Motivational Theories.pptx
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This document discusses motivational theories in organizational behavior. It begins by outlining the aims and learning outcomes of covering motivational theories. It then defines organizational behavior and motivation. The rest of the document outlines several theories of motivation, including: Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, reinforcement theory, equity theory, and goal-setting theory. Each theory is briefly described. The document concludes with proposing a group discussion on the implications of these motivational theories for management and leadership within organizations.
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motivation required by human beings to do anything
This document discusses various theories of motivation. It begins by introducing content theories like Maslow's hierarchy of needs, ERG theory, and Herzberg's two-factor theory. Next, it covers process theories such as Vroom's expectancy theory and Porter and Lawler's model. Contemporary theories like equity theory are also mentioned. The document emphasizes that motivation, ability, and environment all contribute to job performance. It provides examples of intrinsic and extrinsic motivation and discusses the importance of effective feedback and goal setting in maximizing employee motivation.
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Motivation refers to the internal and external factors that drive individuals to achieve goals. Several theories attempt to explain motivation. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic needs before moving to higher-level needs. Alderfer's ERG theory condensed Maslow's model into three core needs of existence, relatedness, and growth. Herzberg's two-factor theory separates motivators like achievement from hygiene factors like salary. Vroom's expectancy theory states that motivation depends on expectancy, instrumentality, and valence. Effective leadership motivates followers by fulfilling task and relationship functions through functional behaviors rather than dysfunctional behaviors.
Motivation and leadership
This document discusses motivation and leadership. It begins by listing group members for an organizational behavior project. It then covers various theories of motivation including Maslow's hierarchy of needs, ERG theory, Herzberg's two-factor theory, McClelland's learned needs theory, equity theory, expectancy theory, and reinforcement theory. It also discusses issues in motivating different types of employees like professionals, contingent workers, diversified workforces, low-skilled service workers, and people doing repetitive tasks. Finally, it provides definitions and differences between management and leadership.
Motivation prashant
This document discusses motivation theories relevant for managers. It covers:
1. Motivation is complex with different approaches needed to motivate employees, such as meeting needs, job design, and equitable treatment.
2. Content theories (e.g. Maslow's hierarchy of needs, Herzberg's two-factor theory) examine what motivates people based on needs. Process theories (e.g. expectancy, equity, goal-setting) explain how people are motivated.
3. Theories have implications for managers to understand employee motivation and ensure fairness to keep workers stimulated towards organizational goals. A motivated workforce is important for managerial success.
Motivation
The document discusses motivation and its importance in the workplace. It defines motivation and discusses different theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, McGregor's Theory X and Y, and Vroom's expectancy theory. The document also discusses types of motivation, including positive and negative motivation, and techniques to increase motivation such as financial and non-financial motivators. Finally, it discusses the role and functions of managers in creating a motivating work environment.
Pom unit iv
The document discusses various theories and concepts related to motivation and leadership. It begins by defining motivation and discussing need-based theories of motivation like Maslow's hierarchy of needs and Herzberg's two-factor theory. It then covers process theories like expectancy theory and goal setting theory. Leadership styles like autocratic, bureaucratic, and democratic are summarized. The key elements, functions, and characteristics of leadership are also highlighted in less than 3 sentences.
Motivation
Motivation accounts for an individual's effort, direction, and persistence towards goals. There are three aspects of motivation: effort, direction, and persistence. Motivation theories are classified into content/need theories, which examine what motivates behavior, and process theories, which examine how content influences behavior. Key content theories include Maslow's hierarchy of needs, Herzberg's two-factor theory, and Alderfer's ERG theory. Process theories include Vroom's expectancy theory and equity theory. Motivation is important for productivity, change management, resource utilization, satisfaction, and goal achievement in organizations.
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motivation required by human beings to do anything
This document discusses various theories of motivation. It begins by introducing content theories like Maslow's hierarchy of needs, ERG theory, and Herzberg's two-factor theory. Next, it covers process theories such as Vroom's expectancy theory and Porter and Lawler's model. Contemporary theories like equity theory are also mentioned. The document emphasizes that motivation, ability, and environment all contribute to job performance. It provides examples of intrinsic and extrinsic motivation and discusses the importance of effective feedback and goal setting in maximizing employee motivation.
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Motivation refers to the internal and external factors that drive individuals to achieve goals. Several theories attempt to explain motivation. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic needs before moving to higher-level needs. Alderfer's ERG theory condensed Maslow's model into three core needs of existence, relatedness, and growth. Herzberg's two-factor theory separates motivators like achievement from hygiene factors like salary. Vroom's expectancy theory states that motivation depends on expectancy, instrumentality, and valence. Effective leadership motivates followers by fulfilling task and relationship functions through functional behaviors rather than dysfunctional behaviors.
Motivation and leadership
This document discusses motivation and leadership. It begins by listing group members for an organizational behavior project. It then covers various theories of motivation including Maslow's hierarchy of needs, ERG theory, Herzberg's two-factor theory, McClelland's learned needs theory, equity theory, expectancy theory, and reinforcement theory. It also discusses issues in motivating different types of employees like professionals, contingent workers, diversified workforces, low-skilled service workers, and people doing repetitive tasks. Finally, it provides definitions and differences between management and leadership.
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This document discusses motivation theories relevant for managers. It covers:
1. Motivation is complex with different approaches needed to motivate employees, such as meeting needs, job design, and equitable treatment.
2. Content theories (e.g. Maslow's hierarchy of needs, Herzberg's two-factor theory) examine what motivates people based on needs. Process theories (e.g. expectancy, equity, goal-setting) explain how people are motivated.
3. Theories have implications for managers to understand employee motivation and ensure fairness to keep workers stimulated towards organizational goals. A motivated workforce is important for managerial success.
Motivation
The document discusses motivation and its importance in the workplace. It defines motivation and discusses different theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, McGregor's Theory X and Y, and Vroom's expectancy theory. The document also discusses types of motivation, including positive and negative motivation, and techniques to increase motivation such as financial and non-financial motivators. Finally, it discusses the role and functions of managers in creating a motivating work environment.
Pom unit iv
The document discusses various theories and concepts related to motivation and leadership. It begins by defining motivation and discussing need-based theories of motivation like Maslow's hierarchy of needs and Herzberg's two-factor theory. It then covers process theories like expectancy theory and goal setting theory. Leadership styles like autocratic, bureaucratic, and democratic are summarized. The key elements, functions, and characteristics of leadership are also highlighted in less than 3 sentences.
Motivation
Motivation accounts for an individual's effort, direction, and persistence towards goals. There are three aspects of motivation: effort, direction, and persistence. Motivation theories are classified into content/need theories, which examine what motivates behavior, and process theories, which examine how content influences behavior. Key content theories include Maslow's hierarchy of needs, Herzberg's two-factor theory, and Alderfer's ERG theory. Process theories include Vroom's expectancy theory and equity theory. Motivation is important for productivity, change management, resource utilization, satisfaction, and goal achievement in organizations.
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The document discusses various theories of motivation including:
- Maslow's hierarchy of needs which proposes that people are motivated to fulfill basic physiological needs and progress to higher needs of belonging, esteem and self-actualization.
- Herzberg's two-factor theory which distinguishes between hygiene factors like salary that prevent dissatisfaction and motivation factors like achievement that create satisfaction.
- Expectancy theory which proposes that motivation depends on how much value an individual places on a reward and their belief that effort will lead to performance and rewards.
The document also covers intrinsic and extrinsic rewards, with intrinsic rewards from meaningful work being more important for ongoing motivation than extrinsic rewards like pay and benefits.
Motivation and its Theories
Theories of Motivation
Motivation is something that prompts, compels and energizes an individual to act or behave in a particular fashion at a particular time for attaining some specific goal or purpose.
Motivation
The document discusses various theories of motivation including: Maslow's hierarchy of needs, ERG theory, McClelland's needs theory, equity theory, expectancy theory, goal-setting theory, reinforcement theory, and Herzberg's two-factor theory. It also discusses the importance of motivation for employee performance and retention. An integrated model is presented showing how individual motivation is influenced by attributes, performance, satisfaction, and extrinsic/intrinsic rewards within an organizational context. Strategies for motivating employees through job design and behavior modification are also outlined.
Motivation
Motivation is influenced by cultural and situational factors. There are three elements of work motivation: direction of behavior, level of effort, and level of persistence when facing obstacles. Early motivation theories include Maslow's hierarchy of needs, McGregor's Theory X and Y, and Herzberg's motivation-hygiene theory. Motivation can be intrinsic or extrinsic. Goal setting theory proposes that goals direct behavior when people are aware of goals and accept them. Reinforcement theory states that behaviors are strengthened by their consequences. SAS Institute motivates employees through equitable financial rewards, a supportive work environment, and benefits beyond compensation.
Motivation
People who are committed to achieving organizational objectives generally outperform those who are not committed. Those who are intrinsically rewarded by accomplishments in the workplace are satisfied with their jobs and are individuals with high self-esteem. Therefore, an important part of management is to help make work more satisfying and rewarding for employees and to keep employee motivation consistent with organizational objectives. With the diversity of contemporary workplaces, this is a complex task. Many factors, including the influences of different cultures, affect what people value and what is rewarding to them.
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This is a presentation on motivation, types and theories. Our motive defines our inner state of our mind, activates and directs our behaviour.
Some of the theories explain the relationship between managers and employees
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What is motivation? Significance
How to motivate employees in an Organization?
Theories of motivation
Maslow hierarchy of needs theory.
ERG motivation theory Alderfer.
McClelland achievement and acquired needs theory.
Stacey Adams equity theory.
Hertzberg hygiene factors and motivators theory.
Vroom expectancy motivation theory.
Hackman and Oldham job characteristics model.
Motivating self and others
This document summarizes several theories of motivation. It begins by defining motivation and discussing Maslow's hierarchy of needs. It then outlines ERG theory, Herzberg's two-factor theory, McClelland's needs theory, and expectancy theory. Contemporary theories discussed include cognitive evaluation theory, goal-setting theory, self-efficacy theory, reinforcement theory, equity theory, and organizational justice. It concludes by stating that employee motivation is individual and companies should find ways to give employees what they want.
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Motivation is the internal process leading to behavior to satisfy needs. Performance is determined by the formula: Performance = Ability x Motivation x Resources. There are several theories of motivation including: content theories like Maslow's hierarchy of needs and ERG theory that focus on identifying people's needs; process theories like expectancy theory that examine how motivation works; and reinforcement theories based on positive and negative consequences influencing behavior. Effective motivation techniques include setting objectives, job enrichment, praise, and management by objectives. Cross-cultural differences also impact motivation.
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The document outlines key motivation theories discussed in an organizational behavior course, including: early theories from Maslow, McGregor, Herzberg and McClelland; contemporary theories like self-determination theory, goal-setting theory, reinforcement theory, equity theory and expectancy theory; and implications of applying motivation concepts globally. It provides an overview of each theory's core concepts and criticisms to help readers understand different approaches to explaining what drives human behavior and performance.
Motivation
Motivation is important for managers to inspire employees and create confidence. Various theories explain what motivates human behavior, including content theories like Maslow's hierarchy of needs and Herzberg's two-factor theory, and process theories like Vroom's expectancy theory and equity theory. Goal setting theory posits that specific, challenging goals with feedback lead to higher performance than vague goals. Motivation results from an interaction between individual needs and organizational rewards designed to fulfill those needs.
Theories of Motivation
Maslow's hierarchy of needs theory states that people are motivated to fulfill basic needs like physical survival and safety before pursuing higher level needs like love, esteem, and self-actualization. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like salary that prevent dissatisfaction. Equity theory proposes that people are motivated to maintain fairness in relationships based on comparing their inputs and outcomes to relevant others. Role clarity theory suggests that clearly defining expectations motivates better performance. Achievement motivation theory identifies the need for achievement, power, and affiliation as key drivers of behavior.
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The document discusses various motivational theories and concepts in organizational behavior. It covers early theories like Maslow's hierarchy of needs and Herzberg's two-factor theory. Contemporary theories discussed include self-determination theory, goal setting theory, reinforcement theory, and equity theory. The document also explores concepts like job characteristics, employee involvement, and rewarding employees. It aims to acquaint readers with key motivational concepts and their application in organizations.
Motivation
The document discusses various theories of motivation including Maslow's hierarchy of needs theory, Herzberg's two-factor theory, Adams' equity theory, McClelland's acquired-needs theory, and Skinner's reinforcement theory. It also defines motivation, job satisfaction, and morale, and discusses ways to measure and improve motivation, job satisfaction, and morale in an organization.
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Motivation theories can be categorized as internal, external, or those that emphasize the interaction between individuals and their environment. Early philosophers like Max Weber and Sigmund Freud explored motivation from religious and psychological perspectives. Maslow's hierarchy of needs categorizes needs from lowest physiological to highest self-actualization. McGregor's Theory X assumes people need direction while Theory Y assumes they can direct themselves. Herzberg's two-factor theory separates motivators like achievement from hygiene factors like salary that prevent dissatisfaction. Expectancy theory proposes motivation depends on expectancy, instrumentality, and valence perceptions.
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The document discusses theories of motivation in organizational behavior. It provides overviews of several key theories including: Maslow's hierarchy of needs, which proposes that people are motivated to fulfill basic physiological and safety needs before pursuing higher level needs; Herzberg's two-factor theory, which distinguishes between motivators and hygiene factors; and goal-setting theory, which suggests that specific, difficult goals lead to higher performance when combined with feedback. The document also summarizes contemporary theories including self-efficacy theory, equity theory, and expectancy theory.
Motivation and Motivation theories
This document discusses motivation theories and definitions. It provides definitions of motivation referring to actions or behaviors toward goals. Popular motivation definitions focus on willingness to perform and being affected by leadership. Motivation theories are divided into content theories, which focus on internal factors like needs, and process theories, which describe external factors like rewards. Several content theories are described including Maslow's hierarchy of needs and Herzberg's two-factor theory. Process theories discussed include goal-setting theory, equity theory, and expectancy theory.
Motivation
The document discusses various theories of motivation. It begins by defining motivation and exploring its key elements. It then examines several prominent content theories of motivation, including Maslow's hierarchy of needs, Herzberg's two-factor theory, McGregor's Theory X and Theory Y, and McClelland's learned needs theory. Process theories such as Alderfer's ERG theory are also summarized. The document analyzes each theory, provides examples and implications, and notes some common criticisms of the theories. Overall, the document provides an overview of important motivation theories from a content and process perspective.
THEORIES-on-MOTIVATION.pptx
This document discusses various theories of motivation and their application to employee performance. It aims to identify different motivation theories, understand motivation's role in performance, classify employee needs, and apply theories to analyze performance issues. Theories covered include Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's need theory, McGregor's Theory X and Y, and Ouchi's Theory Z. Each theory's key aspects and limitations are explained.
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Motivation
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Modul 2 --motivation
The document discusses various theories of motivation including:
- Maslow's hierarchy of needs which proposes that people are motivated to fulfill basic physiological needs and progress to higher needs of belonging, esteem and self-actualization.
- Herzberg's two-factor theory which distinguishes between hygiene factors like salary that prevent dissatisfaction and motivation factors like achievement that create satisfaction.
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The document also covers intrinsic and extrinsic rewards, with intrinsic rewards from meaningful work being more important for ongoing motivation than extrinsic rewards like pay and benefits.
Motivation and its Theories
Theories of Motivation
Motivation is something that prompts, compels and energizes an individual to act or behave in a particular fashion at a particular time for attaining some specific goal or purpose.
Motivation
The document discusses various theories of motivation including: Maslow's hierarchy of needs, ERG theory, McClelland's needs theory, equity theory, expectancy theory, goal-setting theory, reinforcement theory, and Herzberg's two-factor theory. It also discusses the importance of motivation for employee performance and retention. An integrated model is presented showing how individual motivation is influenced by attributes, performance, satisfaction, and extrinsic/intrinsic rewards within an organizational context. Strategies for motivating employees through job design and behavior modification are also outlined.
Motivation
Motivation is influenced by cultural and situational factors. There are three elements of work motivation: direction of behavior, level of effort, and level of persistence when facing obstacles. Early motivation theories include Maslow's hierarchy of needs, McGregor's Theory X and Y, and Herzberg's motivation-hygiene theory. Motivation can be intrinsic or extrinsic. Goal setting theory proposes that goals direct behavior when people are aware of goals and accept them. Reinforcement theory states that behaviors are strengthened by their consequences. SAS Institute motivates employees through equitable financial rewards, a supportive work environment, and benefits beyond compensation.
Motivation
People who are committed to achieving organizational objectives generally outperform those who are not committed. Those who are intrinsically rewarded by accomplishments in the workplace are satisfied with their jobs and are individuals with high self-esteem. Therefore, an important part of management is to help make work more satisfying and rewarding for employees and to keep employee motivation consistent with organizational objectives. With the diversity of contemporary workplaces, this is a complex task. Many factors, including the influences of different cultures, affect what people value and what is rewarding to them.
Motivation
This is a presentation on motivation, types and theories. Our motive defines our inner state of our mind, activates and directs our behaviour.
Some of the theories explain the relationship between managers and employees
Motivation and Theory of Motivation
What is motivation? Significance
How to motivate employees in an Organization?
Theories of motivation
Maslow hierarchy of needs theory.
ERG motivation theory Alderfer.
McClelland achievement and acquired needs theory.
Stacey Adams equity theory.
Hertzberg hygiene factors and motivators theory.
Vroom expectancy motivation theory.
Hackman and Oldham job characteristics model.
Motivating self and others
This document summarizes several theories of motivation. It begins by defining motivation and discussing Maslow's hierarchy of needs. It then outlines ERG theory, Herzberg's two-factor theory, McClelland's needs theory, and expectancy theory. Contemporary theories discussed include cognitive evaluation theory, goal-setting theory, self-efficacy theory, reinforcement theory, equity theory, and organizational justice. It concludes by stating that employee motivation is individual and companies should find ways to give employees what they want.
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Motivation is the internal process leading to behavior to satisfy needs. Performance is determined by the formula: Performance = Ability x Motivation x Resources. There are several theories of motivation including: content theories like Maslow's hierarchy of needs and ERG theory that focus on identifying people's needs; process theories like expectancy theory that examine how motivation works; and reinforcement theories based on positive and negative consequences influencing behavior. Effective motivation techniques include setting objectives, job enrichment, praise, and management by objectives. Cross-cultural differences also impact motivation.
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The document outlines key motivation theories discussed in an organizational behavior course, including: early theories from Maslow, McGregor, Herzberg and McClelland; contemporary theories like self-determination theory, goal-setting theory, reinforcement theory, equity theory and expectancy theory; and implications of applying motivation concepts globally. It provides an overview of each theory's core concepts and criticisms to help readers understand different approaches to explaining what drives human behavior and performance.
Motivation
Motivation is important for managers to inspire employees and create confidence. Various theories explain what motivates human behavior, including content theories like Maslow's hierarchy of needs and Herzberg's two-factor theory, and process theories like Vroom's expectancy theory and equity theory. Goal setting theory posits that specific, challenging goals with feedback lead to higher performance than vague goals. Motivation results from an interaction between individual needs and organizational rewards designed to fulfill those needs.
Theories of Motivation
Maslow's hierarchy of needs theory states that people are motivated to fulfill basic needs like physical survival and safety before pursuing higher level needs like love, esteem, and self-actualization. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like salary that prevent dissatisfaction. Equity theory proposes that people are motivated to maintain fairness in relationships based on comparing their inputs and outcomes to relevant others. Role clarity theory suggests that clearly defining expectations motivates better performance. Achievement motivation theory identifies the need for achievement, power, and affiliation as key drivers of behavior.
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The document discusses various motivational theories and concepts in organizational behavior. It covers early theories like Maslow's hierarchy of needs and Herzberg's two-factor theory. Contemporary theories discussed include self-determination theory, goal setting theory, reinforcement theory, and equity theory. The document also explores concepts like job characteristics, employee involvement, and rewarding employees. It aims to acquaint readers with key motivational concepts and their application in organizations.
Motivation
The document discusses various theories of motivation including Maslow's hierarchy of needs theory, Herzberg's two-factor theory, Adams' equity theory, McClelland's acquired-needs theory, and Skinner's reinforcement theory. It also defines motivation, job satisfaction, and morale, and discusses ways to measure and improve motivation, job satisfaction, and morale in an organization.
Unit i theories of motivation
Motivation theories can be categorized as internal, external, or those that emphasize the interaction between individuals and their environment. Early philosophers like Max Weber and Sigmund Freud explored motivation from religious and psychological perspectives. Maslow's hierarchy of needs categorizes needs from lowest physiological to highest self-actualization. McGregor's Theory X assumes people need direction while Theory Y assumes they can direct themselves. Herzberg's two-factor theory separates motivators like achievement from hygiene factors like salary that prevent dissatisfaction. Expectancy theory proposes motivation depends on expectancy, instrumentality, and valence perceptions.
Motivation ppt @ bec doms bagalkot
The document discusses theories of motivation in organizational behavior. It provides overviews of several key theories including: Maslow's hierarchy of needs, which proposes that people are motivated to fulfill basic physiological and safety needs before pursuing higher level needs; Herzberg's two-factor theory, which distinguishes between motivators and hygiene factors; and goal-setting theory, which suggests that specific, difficult goals lead to higher performance when combined with feedback. The document also summarizes contemporary theories including self-efficacy theory, equity theory, and expectancy theory.
Motivation and Motivation theories
This document discusses motivation theories and definitions. It provides definitions of motivation referring to actions or behaviors toward goals. Popular motivation definitions focus on willingness to perform and being affected by leadership. Motivation theories are divided into content theories, which focus on internal factors like needs, and process theories, which describe external factors like rewards. Several content theories are described including Maslow's hierarchy of needs and Herzberg's two-factor theory. Process theories discussed include goal-setting theory, equity theory, and expectancy theory.
Motivation
The document discusses various theories of motivation. It begins by defining motivation and exploring its key elements. It then examines several prominent content theories of motivation, including Maslow's hierarchy of needs, Herzberg's two-factor theory, McGregor's Theory X and Theory Y, and McClelland's learned needs theory. Process theories such as Alderfer's ERG theory are also summarized. The document analyzes each theory, provides examples and implications, and notes some common criticisms of the theories. Overall, the document provides an overview of important motivation theories from a content and process perspective.
THEORIES-on-MOTIVATION.pptx
This document discusses various theories of motivation and their application to employee performance. It aims to identify different motivation theories, understand motivation's role in performance, classify employee needs, and apply theories to analyze performance issues. Theories covered include Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's need theory, McGregor's Theory X and Y, and Ouchi's Theory Z. Each theory's key aspects and limitations are explained.
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- 2. Aim of the topic • Students will be in a position to apply the principles of organizational behavior to a variety of business situations. • They will learn about what drives individuals to work towards a goal or outcome.
- 3. Learning Outcome • Evaluate how to motivate individuals and teams to achieve a goal. • Apply concepts and philosophies of organizational behavior to a given business situation
- 4. Organizational Behavior •At the individual level of analysis, the study of learning, perception, creativity, motivation, personality. •At the group level of analysis, the study of group dynamics, intra- and intergroup conflict, leadership, interpersonal communication, networks, and roles. •At the organization level of analysis, the study of topics such as organizational culture, organizational structure, change, technology, and external environmental forces. “Organizational Behavior (OB) is the study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself.”
- 5. Motivation Motivation is the reason for people's actions, desires, and needs. The processes that account for an individual’s intensity, direction and persistence of effort toward attaining goal
- 6. Motivation – In Organisations What is it that drives our behaviours? Does the motivation arise from outside or inside the individual?
- 7. Theories of Motivation Content theories deal with “what” motivates people concerned with individual needs and goals Process theories deal with process” of motivation and are concerned with “how” motivation occurs.
- 8. 1. Maslow’s Theory •Need drive motivation •When each need is substantially satisfied ,the next need become dominant •A satisfied need no more motivates you 0
- 9. 2. Herzberg's 2 Factor Theory The conclusion he drew is that job satisfaction and job dissatisfaction are not opposites. The opposite of Satisfaction is No Satisfaction. The opposite of Dissatisfaction is No Dissatisfaction. Therefore, if you set about eliminating dissatisfying job factors, you may create peace but not necessarily bring motivation
- 10. 3. Alderfer’s ERG Theory •ERG does not assume any rigidity related to level of need •Person can be at multiple levels •It is not necessary that a person must satisfy the lower order need to reach higher level needs
- 11. Activity
- 12. 4. BF Skinner’s Reinforcement Theory •The theory states that individual’s behavior is a function of its consequences •It is based on law of effect •Positive consequences tends to repeat , Negative consequences tends not to be repeated
- 13. It says that the level of reward we receive, compared to our own sense of our contribution, affects our motivation. The theory considers the concept of equality and fairness, as well as the importance of comparison to others. 5. Adams Equity Theory 3 situations of equity theory •Output/Input A=Output/Input B- Equity is there •Output/Input A> Output/Input B-inequity is there due to over rewarded •Output/Input A< Output/Input B-inequity is there due to under rewarded
- 14. 6. Latham & Locke's Goal-Setting Theory Latham & Locke's research showed that goal setting is linked to task performance He found that specific and difficult goals along with feedback led to better task performance than vague or easy goals. People get motivated with difficult goals as it keep them away from distraction. Such goals push and energize to do hard work and generate motivation
- 15. Group Discussion • What are implications of motivational theory on management and leadership within organisations?