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    Motivation is defined as the process that initiates, guides, and maintains goal-oriented behaviors and comes from both intrinsic and extrinsic factors. Major theories of motivation include Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's learned needs theory. Proper motivation in the workplace is important for optimizing employee performance and can provide competitive advantages for organizations.

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    Motivation is defined as the process that initiates, guides, and maintains goal-oriented behaviors and comes from both intrinsic and extrinsic factors. Major theories of motivation include Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's learned needs theory. Proper motivation in the workplace is important for optimizing employee performance and can provide competitive advantages for organizations.

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    Motivation is defined as the process that initiates, guides, and maintains goal-oriented behaviors and comes from both intrinsic and extrinsic factors. Major theories of motivation include Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's learned needs theory. Proper motivation in the workplace is important for optimizing employee performance and can provide competitive advantages for organizations.

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    18 views4 pages

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    anaya jiana
    Motivation is defined as the process that initiates, guides, and maintains goal-oriented behaviors and comes from both intrinsic and extrinsic factors. Major theories of motivation include Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's learned needs theory. Proper motivation in the workplace is important for optimizing employee performance and can provide competitive advantages for organizations.

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    of 4

    What is Motivation

    ●Motivation is defined as the process that initiates, guides and maintains

    ●Motivation is the inner power or energy that pushes toward acting, performing actions and
    achieving. Motivation has much to do with desire and ambition, and if they are absent,
    motivation is absent too. goal-oriented behaviors

    Components of Motivation
    Activation
    Persistence
    Intensity

    Extrinsic Vs. Intrinsic Motivation

    Extrinsic - Trophies, money, social recognition or praise

    Intrinsic - Doing a complicated cross-word puzzle purely for the personal gratification of solving
    a problem

    Why is Motivation Important?

    •Under optimal conditions, effort can often be increased and sustained


    •Delegation without constant supervision is always necessary
    •Employees can become self-motivated
    •Motivated employees can provide competitive advantage by offering suggestions & working to
    satisfy customers
    Job performance = f (ability X motivation X organizational support)
    Bottom Line
    Motivation is accomplishing things through the efforts of others. If you cannot do this, you will
    fail as a manager.

    Motivational Models
    ●Early Theories
    Scientific Management – F.W Taylor
    Human Relations Model – Elton Mayo

    ●Contemporary Theories
    Content Theories
    Process Theories

    MAJOR THEORIES OF MOTIVATION


    I. Content Theories(Need Approaches)
    - Maslow’s Hierarchy of Needs
    - Theory X & Theory Y
    - Herzberg’s Two Factor Theory
    - McClelland’s Learned Needs Theory

    II. Process Theories (Cognitive Approaches)


    - Expectancy Theory
    - Equity Theory/ Social Comparison
    - Goal Setting Theory
    - Porter’s performance Satisfaction Model

    Maslow’s Hierarchy of Needs Model


    “Issues” with Maslow’s Need Model
    1.Businesses typically do well satisfying lower order needs.
    2.Model stipulates that there are 5 needs and that the order is “fixed”. Research indicates some
    may only have 2-3 need hierarchy; others 5-6. The order may also be inverted and meeting
    needs outside of work not accounted for.
    3.Model not developed from average employees

    Herzberg’s Theory (Motivation-Hygiene Theory)

    Rests on 2 Assumptions

    1) Being satisfied with one’s job is equivalent to being motivated; the “satisfied worker is a
    productive worker”

    2) Job satisfaction and dissatisfaction are separate concepts with unique determinants based on
    work with accountants and engineers

    Herzberg’s 2-Factor Theory


    WORK PREFERENCES OF PERSONS HIGH IN NEED FOR ACHIEVEMENT, AFFILIATION,
    AND POWER

    INDIVIDUAL NEED WORK PREFERENCES JOB EXAMPLE


    High need for achievement(nAch)
    High need for affiliation(nAff)
    High need for power(nPow)
    - Individual responsibility
    - Challenging but achievable goals
    - Feedback on performance
    - Interpersonal relationships
    - Opportunities to communicate
    - Control over other persons
    - Attention
    - Recognition
    Field sales person with challenging quota and opportunity to earn individual bonus
    Customer service representative; member of work unit subject to group wage bonus plan
    Formal position of supervisory responsibility; appointment as head of special task force or
    committee

    A Comparison of Internal Need Theories of Motivation

    Maslow’s Alderfer’s Herzberg’s McClelland’s


    Hierarchy ERG Two Factor Acquired
    of Needs Theory Theory Needs Theory

    Self- Achievement
    Actualization Growth
    Motivator

    Esteem Power
    Relatedness
    Belonging Affiliation
    Hygiene
    Security
    Existence
    Physiological

    McClelland’s Needs Theory


    •McClelland’s Needs Theory was proposed by a psychologist David McClelland, who believed
    that the specific needs of the individual are acquired over a period of time and gets molded with
    one’s experience of the life. McClelland’s Needs Theory is sometimes referred to as Three Need
    theory or Learned Needs Theory.
    Dominant Motivator
    Characteristics of This Person
    Achievement
    •Has a strong need to set and accomplish challenging goals.
    •Takes calculated risks to accomplish their goals.
    •Likes to receive regular feedback on their progress and achievements.
    •Often likes to work alone.
    Affiliation
    •Wants to belong to the group.
    •Wants to be liked and will often go along with whatever the rest of the group wants to do.
    •Favors collaboration over competition.
    •Doesn't like high risk or uncertainty.
    Power
    •Wants to control and influence others.
    •Likes to win arguments.
    •Enjoys competition and winning.
    •Enjoys status and recognition.

    Motivation in Workplace
    Job Rotation
    Job Enrichment
    Job Enlargement
    Alternative Work Arrangements
    Flexi time
    Job sharing
    Telecommuting

    Intrinsinc Rewards
    •Rewards & Recognition
    •Merit Based pay
    •Bonuses
    •Variable Pay
    •Skill Based Pay
    •Profit-Sharing Plans

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