MOTIVATION THEORY(MASLOW AND HERZBERG)

Presented By:Abdul MuqeetEkomenzoge MetugeNamita AcharyaPrakrity ShresthaUjjwal Kumar Joshi

Motivation• Definition: Motivation is defined as the process

that initiates, guides and maintains goal-oriented behaviors.

• Key elements to the definition:– Effort– Persistence– Direction/goal orientation

Links between Motivation and Performance

• Performance is an evaluation of the results of a person’s behavior. It involves determining how well or poorly a person has accomplished a task or done a job.

• Motivation is only one factor among many that contributes to a worker’s job performance.

• Other contributing factors:– Personality and ability– Task difficulty– Resource availability– Working conditions– Chance or luck

Basic motivational concepts

• Extrinsic Motivation— drive to action that (as opposed to intrinsic motivation) springs from outside influences instead of from one’s own feelings.

• Intrinsic Motivation— stimulation that drives an individual to adopt or change a behavior for his or her own internal satisfaction or fulfillment.

• Reward— a thing given in recognition of service, effort, or achievement.

• Extrinsic rewards— a reward that is expected by an individual and does not lead to his or her greater satisfaction.

• Intrinsic rewards— an outcome that gives an individual personal satisfaction such as that derived from a job well done.

Theories of Motivation

• Content Theories– consider need, existence, relatedness, growth, achievement,

hygiene and motivating factors.

– Need theories, ERG theory, Need and Achievement theory, Two- factor theory.

• Process Theories– recognize variables that go into motivation, and their

interrelationship.– Expectancy theory, Reinforcement theory, Goal- setting

theory.

Maslow’s Hierarchy Theory of Needs

Maslow’s Hierarchy of Needs

• Physiological Needs: Basic needs for things such as food, water, and shelter that must be met in order for an individual to survive.

• Safety Needs: Needs for security, stability, and a safe environment.

• Belongingness Needs: Needs for social interaction, friendship, affection, and love.

• Esteem Needs: The need to feel good about oneself and one’s capabilities, to be respected by others, and to receive recognition and appreciation.

• Self-Actualization Needs: The need to realize one’s full potential as a human being.

Herzberg’s Two-Factor Theory

Hygiene Factor - work condition related to dissatisfaction caused by discomfort or pain– maintenance factor– contributes to employee’s feeling not dissatisfied– contributes to absence of complaints

Motivation Factor - work condition related to the satisfaction of the need for psychological growth– job enrichment– leads to superior performance & effort

Herzberg’s Two Factors Theory

Motivation Factors

•Promotion Opportunities•Recognition•Responsibility•Achievement•Opportunities for personal growth

Hygiene Factors

•Quality of supervision•Pay•Company Policies•Physical Working Conditions•Relation with others•Job Security

High Low

Job Dissatisfaction

Job SatisfactionHighLow

Similarities

• The basic similarity between these two Theories is that they both assume that specific needs affect behavior.

• Maslow’s physiological and safety needs is equal to Herzberg’s hygiene factor whereas Maslow’s esteem, social and self actualization needs are equal to Herzberg’s Motivational factors.

DissimilaritiesCriteria Maslow’s Herzberg

Type Descriptive Prescriptive

Order of Needs Hierarchy of needs No Hierarchy

•Satisfaction•Performance•Relationship

Unsatisfied NeedsEnergizes behavior .i.e. this behavior causes performance

Need causes Performance

Effect of Need Satisfaction A satisfied need is not a Motivation except Self-actualization

A Hygiene Need is not a motivator other motivational needs are Motivator

View of Motivation Macro View Micro View

Worker Level Related to all worker levels

Related to the professional job holders.

- ALBERT EINSTEIN

The important thing is not to stop

questioning.