Group presentationCh Fahad Sattar (06)

Motivation Concepts

Defining Motivation“The processes of increasing effort level is called motivation.”

Early Theories of Motivation

Hierarchy of Needs

Theory X and Theory Y

Two-Factor Theory

McClelland's Theory of Needs

Cognitive Evaluation Theory

Goal -Setting Theory

Self-Efficacy Theory

Reinforcement Theory

Equity Theory

Expectancy Theory

Physiological

Safety

Social

Esteem

Hierarchy of Needs

Self actulization

Includes hunger, thirst, shelter and other bodily needs

Physiological

Safety Needs

Includes security and protection from physical and emotional harm.

Social Needs

Includes affection, belongingness acceptance, and friendship.

Esteem Needs

includes internal esteem factors such as self-respect, autonomy, and achievement; and external esteem factors such as status, recognition, and attention.

Self-actualization

The drive to become what one is capable of becoming; includes growth, achieving one’s potential, and self-fulfillment.

Theory X and Theory YDouglas McGregor proposed two distinct views of human beings: one basicallynegative, labeled Theory X, and the other basically positive, labeled Theory Y.

Theory X

The assumption that employees dislike work, are lazy, dislike responsibility, and must be coerced to perform.

Theory Y

The assumption that employees like work, are creative, seek responsibility, and can exercise self-direction.

Two-Factor Theory

Intrinsic factors are related to job satisfaction, while extrinsic factors are related to job dissatisfaction.

Hygiene factors = when these are adequate, workers “feel OK”

 Motivators = examines factors contributing to job satisfaction.  Thus there are factors which lead to job satisfaction and things that don’t

McClelland's Theory of Needs

A theory that states achievement , power and affiliation are three important needs that help explain motivation.

 Need for Achievement

 Need for Power

Need for Affiliation

Need for Achievement

The drive to excel, achieve in relation to a set of standards, strive to succeed.

Need for Power

 The need to make others behave in a way that they would not have behaved otherwise.

Need for Affiliation

The desire for friendly and close interpersonal relationships.

Goal -Setting TheoryThe theory that specific and difficult goals lead to higher performance.

Goals tell an employee what needs to be done and how much effort will need to be expended.

Self-Efficacy Theory

Self-efficacy refers to an individual's belief that he or she is capable of performing a task.  The higher your self-efficacy, the more confidence you have in your ability to succeed in a task.

Reinforcement Theory

A behavioristic approach, which argues that reinforcement conditions behavior.

Management by Objectives ("MBO")

This approach puts goal setting to work.It is a program that encompasses:specific goals (tangible, verifiable, measurable)participative setfor an explicit time periodwith performance feedback on goal progress

Equity Theory

Individuals compare their job inputs and outcomes with those of others and then respond so as to eliminate any inequities.

Equity theory recognizes that individuals are concerned not only with the absolute amount of rewards for their efforts, but also with the relationship of this amount to what others receive.

Expectancy Theory

The strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. The theory focuses

on three relationships.