Motivation

DEFINITION
The term MOTIVATION has its origin
from the Latin word movers,
which means to move.
Motivation can be defined as the
process that account for an
individuals intensity, direction and
persistence of effort towards
attaining a goal.

MEANING OF
MOTIVATION

MOTIVATION IS SET OF FORCE THAT

CAUSE PEOPLE TO BEHAVE IN CERTAIN
WAY .

MOTIVATOIN IS GOAL DIRECTED.

MOTIVATION COUPLED WITH ABILITY

LEADS TO PERFORMANCE.

Motivation
Psychological

processes that arouse, direct,

and maintain behavior toward attaining a goal

Motivation
Motivation is the driving force to achieve a goal / fulfil a need

Needs
& Expectations

Behaviour / Action

Fulfilment

Desired
Goals

Types of motivation
Extrinsic

tangible rewards (eg salary,

benefits, security, contracts etc) largely
outside of managers direct control
Intrinsic psychological rewards (eg
being appreciated, doing challenging
work, positive recognition, using ones
ability etc ) can be heavily influenced
by managers behaviour and actions

Motivational factors

Monetary factors
Salaries

and wages

Bonus
Incentives
Special

individual
incentives

Non-Monetary factors
Status

or job title

Appreciation

&

recognition
Delegation

of

authority
Working
Job

conditions

security

Theories of Motivation
Content Theories
Maslow
ERG
Herzberg
McClelland

Process Theories
Expectancy theories

Equity Theory

(Vroom, Porter &

Lawler)
(Adams)

Goal Theory

(Locke)

Content TheoriesMaslows
Hierarchy of Needs Theory

Affection, belonging, love

Security, stability, protection

Food, water, sleep

ess

Exis
tenc
e

Self-respect, prestige, status

Rela
tedn

Gro

Growth, advancement, creativity

wth

Content TheoriesAlderfers
ERG Theory

Content TheoriesMcGregors
Theory X and Theory Y

Theory X
Employees dislike work and
whenever possible will avoid it
Since they dislike work they must
be coerced, controlled, or
threatened with punishment to
achieve goals
Employees will avoid
responsibilities and seek formal
direction when possible
Most workers place security above
other things associated with work
and will display little ambition

Theory Y
Employees can view work as
being as natural as rest or play
People will exercise selfdirection and self-control if they
are committed to the objectives
The average person can learn to
accept, even seek responsibility
Ability to make innovative
decisions is widely dispersed
throughout the population and
not necessarily seen only in
those in management

Content TheoriesMcGregors
Theory X and Theory Y

Higher Order Needs

Lower
Order
Needs

Theory Y

Theory X

Content TheoriesMcClellands
Acquired Needs Theory
Need

for Achievement (nAch)

Need for excellence, competition, challenging goals,

persistence, overcoming difficulties

Need

for Power (nPower)

Need for making an impact on or influencing others,

changing people or events, making a difference in life

Need

for Affiliation (nAff)

Need for establishing and maintaining warm, close,

and intimate relationships

Content TheoriesHerzbergs
Two-Factor Theory

No Job
Dissatisfaction

Job
Satisfaction

Hygiene Factors

Motivators

Job
Dissatisfaction

No Job
Satisfaction

Herzberg's 'hygiene' needs (or maintenance

factors) in the workplace are:
policy
relationship with supervisor
work conditions
salary
company car
status
security
relationship with subordinates
personal life

Herzberg's motivators
achievement

recognition
work itself
responsibility
advancement

SIMILARITY BETWEEN MASLOWS NEED HIERARCHY

AND HERZBERGS TWO-FACTOR THEORY

MAINTENANCE/HYGIENE
FACTORS

LOWER-ORDER NEEDS
(1)

(2)

PHYSIOLOGICAL NEEDSBasic survival, Hunger,Thirst,

Sleep, Avoidance of pain.
SAFETY AND SECURITY
NEEDS-Physical, Emotional
security,
Free from
Danger.

PAY.

Company policy and

administration.
Job Security.
Working Condition.

(3)

BELONGINGNESS AND
SOCIAL NEEDSFriendship,Love and
Affection,Acceptance, Social
life.

Relation with supervisors.

Peer Relations
Relations with subordinates.
Status.

SIMILARITY BETWEEN MASLOWS NEED

HIERARCHY AND HERZBERGS TWO-FACTOR
THEORY
MOTIVATIONAL FACTORS
HIGHER-ORDER

NEEDS

ESTEEM NEEDS-Self
respect,Status
recognition,Attention and
Appreciation.
SELF-ACTUALIZATION
NEEDSGrowth,Achieving ones
potential and Self
fulfillment.

Advancement.
Recognition.
Work itself.
Achievement.
Possibility of growth.
Responsibility.

Process TheoriesVrooms
Expectancy Theory

Motivation = Expectancy

Effort

Instrumentality x Valence

Performance

Rewards

Process TheoriesAdams
Equity Theory
My outcomes Others outcomes
=
My inputs
Others inputs
My outcomes Others outcomes
<
My inputs
Others inputs
My outcomes Others outcomes
>
My inputs
Others inputs

Equity
Equity Sensitives

Inequity
(underreward)
Benevolents

Inequity
(overreward)
Entitleds

Goal theory (Locke)

Based on the premise that peoples goals
or intentions play an important part in
determining behaviour. Effort is
regulated by the perceived difficulty of
the goal and the individuals
commitment.