Presented BySonu, Satish,Rajeev, Ritika, Khushi, Kumar Pankaj & Tarun

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• An example of Negative motivation:

•Negative motivation are those whose purpose is to correct the mistakes or defaults of the employees

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THEORIES OF MOTIVATION

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THEORIES OF MOTIVATION

Maslow’s needs hierarchy theory

Douglas McGregor’s Theory X and Theory Y Herzberg’s Motivation-Hygiene Theory

Clayton Alderfer’s ERG Theory David McClelland’s Theory of Needs John Stacey Adams Equity Theory

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Maslow’s needs hierarchy theory

Abraham Maslow was a leading psychologist

He had developed the “Hierarchy of Needs”

Born in 1908,New York

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Need HierarchyNeed Hierarchy

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Physiological Needs

These needs are:

•Food

•Shelter

•Cloths

•Relief from pain

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Safety and security Needs

These needs are:

•Jobs security

•freedom from threat

•security from

threatening events

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Social and love Needs

These needs are:

• Need for friendship

•Need for interaction

•Need for love

•Need for family

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Esteem Needs

These needs are:

•Need for self-esteem

•Respect from others

•Confidence

•Respect to others

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Self-actualization

These needs are:

•Self satisfaction

•Need for creativity

•Need to fulfill oneself by

maximizing the use of

abilities

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Maslow’s theory rests on a number of basic assumptions:

• Lower-level needs must be satisfied before higher-level needs become motivators

• A need that is satisfied no longer serves as a motivator

• There are more ways to satisfy higher-level than there are ways to satisfy lower-level needs

Assumption of Maslow’s needs hierarchy theory

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Douglas McGregor’s Theory X and Theory Y

•Taught psychology at MIT.

•At Antioch College, McGregor found that his classroom teaching of human relations did not always work in practice

•From these experiences, his ideas evolve and lead him to recognize the influence of assumptions we make about people and our managerial style.Douglas McGregor (1906-1964)Douglas McGregor (1906-1964)

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Theory X and Theory Y

•Douglas McGregor’s theory of motivation or XY theory proposes that organizations follow one of two approaches in their management of people

•Theory x and y are two sets of assumption about the nature of people

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Theory X

•The average employee does not like work and will attempt to avoid it.

•As employees are lazy they do not want responsibility and have no ambition.

•Individuals prefer to be directed and want security above everything else.

•Individuals need to be closely supervised and controlled.

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Theory Y

•Individuals exercise self control and self-direction to achieve objectives that they are committed to. Threats of punishment are unnecessary

•The rewards of achievement generate commitment from employees.

•If individuals are given freedom there is opportunity to increase productivity.

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Herzberg’s Motivation-Hygiene Theory

Frederick Herzberg Frederick Herzberg (1923-2000) (1923-2000)

•His research emphasized job enrichment (depth) rather than job enlargement

•The theory argues that: The motivation factors or motivators are the primary causes of motivation and address the question “why work harder”;

The hygiene factors are necessary conditions to achieve a state of neutrality and address the question “why work here”.

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Motivation and Hygiene FactorsMotivation and Hygiene Factors

Policies and Administration

Supervision

Working Conditions

Interpersonal Relations

Money, Status, Security

HYGIENE FACTORSENVIRONMENT

MOTIVATORSWHAT THEY DO

Achievement

Recognition for Accomplishment

Challenging Work

Increased Responsibility

Growth and Development

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Herzberg’s Two-Factor TheoryHerzberg’s Two-Factor Theory

DissatisfiersDissatisfiersHygiene factorsHygiene factors

DissatisfiersDissatisfiersHygiene factorsHygiene factors

Extrinsic factorsExtrinsic factors

Factors within the Factors within the job context:job context:

PayPay

StatusStatus

Working conditionsWorking conditions

SatisfiersSatisfiersMotivatorsMotivatorsSatisfiersSatisfiers

MotivatorsMotivators

Intrinsic factorsIntrinsic factors

Factors within the Factors within the job content:job content:

AchievementAchievement

Increased responsibilityIncreased responsibility

RecognitionRecognition

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THE JOB ITSELFAND THE

MOTIVATORFACTORS

RESPONSIBILITY ACHIEVEMENT

WORK ITSELF RECOGNITION

GROWTH

ADVANCEMENT

THE JOB SURROUNDINGSAND THE

HYGIENE FACTORS

SUPERVISION

BENEFITS

INTER-PERSONALRELATION-

SHIPS

SECURITY

SALARY

STATUS

COMPANYPOLICY AND

ADMINIS-TRATION

WORKINGCONDITIONS

Motivation and Hygiene FactorsMotivation and Hygiene Factors

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Clayton Alderfer’s ERG Theory

•Clayton P Alderfer proposed a hierarchy involving three sets of needs:

•Existence: needs satisfied by such factors as food, air, water, pay, and working conditions.•Relatedness: needs satisfied by meaningful social and interpersonal relationships.•Growth: needs satisfied by an individual making creative or productive contributions.

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ERG Theory Relationships Among Frustration, ERG Theory Relationships Among Frustration, Importance, and Satisfaction of NeedsImportance, and Satisfaction of Needs

FrustrationFrustrationof growth needsof growth needs

FrustrationFrustrationof growth needsof growth needs

ImportanceImportanceof growth needsof growth needs

ImportanceImportanceof growth needsof growth needs

SatisfactionSatisfactionof growth needsof growth needs

Frustration ofFrustration ofrelatedness needsrelatedness needs

Frustration ofFrustration ofrelatedness needsrelatedness needs

Importance of Importance of relatedness needsrelatedness needs

Importance of Importance of relatedness needsrelatedness needs

Satisfaction ofSatisfaction ofrelatedness needsrelatedness needs

FrustrationFrustrationof existence needsof existence needs

FrustrationFrustrationof existence needsof existence needs

ImportanceImportanceof existence needsof existence needs

ImportanceImportanceof existence needsof existence needs

Satisfaction ofSatisfaction ofexistence needsexistence needs

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Comparison between Maslow’s, Herzberg’s and Alderfer’s ERG Theory

David McClelland’s Theory of Needs

Proposed Theory of Needs

•Need for Achievement (nAch) – drive to excel, to achieve in relation to a set of standards

•Need for Affiliation (nAff) – the desire for friendly and close interpersonal relationships•Need for Power (nPow) – need to make others behave in a way in which they would not have behaved otherwise (to have power over them)

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McClelland’s Learned Needs TheoryMcClelland’s Learned Needs Theory

AchievementAchievement

(n Ach)(n Ach)

AffiliationAffiliation

(n Aff)(n Aff)

PowerPower

(n Pow)(n Pow)

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Need for Achievement

The need for achievement is characterized by the wish to take responsibility for finding solutions to problems, master complex tasks, set goals, get feedback on level of success

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Need for Affiliation

The need for affiliation is characterized by a desire to belong, an enjoyment of teamwork, a concern about interpersonal relationships, and a need reduce uncertainty

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Need for Power

The need for power is characterized by a drive to control and influence others, a need to win arguments, a need to persuade and prevail

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A Comparison of the Content TheoriesA Comparison of the Content Theories

MaslowMaslow(need hierarchy)(need hierarchy)

Self-actualizationSelf-actualization

EsteemEsteem

Belongingness,Belongingness,social, and lovesocial, and love

Safety and securitySafety and security

PhysiologicalPhysiological

MaslowMaslow(need hierarchy)(need hierarchy)

Self-actualizationSelf-actualization

EsteemEsteem

Belongingness,Belongingness,social, and lovesocial, and love

Safety and securitySafety and security

PhysiologicalPhysiological

HerzbergHerzberg(two-factor theory)(two-factor theory)

The work itselfThe work itself•ResponsibilityResponsibility•AdvancementAdvancement•GrowthGrowth

AchievementAchievementRecognitionRecognition

Quality of inter-Quality of inter-personal relationspersonal relationsamong peers, withamong peers, withsupervisors, withsupervisors, withsubordinatessubordinates

Job securityJob security

Working conditionsWorking conditionsSalarySalary

HerzbergHerzberg(two-factor theory)(two-factor theory)

The work itselfThe work itself•ResponsibilityResponsibility•AdvancementAdvancement•GrowthGrowth

AchievementAchievementRecognitionRecognition

Quality of inter-Quality of inter-personal relationspersonal relationsamong peers, withamong peers, withsupervisors, withsupervisors, withsubordinatessubordinates

Job securityJob security

Working conditionsWorking conditionsSalarySalary

AlderferAlderfer

GrowthGrowth

RelatednessRelatedness

ExistenceExistence

AlderferAlderfer

GrowthGrowth

RelatednessRelatedness

ExistenceExistence

MotivatorsMotivators

HygieneHygieneconditionsconditions

HigherHigherorderorderneedsneeds

BasicBasicneedsneeds

McClellandMcClelland

Need forNeed forachievementachievement

Need forNeed forpowerpower

Need forNeed foraffiliationaffiliation

McClellandMcClelland

Need forNeed forachievementachievement

Need forNeed forpowerpower

Need forNeed foraffiliationaffiliation

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John Stacey Adams Equity Theory

•Equity theory is not a new one but focuses on how individuals perceive their reward or pay compared to what others are receiving.

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

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The Equity Theory of Motivation

A person (P) with certain inputs (I) and receiving certain outcomes (O)

Compares his/her input/outcome ratio to reference person’s (RP) inputs (I) and outcomes (O)

OP ORP IP

IRP

equity

OP ORP IP

IRP

OP ORP IP

IRP

==

<

>

or

or

inequity

inequity

and perceivesand perceives

IP: Inputs of the personIP: Inputs of the person

OP: Outcomes of the personOP: Outcomes of the person

IRP: Inputs of reference personIRP: Inputs of reference person

ORP: Outcomes of reference personORP: Outcomes of reference person

The Equity Theory of Motivation

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conclusion

Motivation means to motivate or encourage people so that they work with full zeal and can give their 100% to the organization.

Maslow put the human needs in a hierarchy and gives the theory of Need Hierarchy.

A/c to Douglas McGregor there are two types of people- X-type and Y-type.

Herzberg has given two factors for Motivation- motivation factors and hygiene factors

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In general life motivation play a key role to live a better life.

Motivation is the reason to do an action and we know action is the origin of innovation.

Motivation give us a hope, and the whole world revolve on a single hope.

Today we are living in a independent country only because of the reason that our freedom fighters were motivated towards our freedom and if we want to live a life with peace and happiness than we need motivation on each and every phase of our life.

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Be A Good Motivator

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