Source: Introduction to Work and Organizational Psychology: A European Perspective; Nik Chmiel (Editor)
This presentation focuses on "the two main theories of work motivation: content theories and process theories".
Source: Introduction to Work and Organizational Psychology: A European Perspective; Nik Chmiel (Editor)
This presentation focuses on "the two main theories of work motivation: content theories and process theories".
The founder of this hierarchy of human need theory is Psychologist Mr. Abraham Harold Maslow in 1943. His theory is one of the most popular and widely use theory of motivation. Maslow's theory is based on the Hierarchy of Human Needs. Maslow subsequently extended the idea to include his observations of humans' constitutional inquisitiveness.
The founder of this hierarchy of human need theory is Psychologist Mr. Abraham Harold Maslow in 1943. His theory is one of the most popular and widely use theory of motivation. Maslow's theory is based on the Hierarchy of Human Needs. Maslow subsequently extended the idea to include his observations of humans' constitutional inquisitiveness.
Maslow’s Theory based on following assumptions.
1. Human needs are of varied and diversified nature. They can be arranged in a hierarchy of importance progressing from a lower to a higher order of needs. 2. Needs have a definite hierarchy of importance. As soon as needs on a lower level is fulfilled, those on the next level will emerge and demand satisfaction. 3. A satisfied need does not act as a motivator. 4. As one need is satisfied, another replaces it.
In this hierarchy of needs theory, according to above assumptions Maslow has identified five types of human needs arranged in a hierarchy of their importance and priority. Some of which focus on describing the stages of growth in humans. Maslow used the terms "physiological", "safety", "belonging / love", "esteem", "selfactualization” to describe the pattern that human motivations generally move through. Maslow studied what he called exemplary people such as Albert Einstein, Jane Addams, Eleanor Roosevelt, and Frederick Douglass rather than mentally ill or neurotic people, writing that "The study of crippled, stunted, immature, and unhealthy specimens can yield only a cripple psychology and a cripple philosophy. Maslow's theory was fully expressed in his 1954 book Motivation and Personality.
One can purchase a man's time, his physical presence, but can't buy his willingness to work. This can be achieved only through "Motivation".
Remember, that the ability to work is quite different from "the will to work". That's why, many talented person fail to succeed in life.
After completion of this seminar audience will be able to know:
What is HRM Model?
Why we need to design HRM Model?
Importance and focus of each HRM Model;
Being HR professional, what would be the Negative consequences if we don’t know about HRM Models?
It is a brief presentation which will make you easily understand about what actually motivation is and what job performance is?
And also it will make you clear that what is difference between motivation and job performance, as both words in general reflects same meaning but they are different but also interlinked with each other in some or the other way,
A short notes on these
1.Maslow’s Hierarchy Needs Model
2. Herzberg’s Two Factor Theory Of Motivation
3. Theory X and Theory Y
4. McClelland’s Theory of Needs
5. Alderfer’s Erg Theory
6. Reinforcement Theory
The founder of this hierarchy of human need theory is Psychologist Mr. Abraham Harold Maslow in 1943. His theory is one of the most popular and widely use theory of motivation. Maslow's theory is based on the Hierarchy of Human Needs. Maslow subsequently extended the idea to include his observations of humans' constitutional inquisitiveness.
The founder of this hierarchy of human need theory is Psychologist Mr. Abraham Harold Maslow in 1943. His theory is one of the most popular and widely use theory of motivation. Maslow's theory is based on the Hierarchy of Human Needs. Maslow subsequently extended the idea to include his observations of humans' constitutional inquisitiveness.
Maslow’s Theory based on following assumptions.
1. Human needs are of varied and diversified nature. They can be arranged in a hierarchy of importance progressing from a lower to a higher order of needs. 2. Needs have a definite hierarchy of importance. As soon as needs on a lower level is fulfilled, those on the next level will emerge and demand satisfaction. 3. A satisfied need does not act as a motivator. 4. As one need is satisfied, another replaces it.
In this hierarchy of needs theory, according to above assumptions Maslow has identified five types of human needs arranged in a hierarchy of their importance and priority. Some of which focus on describing the stages of growth in humans. Maslow used the terms "physiological", "safety", "belonging / love", "esteem", "selfactualization” to describe the pattern that human motivations generally move through. Maslow studied what he called exemplary people such as Albert Einstein, Jane Addams, Eleanor Roosevelt, and Frederick Douglass rather than mentally ill or neurotic people, writing that "The study of crippled, stunted, immature, and unhealthy specimens can yield only a cripple psychology and a cripple philosophy. Maslow's theory was fully expressed in his 1954 book Motivation and Personality.
One can purchase a man's time, his physical presence, but can't buy his willingness to work. This can be achieved only through "Motivation".
Remember, that the ability to work is quite different from "the will to work". That's why, many talented person fail to succeed in life.
After completion of this seminar audience will be able to know:
What is HRM Model?
Why we need to design HRM Model?
Importance and focus of each HRM Model;
Being HR professional, what would be the Negative consequences if we don’t know about HRM Models?
It is a brief presentation which will make you easily understand about what actually motivation is and what job performance is?
And also it will make you clear that what is difference between motivation and job performance, as both words in general reflects same meaning but they are different but also interlinked with each other in some or the other way,
A short notes on these
1.Maslow’s Hierarchy Needs Model
2. Herzberg’s Two Factor Theory Of Motivation
3. Theory X and Theory Y
4. McClelland’s Theory of Needs
5. Alderfer’s Erg Theory
6. Reinforcement Theory
Welcome to “Managing Small Projects in 6 Basic Steps” In the next 10 minutes I will present a simple, but powerful approach to managing small projects. This is project management for the rest of us. Those whose title does not include “project” or “management”. It is for all of you “part-time PMs” Many of us have a list of projects we are assigned. We don’t work full-time on any one of these projects. Some of them are tied to objectives on our objectives. Some of them involve our peers or members of other teams. For the most part, we weren’t provided a lot of information about the project, just that it needs to be done.
Social Media: Delivering for Project Management?Trevor Roberts
Presentation given to Projekt Management Austria conference, PMA Focus, on 18th October 2012.
<br />
Abstract:
Social media offers us new ways of communicating and new ways of connecting with people. An important part of project management is effective communication, so at first glance social media should be able to help us deliver our projects. But is this really the case? Do the methods of social media, and the ethos behind it, really assist us in bringing in projects on time, on budget, at the required quality? Can tweets really help deliver a project?
At first glance, the worlds of project management and social media would appear to be very far apart. The ethos of each can seem to be in direct opposition to the other, leading to strong questions as to how they can ever hope to be used together.
For example, project management is traditionally formal and defined - it deals with the assignment of work, monitoring and control of that work, and rigid reporting routes. Social media, by contrast, is designed to allow conversations, information sharing, and collaboration with self-selecting groups.
The truth is, while project management can have its formal structures, it is also at its heart about effective communication. In the past we have used strict methods of delivering this communication to ensure it is timely, accurate, and effective - but couldn't the tools of social media, which is all about communication - allow us to improve on this?
This talk will look at the new possibilities provided by social media, and try to understand how, and if, they can be brought together with project management to provide effective tools. We will look at the different technologies that exist under the social media banner, such as blogs, Twitter, and business networking like LinkedIn, and try to define if they are really offering improvements to the way we currently work, or if they instead present revolutionary changes that require a wholesale re-evaluation of how we manage our projects.
By the end of this talk, I hope to enable you to make sensible judgements about which social media tools you can start using right now to improve your project management, and to answer the important question: is social media really delivering what project management needs?
No temptation has overtaken you except what is common to mankind. And God is faithful; he will not let you be tempted beyond what you can bear. But when you are tempted, he will also provide a way out so that you can endure it. 1 Corinthians 10:13
7 Infallible Secrets to Living a Successful Life Presentation (Webinar Slides)David Newby
Learn 7 infallible secrets to living a successful life. This formula will get you an incredible breakthrough for every goal, mission, or agenda you set!
David
http://www.davidgnewby.com
13 Practical Ways To Discover Your Purpose and Live a Life You Lovethanos arm
How do you discover your real purpose in life? I’m not talking about your job, your daily responsibilities, or even your long-term goals. I mean the real reason why you’re here at all — the very reason you exist.
23March 2010Vol. 22 No. 1Engineering Management Journal
HDM Modeling as a Tool to Assist Management With
Employee Motivation: The Case of Silicon Forest
Georgina Harell, Portland State University
Tugrul U. Daim, Portland State University
the various options more than once, and put a number to the
importance of one option over another.
This study shows a pathway to employee motivation more than
the traditional HDM approach which has the end result being one
choice. The group survey results provide a better understanding of
the differences and the specific values of the groups and smaller
sub-groups. For example, management can conclude from this
survey that women’s tangible motivators are pay and bonuses
followed by outside environment and working conditions.
Literature Review
The theory of human motivation started as an interest of
psychologists, but managers soon realized the importance of
knowing how to motivate their workforce. The work of human
motivation started as early as the Greeks (Skinner, 1965), and
is still intriguing many researchers today. Motivation through
conditioning responses has been explored in great detail since the
late 19th century. The most famous account of conditioned responses
has to be that of Pavlov’s dog—where a dog was conditioned to
salivate at the sound of a bell by repeatedly reinforcing that after a
certain sound food would be presented. This type of response has
been termed a conditioned reflex. In short, the subject has been
trained to produce a response normally associated with stimulus
A when stimulus B is presented. Pavlov’s work was just the tip
of the iceberg in terms of understanding human behavior in
response to a stimulus (Skinner, 1965). E.L. Thorndike expanded
the knowledge of human behavior by exploring the concept of
learning curves. Thorndike did considerable research examining
how long it took creatures to solve a simple problem, for example,
how to escape from a latched box. Thorndike noted that initially
the creature would take a considerable amount of time to solve the
problem, but after more and more attempts at the same situation
the solution came more and more quickly. Learning curves help
clarify how behavior in complex situations are sorted, emphasized,
and reordered. Thorndike’s work is a pivotal step toward the more
modern concept of operant conditioning (Skinner, 1965).
Operant conditioning is far more complicated than the
simple notion of reflex conditioning illustrated by Pavlov.
Operant conditioning looks at human behavior as a complicated
series of tendencies, and rather than looking at responses as either
happening or not happening, operant conditioning considers
a response as having a probability of occurring. By examining
human behavior as a probability of a response occurring, more
complicated interactions can be examined. There are two points
in operant conditioning—operant reinforcement, where a subject
is conditioned ...
Theories of Motivation - Overview of the Content Theories of Motivation Monica P
(MST) Advanced Administration and Supervision in Educational Practices
(class report(s)/discussion(s))
DISCLAIMER: I do not claim ownership of the photos, videos, templates, and etc used in this slideshow
Motivation is an action that stimulates an individual to take a course of action, which will result in an attainment of goals, or satisfaction of certain material or psychological needs of the individual. Motivation is a powerful tool in the hands of leaders. It can persuade convince and propel people to act.
Maslow’s-Hierarchy of Needs Theory Alderfer's ERG Theory McClelland’s Theor...Shilpi Arora
Maslow’s-Hierarchy of Needs Theory
Alderfer's ERG Theory
McClelland’s Theory of Needs
Herzberg's Two Factor Theory
Carrot and Stick Theory
Vroom’s Expectancy Theory
Equity Theory
This is all about Motivation and motivation theory. if u further need any help you can contact with me on the following email address kcb.brurcse42@gmail,com .
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
7. Early Ideas on Work Motivation
Scientific management and
work of F.W Tylor
Hawthorne Experiment &
human relation approach
Content Theories
Emphasis on what motivates individual
Maslow Alderfer Herzberg McClelland
Process Theories
Emphasis on actual process of Motivation
Expectancy Theory Equity Theory
Goal Theory Attribution Theory
9. Major content theories of motivation include:
■ Maslow’s hierarchy of needs model;
■ Alderfer’s modified need hierarchy model;
■ Herzberg’s two-factor theory;
■ McClelland’s achievement motivation theory
10. 10STUDY QUESTION : WHAT DO THE CONTENT THEORIES SUGGEST
ABOUT INDIVIDUAL NEEDS AND MOTIVATION?
Acquired needs theory.
Need for achievement (nAch).
The desire to do something better or more efficiently, to solve problems, or to
master complex tasks.
Need for affiliation (nAff).
The desire to establish and maintain friendly and warm relations with others.
Need for power (nPower).
The desire to control others, to influence their behavior, or to be responsible for
others.
11. MASLOW’S HIERARCHY OF NEEDS
THEORY
Based on Maslow’s theory, once lower-level needs
have been satisfied (say at the physiological and
safety levels), giving more of the same does not
provide motivation. Individuals advance up the
hierarchy as each lower-level need becomes
satisfied. Therefore, to provide motivation for a
change in behaviour, the manager must direct
attention to the next higher level of needs (in this
case, love or social needs) that seek satisfaction.
12. ALDERFER’S MODIFIED NEED
HIERARCHY MODEL (ERG THEORY)
Existence needs are concerned with sustaining human existence and survival
Relatedness needs are concerned with relationships to the social environment and cover love or belonging, affiliation
and meaningful interpersonal relationships of a safety or esteem nature.
Growth needs are concerned with the development of potential and cover self-esteem and self-actualisation.
13. HERZBERG’S WORK
Herzberg’s work has had a considerable effect
on the rewards and remuneration packages
offered by corporations. Increasingly, there is a
trend towards ‘cafeteria’ benefits in which
people can choose from a range of options. In
effect, they can select the elements they
recognise as providing their own motivation to
work. Similarly, the current emphasis on self-
development, career management and self-
managed learning can be seen as having
evolved from Herzberg’s insights.
Crainer, S. and Dearlove, D. (eds) Financial Times and book of
Management, second edition, Financial Times Prentice Hall (2001), p.
361.
14.
15. MCCLELLAND’S ACHIEVEMENT
MOTIVATION THEORY
McClelland’s work originated from investigations into the relationship
between hunger needs
and the extent to which imagery of food dominated thought processes.
From subsequent research McClelland identified four main arousal-
based, and socially developed, motives:
■ the Achievement motive;
■ the Power motive;
■ the Affiliative motive;
■ the Avoidance motive
16.
17. PROCESS THEORIES OF MOTIVATION
Process theories, or extrinsic theories, attempt to identify the relationships among
the dynamic variables that make up motivation and the actions required to
influence behavior and actions.
18. PROCESS THEORIES OF MOTIVATION
expectancy-based models – Vroom, and Porter and Lawler;
Equity Theory – Adams;
Goal Theory – Locke;
Attribution Theory – Heider And Kelley
19. EXPECTANCY THEORIES OF MOTIVATION
The underlying basis of expectancy theory is that people are influenced by the expected
results of their actions. Motivation is a function of the relationship between:
1- effort expended and perceived level of performance; and
2-the expectation that rewards (desired outcomes) will be related to performance.
There must also be:
3- the expectation that rewards (desired outcomes) are available
20. Expectancy theory hypothesises that
individuals change their behaviour
according to their anticipated satisfaction
in achieving certain goals
(Vroom, 1964)
21. VROOM’S EXPECTANCY THEORY
Expectancy theories of motivation
Vroom was the first person to propose an expectancy theory aimed specifically at work motivation. His model is
based on three key variables: valence, instrumentality and expectancy (VIE theory or expectancy/valence theory). The
theory is founded on the idea that people prefer certain outcomes from their behaviour over others. They anticipate
feelings of satisfaction should the preferred outcome be achieved.
valence The feeling about specific outcomes is termed valence
instrumentality Distinction between first-level outcomes and second-level outcomes.
expectancy People develop a perception of the degree of probability that the choice of a particular action will
actually lead to the desired outcome.
22. THE PORTER AND LAWLER EXPECTANCY MODEL
Expectancy theories of motivation
Porter and Lawler see motivation, satisfaction and performance as separate variables and attempt to
explain the complex relationships among them. Their model recognises that job satisfaction is more
dependent upon performance, than performance is upon satisfaction.
24. IMPLICATIONS FOR MANAGERS OF
EXPECTANCY THEORIES
■ Use rewards appropriate in terms of individual performance
■ Attempt to establish clear relationships between effort–performance and rewards, as
perceived by the individual.
■ Establish clear procedures for the evaluation of individual levels of performance.
■ Pay attention to intervening variables such as abilities and traits, role perceptions, organisational procedures and
support facilities
■ Minimise undesirable outcomes which may be perceived to result from a high level of performance, such as
industrial accidents or sanctions from co-workers, or to result despite a high level of performance, such as short-
time working or layoffs.
25. 25STUDY QUESTION : WHAT DO THE PROCESS THEORIES SUGGEST
ABOUT INDIVIDUAL MOTIVATION?
A person’s motivation is a multiplicative function of expectancy, instrumentality, and valence
(M = E x I x V).
26. PROCESS THEORIES OF MOTIVATION
EQUITY THEORY OF MOTIVATION
Equity theory focuses on people’s feelings of how fairly they have been treated in
comparison with the treatment received by others. It is based on exchange
theory. Social relationships involve an exchange process
27. PROCESS THEORIES OF MOTIVATION
GOAL THEORY
Locke subsequently pointed out that ‘goal-setting is more
appropriately viewed as a motivational technique rather
than as a formal theory of motivation’
Values
Emotions &
Desires
Goals
Responses and
Work Behavior
Consequences or
Feedback
Goal Difficulty
Level of
Commitment
The combination of goal difficulty and the extent of
the person’s commitment to achieving
the goal regulates the level of effort expended
28. 28STUDY QUESTION : WHAT ARE REINFORCEMENT THEORIES AND
HOW ARE THEY LINKED TO MOTIVATION?
Reinforcement.
The administration of a consequence as a result of a behavior.
Proper management of reinforcement can change the direction, level, and
persistence of an individual’s behavior.
29. 29STUDY QUESTION : WHAT ARE REINFORCEMENT THEORIES AND
HOW ARE THEY LINKED TO MOTIVATION?
30. 30STUDY QUESTION : WHAT ARE REINFORCEMENT
THEORIES AND HOW ARE THEY LINKED TO MOTIVATION?
Organizational behavior modification (OB Mod).
The systematic reinforcement of desirable work behavior and the
non-reinforcement or punishment of unwanted work behavior.
Uses four basic strategies:
Positive reinforcement.
Negative reinforcement.
Punishment.
Extinction.
32. ESSAY – WORD LIMIT 2000 WORDS
Introducing your essay
The introduction should focus a reader’s attention on the central theme of an essay. It should clarify how you
intend to interpret or limit the question and give a clear, but brief, overview of your argument and the main
points supporting it.
Paragraphs
Each paragraph should develop a point or topic – for this reason they are the foundations upon which your
argument is built. A paragraph should include a topic sentence, which states the main idea of that paragraph.
Harvard referencing