PROF. DATUK DR. SHARIFUDDIN

Motivation Theoryprepared by,

NURUL AMALINA ARISHAD ; andQURRASHIDAH ANIS BT BAHARUL HAFIDZ

TUTORIAL 8 :

MASLOWHIERARCHY

OFNEEDS

PRESENTER ;

QURRASHIDAH ANISBT BAHARUL HAFIDZ

a. Maslow’s Hierarchy of Needs

• Abraham Maslow was born in Brooklyn since 1908-1970.

• Maslow was a psychologist who studied the lives and activities of individuals that his found considered them to be “successful and productive”.

• Maslow is a famous theorist which encompass everything from basic needs to self-actualization in order to demonstrate what motivates people.

Maslow’s Hierarchy of Needs

SELF ACTUALIZATION

ESTEEM NEEDS

COMMUNAL NEEDS

SAFETY NEEDS

PHYSICAL NEEDS

LEVEL ONE

• Physical NeedsIs the foundation of the theory because it is

the first level of this hierarchy.If some needs are not fulfilled, a human

physiological needs take the highest priority.Maslow also place sexual activities in this

category as bodily comfort, activity and exercise.

A I R

W A T E R

F O O D

R E S T

E X E R C I S E

LEVEL TWO

• Safety NeedsAfter the physical needs have been satisfied,

people can work to meet their needs for safety.Safety needs are includes the physical security

of employment, security of revenues and security of health.

But sometimes, the desire for safety outweight the requirements to satisfy physiological needs completely.

S A F E T Y

S E C U R I T Y

P R O T E C T I O N

FREEDOM FROM FEAR

LEVEL THREE

• Communal NeedsAfter physiological and safety needs are

fulfilled, the third layer of human needs is social.

Involves relationship, sexual intimacy and having a supportive and communication family.

L O V E

BELONGINGNESS

A F F E C T I O N

LEVEL FOUR

• Esteem NeedsWhen individuals have satisfy their love and

belonging, then can have the self-respect and to respect others.

If imbalances in this level, it can result in low self-esteem and snobbishness.

S T R E N G T H

S T A T U S

LEVEL FIVE

• Self-ActualizationThe instinctual need of humans to make the

most of their unique abilities and to strive to be the best.

Actually is the ones who can get fullest potential.

THEORY X AND Y

PRESENTER ;

NURUL AMALINA ARISHAD

b. Theory X And Y

• Developed by Doughlas McGregor• McGregor proposes two views of the

attitude of an individual towards life and work• A “perception” of human behavior, either you

are an “X person” or an “Y person”• Management style is GUIDED by assumptions

of this human behavior

Assumption of Theory X• Employees inherently do not like work and

whenever possible, will attempt to avoid it• Employees dislike work, they have to be

forced, coerced or threatened with punishment to achieve goals

• Employees avoid responsibilities and do not work fill formal directions are issued

• At the end they get punished from their managers

Assumption of Theory Y• Take an optimistic view of employees • Assume that employees take a voluntary, active

interest in their work• Employees don’t view work as a burden imposed

on them • Employees can be the source of valuable insights

and innovations• Overly centralized, command-and-control

management structures harm the organization• If treated fairly employees will voluntarily pursue

the organization’s goals

Comparison Theory x

• Assumes human being to be inherently distasteful towards work

• Emphasizes that people do not have ambitions and try to avoid responsibilities in jobs

• The capacity for creativity is low

• Motivating factors are the lower needs

• Get punishment

Theory y

• Assumes that for human beings, work is as natural as play

• Know the responsibilities and do the work with diligently

• The capacity for creativity is high

• Higher order needs are more important for motivating

• Get rewards

EXPECTANCYTHEORY

PRESENTER ;

QURRASHIDAH ANISBT BAHARUL HAFIDZ

c. Expectancy Theory

• Vroom's primary research was on the expectancy theory of motivation, which attempts to explain why individuals choose to follow certain courses of action in organizations, particularly in decision-making and leadership.

• His most well-known books are Work and Motivation,Leadership and Decision Making and The New Leadership.

Expectancy Theory• The Expectancy Theory of Motivation explains the

behavioral process of why individuals choose one behavioral option over another and how they make decisions to achieve the end they value.

• If you want to motivate your employee you have to make sure that his/her personal goal can be fulfilled, at the same time the needs of the organizations are also met

• Vroom suggests that motivation will be high when workers feel :

Highs level of effort lead to high performance. High performance will lead to attainment of desire

outcomes.

• People’s expectations are different and hence they are motivated in different ways.

• Consist of FIVE areas :Climbers (maximizing own power, prestige income)Conservers (maximizing own security &

convinience) Indifferents (does not strive for status & prestige,

and hence, have tranquility & satisfaction)Advocates (aggressively pressing for what they

think is good)Upward Mobiles (while respecting authority and

organization goals, they push to get personal rewards)

HOW DO THESE THEORIES HELP IN EXPLAINING MOTIVATIONAL NEEDS OF PUBLIC ADMINISTRATORS

PRESENTER ;

NURUL AMALINA ARISHAD

Motivational needs in public administration

To be affective, managers need to understand what motivates within the context of the role they perform. Of all the functions a manager performs, motivating employees is the most complex

• Motivated employees are needed in our rapidly changing workplaces

• Motivated employees help organization survive

• Motivated employees are more productive

References

• www.slideworld.com/slideshow.aspx/Motivation-ppt-2770983

• www.slideshare.net/amykua/maslow-theories-and-criticism

• www.slideshare.net/samuraitheologian/maslows-hierarchy-of-needs-theory-online

• Lecture note “Pengurusan Perniagaan 2010/2011, Kolej Matrikulasi Kedah”.

• Lecture note “Introduction to Management, Organization and Motivation, University of Malaya”.

THE ENDTHANK YOU