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8/7/2019 maslow &herzberg theory of motivation
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WHAT MOTIVATED OUR FATHER OF THE
NATION TO DEVOTE HIS WHOLE LIFE TO THE
NATON ?
WHAT IS MOTIVATING OUR SUPERSTAR
RAJNIKANT, THAT HE ALMOST SPENDS HALF
OF HIS INCOME ON SOCIAL WELFARE ?
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IS I ???
,
I S SI Y , S I I I ,I I IS I I S
J BS.
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THE DRIVING FORCE WITHIN INDIVIDUALS
WHICH THE ATTEMPT SOME GOAL IN ORDER TO
FULFILL SOME NEEDS OR EXPECTATIONS
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MASLOW AND
HERZ ERG THEOR
OF MOTIVATION
PRESENTED
NITU SINGH
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THEOR OF HUMAN MOTIVATION anarticle by Abraham Maslow he attempted to
formulate a needs based framework of
human motivation.
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NEED DEFICIENC
SEARCH AND
CHOICE OF
STRATEG
GOAL
DIRECTED
AHAVIOR
RE EVALUATION
OF NEEDS
REWARD OR
PUNISHMENT
EVALUATION OF
PERFORMANCE
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We each have a
hierarchy of needs that ranges from
"lower" to "higher.As lower needs are fulfilled there is
a tendency for other, higher needs
to emerge.
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PH SIOLOGICAL
SURVIVAL
SAFET
LOVE
ESTEEM
HE CALLED THESE NEEDS AS DEFICIENCNEEDS
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LOWER ORDER NEEDS
HAVE TO E SATISFIED IN
ORDER TO PERSUE HIGHER
LEVEL NEEDS.
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THE O JECTIVE OF SUGGESTING SUCH A
MODEL IS THAT.
AFTER A NEED IS SATISFIED, IT STOPS ACTING AS AMOTIVATOR AND THE NEXT NEED ONE RANK HIGHER
STARTS TO MOTIVATE.
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SELF ACTUALIZATION
ESTEEM NEEDS
SOCIAL NEEDS
SAFET NEEDS
PH SIOLOGICAL NEEDS
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` AIR
` WATER
` FOOD
` SLEEP
THESE ARE THE FIRST PRIORIT OF A PERSON.
UNTIL THESE ARE NOT SATISFIED OTHER NEEDS ARENOT EVEN RECOGNISED
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` LIVING IN A SAFE AREA
` MEDICAL INSURANCE
` JO SECURIT
` FINANCIAL RESERVES
IF A PERSON IS THREATENED THEN NEEDS FURTHERUP THE P RAMIDLL NOT RECEIVE ATTENTION..
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` FRIENDSHIP
` ELONGING TO A GROUP
` GIVING AND RECEIVING LOVE
AS MAN IS A SOCIAL ANIMAL HE CANNOT GO
ALONE.
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` EXTERNAL MOTIVATORS
RECOGNITION
ATTENTION
SOCIAL STATUS
INTERNAL MOTIVATORS
ACCOMPLISHMENT
SELF RESPECT
ITS THE NEED OF EING AHEAD OF OTHERS ORPROJECT TH SELF AS UNIQUE
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` SELF-FULFILLMENT
` WISDOM
` MEANING
` GROWTH
` ACHIEVING ONES POTENTIAL
QUEST OF REACHING ONES FULL POTENTIAL AS APERSON
UT ONL FEW PEOPLE REACHES THE LEVEL OF
SELF ACTUALIZATION..
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` THERE ARE SOME IMPORTANT LEADERSHIPIMPLICATIONS TO ENHANCE WORKPLACEMOTIVATION.
THE ARE.
COMPENSATION PLANS.
ROLE DEFINATION.
COMPAN ACTIVITIES.
HOW ????
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` PH SIOLOGICAL MOTIVATION:
AMPLE REAKS FOR LUNCH
RECUPERATIONS.
PA REASONA LE SALARIES.
SAFET NEEDS:
CONDUCIVE WORKING ENVIRONMENT.
RELATIVE JO SECURIT .FREEDOM FROM THREATS.
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` SOCIAL NEEDS:
GENERATING FEELING OF ACCEPTENCE,
ELONGING,
COMMUNIT .
TEAM D NAMISM.
ESTEEM MOTIVATORS:
RECOGNITION OF ACHIVEMENTS
ASSIGNING RESPONSI ILITIESSTATUS OF FEELING VALUED AND
APPRECIATED
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` SELF ACTUALIZATION:
OFFER CHALLENGING AND MEANINGFUL
WORK ASSIGNMENTS WHICH ENA LE
INNOVATION,CREATIVIT AND PROGERSSACCORDING TO LONG TERM GOALS
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These are 2 broad categories of HUMAN
MOTIVATION
D MOTIVES
These motives are related to the last level
hierarchies of MASLOWS MODEL.
These motives induces urgent EHAVIORAL
determination.
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1. Its absence produces ILLNESS.
2. Its presence prevents ILLNESS.
3. Its restoration cures ILLNESS.
4. Under certain free-choice conditions these
are preferred by deprived persons.
5. Found to be inactive and functionally
absent in healthy persons.
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IN- ORN URGE TO ACTUALISE ONES
INHERENT POTENTIAL.
ENRICH LIVING ENLARGING EXPERIANCES.
THIS INCREASES THE JO OF EING ALIVE.
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` ORDER OF NEEDS CHALLENGED
` DOESNT FIT TO SITUATIONS WHERE NEEDS
CONFLICT.
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` AN INDIVIDUALS RELATION TO
WORK IS BASIC AND THAT ONES
ATTITUDE TOWARDS WORK CAN
VERY WELL DETERMINE
SUCCESS OR FAILURE.
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WHAT DO PEOPLE WANT FROM THEIR
JOBS????
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A QUESTION
RAISED:
` SITUATION IN WHICH THE FELT EXCEPTIONALL
GOOD OR AD A OUT THEIR JO S ???
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` INTRINSIC FACTORS
ACIVEMENTS
RESPONSI ILIT
RECO NITION
` EXTRINSIC FACTORS
SALAR
SUPERVISION
WORKINCONDITIONS
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` RESPONDENTS WHO FELT GOOD A OUT THEIR
WORK RELATED THE INSTRINSIC FACTORS TO
THEIR JO SATISFACTION.
` ON THE OTHER HAND, DISSATISFIED
RESPONDENTS RELATED THE EXTRINSIC FACTORS
TO THEIR JO DISSATISFACTION.
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TRADITIONAL VIEW
HERZ ERG VIEW
MOTIVATORS
H GIENE FACTORS
SATISFATION DISSATISFACTION
SATISFACTION NO SATISFATION
NO DISSATISFATION DISSATISFACTION
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DISATISFACTIONNO
DISATISFACTION
NOSATISFACTION
SATISFACTION
H GEINE
FACTORS
MOTIVAT
ORS
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` LIMITED ITS METHODOLOG
` RELIA ILIT IS QUESTIONED
` NO OVERALL MEASURE OF SATISFATION
` FAILED TO ESTA LISH A STRONG RELATIONSHIP
ETWEEN SATISFACTION & PRODUCTIVIT
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MASLOW AND HERZ ERG
ADOPTED ONE THE WORLDS
LARGEST RETAIL ORGANISATION
TESCO
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TESCO OFFERS:-
1. Personal development
2.Opportunity for promotion
3.TESCO TALENT PLANNIN
MEETING.
4. FAST TRACK
MANAGEMENT
PROGRAMS.
SELF
FULIL
MENT
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TESCO values emphasizes:-
1.Self respect & respect for
others.
2. Praise for hard work .
3. 360 DEGREE FEED ACK
&
APPRASAIL S STEM .
SELFESTEE
M
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TESCO promotes :-
1. Esprit de crops / Team
Spirit
2. It uses STEERING
WHEEL technique .
3. HOME FROM HOME
ethos.
SOCIAL
NEEDS
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TESCO PROVIDES :-
1. Security of formal
contracts of employment.
2. Pension & Sickness scheme3. Option to join a union,
sense of belongingness .
4. Ensures health & safety in
workplace .
SECURIT
NEEDS
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TESCO provides :-
1. Place of work
2. Regular monthly
payment.3. Restaurant.
4. Lockers for personal
belongings .
ASICNEDDS
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ENS ES EALTHY SAFEING NDITI NS
HOLDS FORUMS ,PAY RISES
RESTAURANT MENUS
HYGINEFACTORS
FASTTRACK MANAGEMENTPROGRAMS, SCOPEFOR
ADVANCEMENT
DELEGATES RESPONS ILITY
RECOGNISES INDIVIDUALCONTRI UTIONS
MOTIVATORS
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