Motivation theories aim to explain human behavior and what drives individuals. Major theories discussed include Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's needs theory, reinforcement theory, expectancy theory, and equity theory. These theories analyze factors like physiological and psychological needs, intrinsic and extrinsic motivators, environmental influences, expectations of outcomes, and perceptions of fairness that influence human motivation and persistence. Contemporary theories also examine self-determination, goal-setting, self-efficacy, and organizational justice.

1. MOTIVATION
THEORIES

2. MOTIVATION
 Process that accounts for individual’s intensity,
direction, and persistence of effort towards
attaining a goal.
 3 major component of motivation
 Intensity
 Direction
 Persistence

3. THEORIES OF MOTIVATION
Hierarchy of needs theory
• Theory originated by Abraham Maslow in
1943.
• Within every human being there exist a
hierarchy of 5 needs and if that human being
has a physiological need at a point of time then
he can’t be motivated for self actualization
need.

4. MASLOW’S HIERARCHY OF NEEDS

5. Theory X and Theory Y

7. Two Factor theory
 Originated by Fredrick Herzberg
 A framework that says there are certain factors
in the workplace that cause job satisfaction,
while a separate set of factors cause
dissatisfaction

8.  According to Herzberg, intrinsic motivators
such as challenging work, recognition, and
responsibility produce employee satisfaction,
while extrinsic hygiene factors, including
status, job security, salary, and fringe benefits
– if absent – produce dissatisfaction.
 Hygiene factors are needed to ensure an
employee is not dissatisfied.

9.  McClelland theory of needs
 He proposed that an individual’s specific
needs are acquired over time and are shaped
by one’s life experiences.
 These needs are classified as:
o Need for achievement
o Need for Power
o Need for affiliation

10. CONTEMPORARY
THEORIES…
 SELF DETERMINATION THEORY
It is concerned with the beneficial effects of
intrinsic motivation and harmful effects of
extrinsic motivation.

11.  GOAL - SETTING THEORY
• Goal setting involves establishing specific,
measurable, achievable, realistic, and time-
targeted (S.M.A.R.T) goals.

12.  SELF EFFICACY THEORY
 An individual’s belief that he or she is capable
of performing a task
 People with a strong sense of self-efficacy:
View challenging problems as tasks to be
mastered
Develop deeper interest in the activities in
which they participate
Form a stronger sense of commitment to
their interests and activities
Recover quickly from setbacks and
disappointments

13.  REINFORCEMENT THEORY
 Reinforcement theory focuses on the
environmental factors that contribute to
shaping behaviour.
 There are four primary approaches to
reinforcement theory:
Positive reinforcement
Negative reinforcement
Extinction
Punishment

14.  EXPECTANCY THEORY
 Theory says that the strength of a tendency to act
in a certain way depends on the strength of an
expectation that the act will be followed by a
given outcome and on the attractiveness of that
outcome to the individual
 It focuses on three relationships
 1. Efforts Performance Relationship
 2. Performance Reward Relationship
 3. Rewards Personal goals Relationship

15. EXPECTANCY THEORY

16. EQUITY THEORY/ ORGANIZATIONAL
JUSTICE
 Individual compare their job inputs and
outcomes with those of others and then respond
to eliminate any inequities.

17. RATIO COMPARISON
 O/Ia < O/Ib (Underpay)
 5/10 10/10
 Inequity
 O/Ia = O/Ib (Equity)
 10/10 = 10/10
 O/Ia > O/Ib (Overpay
 5/10 10/10
 Inequity

18.  Based on equity theory, employees who perceive
inequity will make one of six choices
 1. Change Inputs
 2. Change Outcomes
 3. Distort perception of self
 4. Distort perception of others
 5. Choose a different referent
 6. Leave the field

19. BIBLIOGRAPHY
Organisational Behavior (15th edition)
- Stephen P. Robbins
- Timothy A. Judge
- Neharika Vohra
google.com
wikipedia.org/
Google images

20. THANK YOU