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.

1. Motivation at Work

5. Maslow’s Hierarchy of Needs Physiological Safety & Security Love (Social) Esteem SA Lowest to highest order

6. Motivational Theories X & Y Physiological Safety & Security Love (Social) Esteem SA Theory Y - a set of assumptions of how to manage individuals motivated by higher order needs Theory X - a set of assumptions of how to manage individuals motivated by lower order needs

9. Alderfer’s ERG Theory Existence Relatedness Growth Physiological Safety & Security Love (Social) Esteem SA

13. 3 Motivational Need Theories Self-actualization Maslow Alderfer McClelland Higher Order Needs Lower Order Needs Esteem self interpersonal Safety & Security interpersonal physical Need for Achievement Need for Power Relatedness Need for Affiliation Existence Growth Belongingness (social & love) Physiological

15. Contrasting Views of Satisfaction and Dissatisfaction Satisfaction Dissatisfaction Traditional view Satisfaction No satisfaction Herzberg's view No dissatisfaction Dissatisfaction Hygiene Factors Motivators

18. Motivation-Hygiene Combinations (Motivation = M, Hygiene = H)

19. Needs Theories Maslow Herzberg Hygiene Motivators Factors Social Safety Physiological Self-Actualisation Esteem

21. Motivational Theory of Social Exchange Equity Outcomes = Outcomes Inputs Inputs Negative Outcomes < Outcomes Inequity Inputs Inputs Positive Outcomes > Outcomes Inequity Inputs Inputs Person Comparison other

27. Expectancy Theory (Vroom) 3. Rewards-Personal goals relationship = Valence 1. Effort-Performance relationship = Expectancy 2. Performance-Rewards relationship = Instrumentality Individual Effort Individual Performance Personal Goals Organisational Rewards 1 2 3

28. Expectancy Model of Motivation Performance Reward Effort Effort Perceived effort– performance probability Perceived value of reward 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?”

29. How Expectancy Theory Works Expectancy Effort - Performance Link E=0 No matter how much effort you put in, probably not possible to memorise the text in 24 hours Instrumentality Performance - Rewards Link I=0 Your tutor does not look like someone who has £1 million Valence Rewards - Personal Goals Link V=1 There are a lot of wonderful things you could do with £1 million Your tutor offers you £1 million if you memorise the textbook by tomorrow morning. Conclusion: Though you value the reward, you will not be motivated to do this task.

36. Goal Setting Goals Specific Difficult Accepted Effects on Person Directs attention Energises Encourages persistency New strategies developed Feedback Performance