Theories of Motivation

Classification of the Theories of Motivation

1. Content Theories those that focus on analyzing the wants and needs of an individual
a. Hierarchy of Needs Theory
b. ERG Theory
c. Acquired Needs Theory
d. Two-factor Theory
2. Process Theories explain how people act in response to the wants and needs that they
have
a. Expectancy Theory
b. Equity Theory
c. Goal Setting Theory
The Hierarchy of Needs Theory
Abraham Maslow American psychologist who created the Maslows hierarchy of human needs
Originally, there were only five-stages of needs. Changes to the original five-stage model are
highlighted and include a seven-stage model and an eight-stage model, both developed during the
1960's and 1970s.
Key Concepts of the Maslows Hierarchy of Human Needs Theory
1. Unfulfilled needs are the predominant and the next higher level of needs is not activated or
triggered until the predominant need is adequately satisfied. A person only progresses up the
need hierarchy once his lower level need is adequately satisfied.
2. Social, safety and physiological needs are the Classified Deficiency needs. The Growth
needs are esteem and self-actualization needs.
3. Lacks empirical study to support that needs are activated in exact order.
Eight-Stage Model of Human Needs (Maslow, 1970)
1. Biological and Physiological needs air, food, drink, shelter, warmth, sex, sleep, etc.
Human behavior: health, fitness, energizing mind and body, etc.
2. Safety needs protection from elements, security, order, law, limits, stability, etc.
Human behavior: order and structure needs met for example by some heavily organized,
structural activity, etc.
3. Social needs work group, family, affection, relationships, etc.
Human behavior: team sport, club 'family' and relationships

4. Esteem needs self-esteem, achievement, mastery, independence, status, dominance,

prestige, managerial responsibility, etc.
Human behavior: competition, achievement, recognition
a. Internal factors self-respect, autonomy and achievement
b. External factors status, recognition and attention
5. Cognitive needs knowledge, meaning, etc.
6. Aesthetic needs appreciation and search for beauty, balance, form, etc.
7. Self-actualization needs realizing personal potential, self-fulfillment, seeking personal
growth and peak experiences.
8. Transcendence needs helping others to achieve self-actualization.
Self-actualizing Characteristics (Maslow, 1970)
1. Keen sense of reality - aware of real situations - objective judgment, rather than subjective
2. See problems in terms of challenges and situations requiring solutions, rather than see
problems as personal complaints or excuses
3. Need for privacy and comfortable being alone
4. Reliant on own experiences and judgment - independent - not reliant on culture and
environment to form opinions and views
5. Not susceptible to social pressures - non-conformist
6. Democratic, fair and non-discriminating - embracing and enjoying all cultures, races and
individual styles
7. Socially compassionate - possessing humanity
8. Accepting others as they are and not trying to change people
9. Comfortable with oneself - despite any unconventional tendencies
10. A few close intimate friends rather than many surface relationships
11. Sense of humor directed at oneself or the human condition, rather than at the expense of
others
12. Spontaneous and natural - true to oneself, rather than being how others want
13. Excited and interested in everything, even ordinary things
14. Creative, inventive and original
15. Seek peak experiences that leave a lasting impression

Why is sex a physiological need?

The ERG Theory
ERG Theory Clayton Alderfers redefinition of Maslows Hierarchy of Needs Theory to bring the
later in synchronization with empirical research
Clayton Alderfer American psychologist who classified Maslows Hierarchy of Needs Theory in to
three categories
Key Concepts of the ERG Theory
1. In addition to the satisfaction-progression process, a frustration-regression process is also at
work. If a person is continually frustrated in attempts to satisfy growth needs: the relatedness
need reemerges as a major motivating force, causing the individual to redirect efforts towards
satisfying a lower order need category.
2. Simply defined existence and relatedness needs.
3. A need could be activated at any time.
Frustration-Regression Principle states that is a higher level need remains unfulfilled, the person
may regress to lower level needs
Three Sets of Needs according to the ERG Theory
1. E Existence need for basic material necessities. These are needs satisfied by such factors
as food, air, water, pay and working conditions. It includes an individuals physiological and
physical safety needs.
2. R Relatedness the aspirations individuals have for maintaining significant interpersonal
relationships (be it with family, peers or superiors), getting public fame and recognition.
Maslows social needs and external component of esteem needs fall under this class of need.
3. G Growth includes need for self-development and personal growth and advancement.
These are needs satisfied by an individual making creative or productive contributions.
Maslows self-actualization needs and intrinsic component of esteem needs fall under this
category of need.
Acquired Needs Theory motivational model that attempts to explain how the fundamental needs
affect the actions of people from a managerial context
David Clarence McClelland American psychological theorist who is noted for its work called
Acquired Needs Theory
Key Concepts of Acquired Needs Theory

1. People who have high achievement needs have the drive to advance and to overcome
challenging situations, i.e., problems faced by entrepreneurs in introducing innovative new
business.
2. An affiliation motivated person prefers to work with friends.
3. The need for power drives successful managers.
Three Fundamental Needs
1. Need for Achievement People who are achievement-motivated typically prefer to master a
task or situation. They prefer working on tasks of moderate difficulty, in which the results are
based on their effort rather than on luck, and to receive feedback on their work. This is the
desire to do something better or more efficiently, to solve problems, or master complex tasks.
2. Need for Affiliation Those who are motivated by affiliation prefer to spend time creating and
maintaining social relationships, enjoy being a part of groups and have a desire to feel loved
and accepted. People in this group may not make effective managers because they may worry
too much about how others will feel about them. This refers to the desire to establish and
maintain friendly and warm relations with others.
3. Need for Power This motivational need stems from a person's desire to influence, teach, or
encourage others. People in this category enjoy work and place a high value on discipline.
This refers to the desire to control others, to influence their behavior, or to be responsible for
others.
According to McClellands studies, the foregoing needs are acquired over time as a result of life
experiences.