivation depends on expectations of improved performance leading to rewards.
The document analyzes the theories and their implications for management.
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.
The document discusses several theories of motivation:
1. Needs-based theories propose that people are motivated to fulfill various needs in a hierarchy. Maslow's hierarchy includes physiological, safety, belongingness, esteem, and self-actualization needs. Aldefer's ERG theory includes existence, relatedness, and growth needs.
2. McClelland's learned needs theory focuses on the needs for achievement, affiliation, and power that are learned through life experiences.
3. Expectancy theory suggests that motivation depends on expectations of effort leading to performance and performance leading to outcomes, as well as how valuable the outcomes are.
4. McGregor's Theory X and Theory Y describe assumptions about workers' preferences -
The document provides an overview of the history and development of theories of motivation. It discusses several important theories and concepts in motivation including:
1) Maslow's hierarchy of needs which proposes that people are motivated to fulfill basic physiological needs before advancing to more advanced psychological needs.
2) ERG theory which condensed Maslow's hierarchy into three categories of existence, relatedness, and growth needs.
3) Herzberg's two-factor theory which distinguishes between motivator factors that enhance job satisfaction and hygiene factors whose absence can cause dissatisfaction.
The chapter discusses several need theories of motivation including:
1) Maslow's hierarchy of needs which arranges needs from basic physiological to self-actualization needs.
2) ERG theory which categorizes needs as existence, relatedness, and growth.
3) McClelland's achievement motivation theory which focuses on the needs for achievement, power, and affiliation.
4) Herzberg's motivator-hygiene theory distinguishes between motivators like achievement that improve satisfaction and hygiene factors like supervision that reduce dissatisfaction.
The chapter also addresses applying need theories across cultures and the ethical issues involved in directly motivating employee behavior.
The document discusses various theories of motivation. It begins by defining motivation and discussing the relationship between motivation and organizational goals. It then outlines the two main types of motivation: extrinsic and intrinsic. Content theories like Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's needs theory examine what motivates individuals. Process theories like Vroom's expectancy theory, Adams' equity theory, and goal setting theory examine how motivation occurs. Reinforcement theory also views behavior as determined by its consequences. The document provides details on each of these major motivation theories.
Motivation is the word derived from the word ’motive’ which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals.
The document discusses various theories of motivation. It begins by defining motivation and discussing the relationship between motivation and organizational goals. It then outlines the main types of motivation: extrinsic and intrinsic. Content theories like Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's needs theory examine what motivates individuals. Process theories like Vroom's expectancy theory, Adams' equity theory, and goal setting theory examine how motivation occurs. Reinforcement theory also views behavior as determined by its consequences. The document provides details on each of these major motivation theories.
I do not have enough information to answer those specific questions. As an AI assistant without direct access to company operations, I do not have insights into the internal motivation theories or practices used by companies like Google or Apple. In general, many companies draw from classic motivation theories in their human resources practices and strategies for engaging employees. Theories around intrinsic and extrinsic motivation, goal-setting, rewards, and psychological needs are commonly applied concepts.
Maslow's hierarchy of needs is a theory proposing that human motivation is based on humans seeking fulfillment of basic needs in priority order. Physiological needs like food and shelter must be met before safety, love, esteem and self-actualization. Maslow studied exemplary people and proposed characteristics of self-actualized individuals able to fulfill their potential, like being problem-centered rather than self-centered. However, few fully achieve self-actualization.
Motivation is influenced by physiological or psychological needs that drive an individual's behavior toward achieving goals. Early theories proposed hierarchical needs structures and differentiated between intrinsic and extrinsic factors. Maslow's hierarchy positioned basic needs below esteem and self-actualization needs. Herzberg separated hygiene factors like pay from motivators like achievement. Vroom's expectancy theory tied motivation to expectations of outcomes. Reinforcement theories explained how consequences shape behavior through learning. Later, equity theory focused on fairness perceptions. Proper job design and goal setting can enhance work motivation and performance.
This document provides an overview and critical analysis of several motivational theories, including:
1) Maslow's hierarchy of needs theory, which organizes human needs into five categories, is criticized for assuming only one need can be satisfied at a time and for not accounting for cultural influences.
2) ERG theory and McClelland's needs theory modify Maslow's theory by proposing needs exist simultaneously rather than sequentially.
3) Criticisms of Maslow's theory challenge its key assumptions around deprivation/domination and gratification/activation of needs.
1. Maslow's theory of motivation proposes that people are motivated to fulfill basic needs like physiological and safety needs, before seeking higher level needs for love, esteem and self-actualization.
2. Herzberg's two-factor theory distinguishes between job factors that cause satisfaction like achievement and recognition, versus factors like company policies that prevent dissatisfaction if present.
3. Both theories aim to explain human motivation and what fulfills different levels of individual needs, though they have limitations like not accounting for individual or situational differences.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
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Similar to Motivation theory child and adolescent learners
The document discusses several theories of motivation:
1) Maslow's hierarchy of needs proposes that needs are satisfied in a certain order from physiological to self-actualization. Alderfer's ERG theory groups Maslow's needs into existence, relatedness and growth.
2) Herzberg's two-factor theory distinguishes between satisfiers/motivators and dissatisfiers/hygiene factors. Adams' equity theory suggests employees are motivated by fair treatment.
3) Goal setting theory proposes that specific, challenging goals with feedback lead to higher performance. McClelland's need for achievement theory also involves moving to higher levels of achievement.
Maslow's hierarchy of needs proposes that people are motivated to fulfill lower level needs like physiological and safety needs before pursuing higher level needs like esteem and self-actualization. Alderfer's ERG theory simplifies this by grouping needs into existence, relatedness, and growth. Herzberg identified motivators related to the job itself and hygiene factors about the environment. McClelland focused on power, affiliation, and achievement needs. McGregor proposed positive Theory Y and negative Theory X views of human motivation.
The document discusses various theories of motivation. It describes content theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's acquired needs theory. Process theories covered include Vroom's expectancy theory, Adams' equity theory, goal setting theory, and Skinner's reinforcement theory. The document provides details on the key aspects and assumptions of each motivation theory.
As a leader, you need to interact with your followers, peers, seniors, and others, whose support you need in orders to accomplish your objective.
To gain their support, you must be able to understand and motivate them.
To understand and motivate people, you must know the human nature.
Human nature is the common quality of all human being.
People behave according to certain principles of human nature.
Maslow's hierarchy of needs is a motivational theory in psychology comprising a five-tier model of human needs, often depicted as hierarchical levels within a pyramid. ... From the bottom of the hierarchy upwards, the needs are: physiological, safety, love and belonging, esteem, and self-actualization.
1. Organizational behaviour is concerned with understanding, predicting, and controlling human behaviour in organizations. It focuses on individuals, groups, and the organization and their interactions.
2. There have been four historical models of organizational behaviour: autocratic, custodial, supportive, and collegial. Each model has different managerial orientations, employee orientations, and impacts on employee psychology and performance.
3. Organizational behaviour draws from various contributing disciplines including psychology, sociology, anthropology, and political science. Key topics studied include motivation, leadership, communication, decision-making, and organizational culture.
The document discusses several theories of motivation:
- Maslow's hierarchy of needs proposes that people are motivated to fulfill basic needs like food and shelter before moving on to higher needs like belongingness and self-actualization.
- Herzberg's two-factor theory distinguishes between motivators that create satisfaction like achievement and hygiene factors that prevent dissatisfaction like salary.
- McClelland's needs theory identifies the needs for achievement, affiliation, and power as primary motivators.
- Alderfer's ERG theory condenses Maslow's hierarchy into existence, relatedness, and growth needs that people can move between.
This document discusses several theories of motivation:
1) Maslow's hierarchy of needs proposes that people are motivated to fulfill basic needs before moving on to more advanced needs.
2) Herzberg's two-factor theory separates motivators like achievement and responsibility from hygiene factors like salary that prevent dissatisfaction.
3) Expectancy theory suggests motivation depends on expectations of improved performance leading to rewards.
The document analyzes the theories and their implications for management.
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.
The document discusses several theories of motivation:
1. Needs-based theories propose that people are motivated to fulfill various needs in a hierarchy. Maslow's hierarchy includes physiological, safety, belongingness, esteem, and self-actualization needs. Aldefer's ERG theory includes existence, relatedness, and growth needs.
2. McClelland's learned needs theory focuses on the needs for achievement, affiliation, and power that are learned through life experiences.
3. Expectancy theory suggests that motivation depends on expectations of effort leading to performance and performance leading to outcomes, as well as how valuable the outcomes are.
4. McGregor's Theory X and Theory Y describe assumptions about workers' preferences -
The document provides an overview of the history and development of theories of motivation. It discusses several important theories and concepts in motivation including:
1) Maslow's hierarchy of needs which proposes that people are motivated to fulfill basic physiological needs before advancing to more advanced psychological needs.
2) ERG theory which condensed Maslow's hierarchy into three categories of existence, relatedness, and growth needs.
3) Herzberg's two-factor theory which distinguishes between motivator factors that enhance job satisfaction and hygiene factors whose absence can cause dissatisfaction.
The chapter discusses several need theories of motivation including:
1) Maslow's hierarchy of needs which arranges needs from basic physiological to self-actualization needs.
2) ERG theory which categorizes needs as existence, relatedness, and growth.
3) McClelland's achievement motivation theory which focuses on the needs for achievement, power, and affiliation.
4) Herzberg's motivator-hygiene theory distinguishes between motivators like achievement that improve satisfaction and hygiene factors like supervision that reduce dissatisfaction.
The chapter also addresses applying need theories across cultures and the ethical issues involved in directly motivating employee behavior.
The document discusses various theories of motivation. It begins by defining motivation and discussing the relationship between motivation and organizational goals. It then outlines the two main types of motivation: extrinsic and intrinsic. Content theories like Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's needs theory examine what motivates individuals. Process theories like Vroom's expectancy theory, Adams' equity theory, and goal setting theory examine how motivation occurs. Reinforcement theory also views behavior as determined by its consequences. The document provides details on each of these major motivation theories.
Motivation is the word derived from the word ’motive’ which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals.
The document discusses various theories of motivation. It begins by defining motivation and discussing the relationship between motivation and organizational goals. It then outlines the main types of motivation: extrinsic and intrinsic. Content theories like Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's needs theory examine what motivates individuals. Process theories like Vroom's expectancy theory, Adams' equity theory, and goal setting theory examine how motivation occurs. Reinforcement theory also views behavior as determined by its consequences. The document provides details on each of these major motivation theories.
I do not have enough information to answer those specific questions. As an AI assistant without direct access to company operations, I do not have insights into the internal motivation theories or practices used by companies like Google or Apple. In general, many companies draw from classic motivation theories in their human resources practices and strategies for engaging employees. Theories around intrinsic and extrinsic motivation, goal-setting, rewards, and psychological needs are commonly applied concepts.
Maslow's hierarchy of needs is a theory proposing that human motivation is based on humans seeking fulfillment of basic needs in priority order. Physiological needs like food and shelter must be met before safety, love, esteem and self-actualization. Maslow studied exemplary people and proposed characteristics of self-actualized individuals able to fulfill their potential, like being problem-centered rather than self-centered. However, few fully achieve self-actualization.
Motivation is influenced by physiological or psychological needs that drive an individual's behavior toward achieving goals. Early theories proposed hierarchical needs structures and differentiated between intrinsic and extrinsic factors. Maslow's hierarchy positioned basic needs below esteem and self-actualization needs. Herzberg separated hygiene factors like pay from motivators like achievement. Vroom's expectancy theory tied motivation to expectations of outcomes. Reinforcement theories explained how consequences shape behavior through learning. Later, equity theory focused on fairness perceptions. Proper job design and goal setting can enhance work motivation and performance.
This document provides an overview and critical analysis of several motivational theories, including:
1) Maslow's hierarchy of needs theory, which organizes human needs into five categories, is criticized for assuming only one need can be satisfied at a time and for not accounting for cultural influences.
2) ERG theory and McClelland's needs theory modify Maslow's theory by proposing needs exist simultaneously rather than sequentially.
3) Criticisms of Maslow's theory challenge its key assumptions around deprivation/domination and gratification/activation of needs.
1. Maslow's theory of motivation proposes that people are motivated to fulfill basic needs like physiological and safety needs, before seeking higher level needs for love, esteem and self-actualization.
2. Herzberg's two-factor theory distinguishes between job factors that cause satisfaction like achievement and recognition, versus factors like company policies that prevent dissatisfaction if present.
3. Both theories aim to explain human motivation and what fulfills different levels of individual needs, though they have limitations like not accounting for individual or situational differences.
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Librarians are leading the way in creating future-ready citizens – now we need to update our spaces to match. In this session, attendees will get inspiration for transforming their library spaces. You’ll learn how to survey students and patrons, create a focus group, and use design thinking to brainstorm ideas for your space. We’ll discuss budget friendly ways to change your space as well as how to find funding. No matter where you’re at, you’ll find ideas for reimagining your space in this session.
2. Presentation title 2
MOTIVATIO
N THEORIES
CONTENT
THEORIES
PROCESS
THEORIES
Maslow’s Hierarchy of Needs
Alderfer’s ERG Theory:
Existence Needs, Relatedness
Needs and Growth Needs
McClelland Theory of Needs:
Need for Achievement,
Afilliation and Power
Herberg’s Two Factors
Theory
Skinner’s Reinforcement
Theory
Vroom’s Expertancy Theories
Adam’s Equally Theory
Locke’s Goal Setting Theory
3. A. CONTENT THEORIES
• Also called as needs theories because they are generally
associated with a view that concentrates on the importance
of determining ‘what’ motivates us.
• In other words, they try to identify what our ‘needs’ are
and relate motivation to the fulfilling of these needs.
Presentation title 3
5. 5
HIERARCHY OF NEEDS(MASLOW’S)
This is the earliest and most widely known theory of motivation,
developed by Abraham Maslow (1943) in the 1940s and 1950s.
Maslow’s hierarchy of needs is often shown in the shape of a pyramid:
basic needs at the bottom and the most complex need (need for self-
actualization) at the top. Maslow himself has never drawn a pyramid to
describe these levels of our needs, but the pyramid has become the most
known way to represent his hierarchy.
6. • A. Physiological needs (e.g. Food, water, shelter, sleep)
• It includes the most basic needs for humans to survive,
such as air, water and food shelter sleep clothing and
sexual activity. Maslow emphasized, our body and mind
cannot function well if these requirements are not fulfilled.
Presentation title 6
7. B. Safety and security (e.g. secure source of income, a place to live, health
and well being.
• Safety needs refer to a person’s desire for security or protection. Basically
everything looks less important than safety and protection (the physiological
needs even sometimes).
• The healthy and fortunate adults in our culture are largely satisfied in their
safety needs. The peaceful, sure, safety and unwavering society makes us feel
in safety enough from criminal assaults, murder, unbelievable natural
catastrophes, and so on. In that case people no longer have any safety needs
as first-line motivators.
Presentation title 7
8. C. Belongingness and love (e.g.)integration into social groups, feel part of a community
or a group; affectionate relationships)
If both the physiological and the safety needs are fulfilled, the affection, love and
belongingness needs come into prominence. Maslow claimed people need to belong and
accepted among them social groups.
Presentation title 8
9. D. Esteem (e.g. respect for a person as a useful, honorable
human being)In our society most people long for a stable and
high valuation of themselves, for the esteem of others and for
self-respect or self-esteem.
Presentation title 9
10. E. Self-actualization (e.g. individual's desire to grow and develop to his or her fullest
potential)'What humans can be, they must be.' (Maslow, 1954)Self-actualization reflects an
individual's desire to grow and develop to his/her fullest potential. People like
opportunities, choosing his/her own versions, challenging positions or creative tasks.
Maslow described this level as the 'need to accomplish everything that one can, to become
the most that one can be'. Maslow believed that people must overcome their other needs-
described above -, not only achieve them.
Presentation title 10
11. • Deficiency Needs - The very basic needs for survival and security.
These needs include:
Psychological needs Esteem needs
Safety and security needs Social needs - belongingness and love
• It may not cause a physical indication if these 'deficiency needs are not fulfilled, but the
individual will feel anxious and tense. So the most basic level of needs must be fulfilled before a
person wants to focus on the secondary or higher level needs.
• Growth needs - Personal growth and fulfilment of personal potential.
These needs include:
• Self-actualization needs
• This hierarchy is not as rigid as we may have implied. For example, there are some humans for
whom self-esteem or self-actualization seems to be more important than love or belonging. The
popularity of this theory of motivation rooted in its simplicity and logic.
11
12. ERG THEORY(ALDERFER)
• Existence needs, relatedness needs and growth needs
• Alderfer(Furham,2008)distinguished the steps or classes of needs.;existence,relatedness
and growth.
• Maslow’s psychological and safety needs belongs together to existence needs. Relatedness
can be harmonized to belongingness and esteem of others.
• Growth is the same as Maslow’s self esteem plus self actualization.
• Both Maslow’s and Alderfer tried to describe how these needs become more or less
important to individual.
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13. A. Existence needs: These includes for basic material necessities. In short, it
includes an individual’s physiological and physical safety needs.
B. Related needs: Individuals need significant relationships(be with family, peers
or superiors), love and belongingness, they strive toward reaching public fame and
recognition. This class of needs contain Maslow’s social needs and external
components of esteem needs.
C . Growth needs : Need for self development, personal growth and
advancement form together this class of need. This class of need contain
Maslow’s self actualization needs and intrinsic component of esteem needs.
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14. • Alderfer agreed with Maslow that unsatisfied needs motivate individuals. Alderfer
also agreed that individuals generally move up the hierarchy in satisfying their needs,
that is they satisfy lower-order before higher order needs.
• As lower-order needs are satisfied, they become more important. But Alderfer also
said as higher- order needs are satisfied they become more important.
• It is also said that under some circumstances individuals might return to a lower
need. Alderfer thought that individuals multiply the efforts invested in a lower
category need when categorized needs are consequent.
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15. Example:
• There is student, who has excellent grades friends and high standards of living,
maybe also work from university.
• Frustration in satisfying a higher (growth) need has resulted in a regression to a
lower level of (relatedness) needs(‘ I need just my friends, some good wine I do
not want to go to the university anymore’)
• This event is known and called as the frustration-regression process.
• This is more realistic approach as it recognizes, that because when a need is met,
it does not will always remain met.
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16. Theory of Needs (McClelland)
Need for achievement ,affiliation and power
In early 1960s McClelland-built on Maslow’s work- described three human motivators . McClelland (Arnold et
al,2005)claimed that humans acquire , Learned Needs Theory ; He affirms that we have three motivating drivers
, and it does not depend on our gender or age.
McClelland’s theory differs from Maslow’s and Alderfer’s, which focus in satisfying existing needs rather than
creating or developing needs. This dominant motivator depends on our culture and life experiences, of course (but
the three motivator as permanent).
The three motivators are:
a. achievement: a need to accomplish and demonstrate competence or mastery.
b. affiliation: a need for love, belonging and relatedness.
c. power: a need for control over one’s own work or the work of others.
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17. • 4. Two Factors Theory (Herzberg)
• It is also called Motivation-hygiene Theory. This theory says that there are some
factors (motivating factors) that cause job satisfaction, and motivation and some
other also separated factors (hygiene factors) cause dissatisfaction. That means that
these feelings are not opposite of each other, as it has always previously been
believed.
• According to Herberg(1987) the job satisfier deal with the factors involved in doing
the job, whereas the job dissatisfies deal with factors which define the job context.
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18. Herberg’s Two Factor Theory
Hygiene Factors
Salary
Conditions
Policies
Supervision
Relationships
Motivating Factors
Achievement
Interest
Responsibility
Advancement
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19. Limitation of this theory:
• This theory oversees situational variables.
• Herberg supposed to a correlation, linear between productivity, performance and
satisfaction.
• The theory’s reliability is uncertain.
• No comprehensive measure of satisfaction was used.
• The theory ignores blue collar worker’s only white collar men’s opinion was
discussed.
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20. Table 3. Summary of Content Theories of
Motivation
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Maslow Alderfer McClelland Herberg
Physiological Existence Hygiene
Safety and Security
Belongingness and Love Relatedness Need of affiliation
Self –esteem Growth Need for power Motivators
Self-actuallization Need for achievement
21. • Universality
• Research support and methodology problem.
• Work focus
• Individual differences and stability over time.
• Process simplicity
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