This document discusses work motivation and motivation theories including Maslow's hierarchy of needs theory. It explains that motivation is driven by physiological and psychological needs and deficiencies that activate behavior aimed at goals or incentives. Maslow's hierarchy categorizes needs into five levels from lower to higher order: physiological, safety, social, esteem, and self-actualization. It must satisfy lower level needs before progressing to higher levels, and once satisfied a need no longer motivates. The document provides examples of how businesses can apply Maslow's hierarchy to motivate employees at each level of needs.

1. WORK MOTIVATION

2. MOTIVATION
 Motivation is a process that start with physiological and
psychological deficiency or need that activates a
behavior or a drive that is aimed at a goal or incentive

3. MOTIVATION THEORIES
 Maslow’s Hierarchy of Needs Theory
 Herzberg’s Two-Factor Theory
 Vroom’s Expectancy Theory

4. Maslow Hierarchy of Needs
Higher Order
Internal
Lower Order
External

6.  Needs were categorized as five levels of lower-to higher order
needs.
 Individual must satisfy lower order needs before they can
satisfy higher order needs.
 Satisfy needs will no longer motivate.
 Motivating a person depends on knowing that at what level a
person in on hierarchy
 Hierarchy of needs
 Lower order (external): physiological, safety
 Higher order (internal): social, esteem, self actualization

7. HIERARCHY OF WOK MOTIVATION
SELF-ACTUALIZATION
Personal growth, realization of potential
Esteem needs
Titles, status symbols promotions
Social needs
Formal and informal workgroups or teams
Security needs
Seniority plans, union, health insurance, employee assistance
Plans, severance pay, pension
Basic Needs
Pay

8. APPLYING MASLOW'S NEEDS HIERARCHY - BUSINESS
MANAGEMENT IMPLICATIONS
 Physiological Motivation: Provide ample breaks for lunch
and recuperation and pay salaries that allow workers to buy life's essentials.
 Safety Needs: Provide a working environment which is safe, relative job
security, and freedom from threats.
 Social Needs: Generate a feeling of acceptance, belonging, and community
by reinforcing team dynamics.
 Esteem Motivators: Recognize achievements, assign important projects,
and provide status to make employees feel valued and appreciated.
 Self-Actualization: Offer challenging and meaningful work assignments
which enable innovation, creativity, and progress according to long-term
goals.

12. APPLICATION-JOB DESIGN
Job Characteristics Model