MOTIVATION

THEORIES

MOTIVATIONProcess that accounts for individual’s intensity,

direction, and persistence of effort towards

attaining a goal.

3 major component of motivation

Intensity

Direction

Persistence

THEORIES OF MOTIVATION

Hierarchy of needs theory

• Theory originated by Abraham Maslow in

1943.

• Within every human being there exist a

hierarchy of 5 needs and if that human being

has a physiological need at a point of time then

he can’t be motivated for self actualization

need.

MASLOW’S HIERARCHY OF NEEDS

Theory X and Theory Y

Two Factor theory

Originated by Fredrick Herzberg

A framework that says there are certain factors

in the workplace that cause job satisfaction,

while a separate set of factors cause

dissatisfaction

According to Herzberg, intrinsic motivators

such as challenging work, recognition, and

responsibility produce employee satisfaction,

while extrinsic hygiene factors, including

status, job security, salary, and fringe benefits

– if absent – produce dissatisfaction.

Hygiene factors are needed to ensure an

employee is not dissatisfied.

McClelland theory of needs

He proposed that an individual’s specific

needs are acquired over time and are shaped

by one’s life experiences.

These needs are classified as:

o Need for achievement

o Need for Power

o Need for affiliation

CONTEMPORARY

THEORIES…

SELF DETERMINATION THEORY

It is concerned with the beneficial effects of

intrinsic motivation and harmful effects of

extrinsic motivation.

GOAL - SETTING THEORY

• Goal setting involves establishing specific,

measurable, achievable, realistic, and time-

targeted (S.M.A.R.T) goals.

SELF EFFICACY THEORY

An individual’s belief that he or she is capable

of performing a task

People with a strong sense of self-efficacy:

View challenging problems as tasks to be

mastered

Develop deeper interest in the activities in

which they participate

Form a stronger sense of commitment to

their interests and activities

Recover quickly from setbacks and

disappointments

REINFORCEMENT THEORY

Reinforcement theory focuses on the environmental factors that contribute to shaping behaviour.

There are four primary approaches to reinforcement theory:

Positive reinforcement

Negative reinforcement

Extinction

Punishment

EXPECTANCY THEORY

Theory says that 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

It focuses on three relationships

1. Efforts Performance Relationship

2. Performance Reward Relationship

3. Rewards Personal goals Relationship

EXPECTANCY THEORY

EQUITY THEORY/ ORGANIZATIONAL

JUSTICE

Individual compare their job inputs and

outcomes with those of others and then respond

to eliminate any inequities.

RATIO COMPARISON

O/Ia < O/Ib (Underpay)

5/10 10/10

Inequity

O/Ia = O/Ib (Equity)

10/10 = 10/10

O/Ia > O/Ib (Overpay

5/10 10/10

Inequity

Based on equity theory, employees who perceive

inequity will make one of six choices

1. Change Inputs

2. Change Outcomes

3. Distort perception of self

4. Distort perception of others

5. Choose a different referent

6. Leave the field

BIBLIOGRAPHY

Organisational Behavior (15th edition)

- Stephen P. Robbins

- Timothy A. Judge

- Neharika Vohra

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