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Models of Motivation

The document outlines 8 models of motivation: 1) Maslow's Hierarchy of Needs which suggests individuals are motivated to fulfill fundamental needs, 2) Expectancy Theory which proposes motivation depends on expectancy, instrumentality, and valence, 3) Herzberg's Two-Factor Theory which distinguishes between hygiene and motivator factors, 4) Equity Theory which proposes motivation depends on fair inputs and outcomes compared to others, 5) Goal Setting Theory which suggests goals enhance motivation if challenging but attainable, 6) Self-Determination Theory which proposes autonomy, competence and relatedness fulfill psychological needs for motivation, 7) Job Characteristics Model which proposes motivation depends on skill variety, task identity, significance, autonomy and feedback, and 8

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Sumama Aulakh
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35 views2 pages

Models of Motivation

The document outlines 8 models of motivation: 1) Maslow's Hierarchy of Needs which suggests individuals are motivated to fulfill fundamental needs, 2) Expectancy Theory which proposes motivation depends on expectancy, instrumentality, and valence, 3) Herzberg's Two-Factor Theory which distinguishes between hygiene and motivator factors, 4) Equity Theory which proposes motivation depends on fair inputs and outcomes compared to others, 5) Goal Setting Theory which suggests goals enhance motivation if challenging but attainable, 6) Self-Determination Theory which proposes autonomy, competence and relatedness fulfill psychological needs for motivation, 7) Job Characteristics Model which proposes motivation depends on skill variety, task identity, significance, autonomy and feedback, and 8

Uploaded by

Sumama Aulakh
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Models of motivation

1.Maslow's Hierarchy of Needs:


This model suggests that individuals are motivated to fulfill certain
fundamental needs, such as physiological needs (e.g., food, shelter), safety needs
(e.g., security, stability), social needs (e.g., love, belonging), esteem needs (e.g.,
recognition, achievement), and self-actualization needs (e.g., personal growth,
fulfillment).

2. Expectancy Theory:
According to this model, individuals make decisions about their actions and
level of effort based on three factors: expectancy (belief that effort will lead to
performance), instrumentality (belief that performance will lead to desired
outcomes), and valence (value or importance attached to the outcomes).

3. Herzberg's Two-Factor Theory:


This model suggests that there are two types of factors that influence
motivation and job satisfaction: hygiene factors, which include aspects of the work
environment that can cause dissatisfaction if not met (e.g., salary, working
conditions), and motivators, which involve intrinsic factors that can lead to
satisfaction (e.g., achievement, recognition).

4. Equity Theory:
This model proposes that individuals are motivated when they perceive their
inputs (e.g., effort, skills) and outcomes (e.g., rewards, recognition) to be fair in
comparison to others. If they perceive an imbalance or inequity, it can lead to
dissatisfaction or reduced motivation.
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5. Goal Setting Theory:


According to this model, individuals are motivated to achieve specific goals
that are challenging but attainable. Setting clear and specific goals can enhance
motivation, while feedback and progress monitoring are important for maintaining
motivation.

6. Self-Determination Theory:
This model suggests that individuals are motivated when their basic
psychological needs for autonomy (the desire to be self-directed), competence (the
desire to be effective), and relatedness (the desire to connect with others) are
fulfilled.

7. Job Characteristics Model:


This model proposes that individuals are motivated when their jobs are
characterized by five core dimensions: skill variety, task identity, task significance,
autonomy, and feedback. These dimensions can lead to higher levels of job
satisfaction and motivation.

8. Cognitive Evaluation Theory:


According to this model, extrinsic rewards (e.g., money, praise) can either
enhance or decrease intrinsic motivation, depending on how they are perceived. If
rewards are seen as controlling or undermining intrinsic motivation, they can have
a negative impact, while if they are seen as informational or supportive, they can
enhance intrinsic motivation.

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