Motivational Theories
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The document discusses the concept of motivation, defining it as the driving force behind human actions influenced by needs, desires, and external factors. It explores various motivational theories, including Maslow's hierarchy of needs, Herzberg’s two-factor theory, and McClelland's theory, emphasizing the influence of intrinsic and extrinsic factors on motivation. Additionally, it presents the Porter and Lawler theory, which connects performance, rewards, and satisfaction in the workplace.
Motivational Theories
- 1. MOTIVATION Whatever you do will be insignificant, but it is important that you do it By Dr. H.S. ABZAL BASHA, M.B.A., Ph.D. Assistant Professor, Department of Management Studies, G. Pullaiah College of Engineering & Technology, Kurnool.
- 4. Introduction Every human action is the result of a necessity/ need/desire. One experience one sort of discomfort as long as that need remains unsatisfied in him/her. The moment the action is initiated he makes an attempt to get over the discomfort. Motivation is a driving factor for actions, willingness, and goals. These needs, wants or desires may be acquired through influence of culture, society, lifestyle, or may be generally innate. Motivation is the word derived from the word 'motive' which means needs, desires, wants or drives within the individuals. Defines as “an inter state that energies, activates and direct the behaviour of individuals towards certain goals” @Class, @School, @College, @University, @Professional life.
- 6. What isMotivation? Process which begins with a physiological or psychological need or deficiency which triggers a behaviour or a desire that is aimed at a goal or an incentive. •Needs drives incentives All the internal conditions that stir up activity and sustain activity of an individual. •Starts and sustain activities Process of arousing the action, sustaining the activity in process and regulating the pattern of activity. •Starts, sustain and regulate.
- 8. Types of Motivators An individual's motivation may be inspired by outside forces (Extrinsic motivation) or by themselves (Intrinsic motivation).
- 9. 3 GroupsofMotivationalTheories Internal Suggest that variables within the individual give rise to motivation and behavior Example: Maslow’s hierarchy of needs theory Process Emphasize the nature of the interaction between the individual and the environment. Example: Expectancy theory External Focus on environmental elements to explain behavior. Example: Two-factor theory
- 11. Maslow's hierarchy of needs Theory Maslow's hierarchy of needs is an idea in psychology proposed by Abraham Maslow in his 1943 paper "A theory of Human Motivation" in the journal Psychological Review. Maslow subsequently extended the idea to include his observations of humans' innate curiosity. His theories parallel many other theories of human developmental psychology, some of which focus on describing the stages of growth in humans. Maslow's hierarchy of needs is an idea in psychology proposed by Abraham Maslow in his 1943 paper "A theory of Human Motivation" in the journal Psychological Review. Maslow subsequently extended the idea to include his observations of humans' innate curiosity. His theories parallel many other theories of human developmental psychology, some of which focus on describing the stages of growth in humans.
- 19. HIERARCHY OF NEEDSTHEORY Given by ABRAHAM MASLOW Needs were categorized as five levels of lower-higher-order needs. Individual must satisfy lower-level needs before they can satisfy higher order needs. Satisfied needs will no longer motivate Motivating a person depends on knowing at what level that a person is on the hierarchy
- 20. HIERARCHY OF NEEDSTHEORY Relevance of Maslow’s Theory for Managers Effective managers can anticipate emerging needs based on individual need profiles and provide opportunities for fulfilment The esteem level of needs satisfied by jobs and recognition provides managers with the greatest opportunity to motivate better performance
- 21. Herzberg’s Two-Factor Theory of Motivation Frederick Herzberg, a behavioural scientist with engineers and accountant has done research on Maslow’s theory of needs . In 1959, Maslow’s theory of needs has been modified by Frederick Herzberg and proposed a new theory namely; two-factor theory or the motivator-hygiene theory.
- 22. Herzberg’s Two-Factor Theory of Motivation According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. According to Herzberg, the opposite of “Satisfaction” is “No satisfaction” and the opposite of “Dissatisfaction” is “No Dissatisfaction”. Maintenance & Motivational Factors
- 23. Two-factortheory
- 24. Two-factor theory distinguishes between Motivators (e.g. challenging work, recognition for one's achievement, responsibility, opportunity to do something meaningful, involvement in decision making, sense of importance to an organization) that give positive satisfaction, arising from intrinsic conditions of the job itself, such as recognition, achievement, or personal growth. Hygiene factors (e.g. status, job security, salary, fringe benefits, work conditions, good pay, paid insurance, vacations) that do not give positive satisfaction or lead to higher motivation, though dissatisfaction results from their absence.
- 25. Continue, The term "hygiene" is used in the sense that these are maintenance factors. These are extrinsic to the work itself, and include aspects such as company policies, supervisory practices, or wages/salary. Herzberg often referred to hygiene factors as "KITA" factors, which is an acronym for "Kick in the Ass", the process of providing incentives or threat of punishment to make someone do something.
- 26. Two-factortheory Hygiene factors avoid job dissatisfaction • Company Policy & Admin • Supervision • Interpersonal Relations • Working conditions • Salary/Pay • Peer relations • Status and Security • Job content • Achievement • Recognition • Work itself • Responsibility • Advancement • Possibility of Growth Motivation factors increase job satisfaction
- 27. Two-factortheory • PROBLEMS It ignores situational variables. No overall measure of satisfaction was utilized. The reliability of Herzberg methodology was questioned.
- 28. McClelland's Theory of Motivation In the early 1940s, Abraham Maslow created his theory of needs. Later, David McClelland built on this work in his 1961 book, "The Achieving Society." He identified three motivators that he believed we all have: a need for achievement, a need for affiliation, and a need for power. People will have different characteristics depending on their dominant motivator.
- 29. Continue, McClelland says that, regardless of our gender, culture, or age, we all have three motivating drivers, and one of these will be our dominant motivating driver. This dominant motivator is largely dependent on our culture and life experiences.
- 31. The Need for Power The Need for Affiliation The Need for Achievement Wants to control and influence others. Likes to win arguments. Enjoys competition & winning. Enjoys status & recognition. 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. 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.
- 32. Porter and Lawler theory of motivation Lyman Porter and Edward Lawler came up with a comprehensive theory of motivation in 1960s’ by combining the various aspects and using two additional variables in their model. Though built in large part on Vroom’s expectancy model. Porter and Lawler’s model is a more complete model of motivation. This model has been practically applied also in their study of managers. This is a multi variate model which explains the relationship that exists between job attitudes and job performance.
- 33. The Porter and Lawler theory of motivation is based on the assumption that rewards cause satisfaction and that sometimes performance produces reward. They hypothesize that the relationship between satisfaction and performance is linked by another variable rewards. They see good- performance leading to reward which lead to satisfaction. It is a multi-variable model and explains the complex of relationship among motivation, performance and satisfaction. Porter and Lawler Theory of Motivation
- 36. THANK YOU