Motivation theroy
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This document discusses different theories of motivation. It begins by defining motivation as consisting of intensity, direction, and persistence of effort toward a goal. It then outlines several needs theories including Maslow's hierarchy of needs and Herzberg's two-factor theory. Maslow's hierarchy proposes that lower level needs must be satisfied before higher level needs motivate. Herzberg's theory distinguishes between hygiene factors that prevent dissatisfaction and motivation factors that increase satisfaction. The document also discusses process theories including expectancy theory, which ties motivation to expectations of rewards, and goal setting theory, which proposes that specific, difficult goals improve performance through increased effort, attention, and persistence.
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Motivation theroy
- 1. PREPARED BY: Surbhi Sharma MBA 3rd Sem. RCEW
- 3. What motivates you? What motivated you to attend class today? What motivates you to go to work everyday? What motivates you to spend time with friends and family?
- 4. The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal. Key Elements 1. Intensity: how hard a person tries 2. Direction: toward a beneficial goal 3. Persistence: how long a person tries
- 6. Energizes behaviors Directs behaviors Enables persistence towards a goal Exists in varying strengths
- 7. Needs theories Maslow’s hierarchy of needs Herzberg’s two factor theory Process theories • Expectancy Theory • Goal Setting Theory
- 9. Satisfied needs cease to motivate students When threatened, student needs become more basic Self-actualization drives people to utilize their most unique abilities
- 10. Needs theories Maslow’s hierarchy of needs Herzberg’s two factor theory Process theories • Expectancy Theory • Goal Setting Theory
- 11. Hygiene Factor - work condition related to dissatisfaction caused by discomfort or pain ◦ maintenance factor ◦ contributes to employee’s feeling not dissatisfied ◦ contributes to absence of complaints Motivation Factor - work condition related to the satisfaction of the need for psychological growth ◦ job enrichment ◦ leads to superior performance & effort
- 12. 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
- 13. Maslow Herzberg Hygiene Motivators Factors Social Safety Physiological Self-Actualization Esteem
- 14. Reflection…Reflection… • summarize what you havesummarize what you have learnedlearned • make a connection frommake a connection from your experienceyour experience • ask a questionask a question
- 15. Needs theories Maslow’s hierarchy of needs Herzberg’s two factor theory Process theories • Expectancy Theory • Goal Setting Theory
- 16. Performance RewardEffort Perceived value of reward Perceived effort - performance probability Perceived performance - reward probability “If I work hard, will I get the job done?” “What rewards will I get when the job is well done?” “What rewards do I value?”
- 17. Needs theories Maslow’s hierarchy of needs Herzberg’s two factor theory Process theories • Expectancy Theory • Goal Setting Theory *******************
- 18. Goals Specific Difficult Accepted Effects on Person Energizes Directs attention Encourages persistency Encourages hard work Feedback Performance Goal setting is generally accepted as among the most valid and useful motivation theories in educational environments, industrial and organizational psychology, human resource management, and organizational behavior.
- 19. It's important to strike an appropriate balance between a challenging goal and a realistic goal. Setting a goal that you'll fail to achieve is possibly more de-motivating than setting a goal that's too easy. The need for success and achievement is strong, therefore people are best motivated by challenging, but realistic, goals.
- 20. Encouraging the development of goal- attainment strategies or action plans Increasing TEAM’S persistence Regulating TEAM’S effort Directing TEAM’S attention Goals Motivate TEAMS by... Task performance Goals
- 21. Difficult Goals Lead to Higher Performance.Difficult Goals Lead to Higher Performance. - Easy goals produce low effort and low motivation because the goal is too easy to achieve. - Impossible goals ultimately lead to lower performance and low motivation because people begin to experience failure. Specific Difficult Goals Lead to Higher Performance forSpecific Difficult Goals Lead to Higher Performance for Simple Rather Than Complex Tasks.Simple Rather Than Complex Tasks. - Specific goals impair performance when employees do not have clear strategies for success Feedback Enhances The Effect of Specific, DifficultFeedback Enhances The Effect of Specific, Difficult Goals.Goals. - Goals and feedback should be used together. Insights from Goal-Setting ResearchInsights from Goal-Setting Research
- 22. Reflection…Reflection… • summarize what you havesummarize what you have learnedlearned • make a connection frommake a connection from your experienceyour experience • ask a questionask a question
- 23. GOOD LUCKGOOD LUCK THANK YOU