Motives

Motives are internal states or drives that energize, direct, and

sustain behavior toward achieving a goal. They represent the
underlying reasons or "why" behind actions, giving purpose and
meaning to what we do.
Key Characteristics
1. Arise from Physiological or Psychological Needs
o Motives are rooted in the needs essential for survival

and well-being.
o Physiological Needs: These include basic biological

needs like hunger, thirst, and sleep. For example,

hunger motivates an individual to seek food, ensuring
the body’s energy requirements are met.
o Psychological Needs: These go beyond survival and

focus on personal fulfillment and social interaction.

Examples include the need for achievement (striving
for success), affiliation (forming social bonds), and
autonomy (the desire for independence).
2. Vary in Intensity and Direction
o Intensity: Refers to the strength of the motive,

determining how much effort an individual puts into

achieving a goal. A strong hunger, for instance, may
drive a person to go to great lengths to obtain food.
o Direction: Refers to how the motive guides behavior

toward a specific goal or action. For example, a need

for belonging may direct a person to attend social
events or build relationships.
3. Can Be Conscious or Unconscious
 o Conscious Motives: These are motives an individual is
aware of and intentionally pursues. For example,
studying hard to pass an exam.
o Unconscious Motives: These are hidden drives that
influence behavior without the individual realizing it.
For example, someone might seek admiration from
others due to an unconscious need for validation.
4.
1. Primary Motives (Biological Needs)
 Definition: Innate, unlearned motives essential for survival.
 Examples and Related Scenarios:
o Hunger: Feeling hungry and preparing a meal or

buying snacks.
o Thirst: Drinking water after physical activity to

rehydrate.
o Sleep: Taking a nap after an exhausting day to

recharge.
o Pain Avoidance: Removing your foot immediately

when stepping on a sharp object.

o Reproduction: Seeking a partner to fulfill biological

drives.

2. Secondary Motives (Learned Needs)

 Definition: Acquired motives shaped by social, cultural,
and personal experiences.
 Examples and Related Scenarios:
o Achievement: Studying diligently to win an academic

award.
 o Affiliation: Joining a club or group to feel a sense of
belonging.
o Power: Aspiring to become a team leader or manager
for authority and influence.
o Money: Saving part of your salary to afford a vacation
or new gadget.

3. General Motives
 Definition: Motives not directly tied to survival but that
broadly influence behavior.
 Examples and Related Scenarios:
o Curiosity: Exploring a new museum or trying out a

novel recipe.
o Exploration: Traveling to an unfamiliar place to

experience new cultures.

o Play: Engaging in sports or games to enjoy leisure

time.
Competence: PraTheories of Motivation

Motivation drives behavior through various biological,

psychological, and social factors. Multiple theories explain
motivation by highlighting different aspects, such as biological
needs, external rewards, and cognitive processes.

1. Biological Theories
 Drive-Reduction Theory
 o Explanation: Motivation arises from internal
biological needs creating tension or drives, prompting
behaviors to reduce that tension.
o Example: Eating a meal to satisfy hunger or wearing
warm clothes when cold.
o Criticism:
 Fails to explain behaviors unrelated to biological

needs (e.g., exploring a new place for curiosity).

 Ignores factors like pleasure or intrinsic

enjoyment.

2. Behavioral Theories
 Incentive Theory
o Explanation: Behavior is driven by the pursuit of

external rewards or incentives.

o Example: Studying hard to win a scholarship or

completing a project to receive public recognition.

o Criticism:

 Does not account for intrinsic motivation (e.g.,

engaging in a hobby purely for personal

satisfaction).
 Overemphasizes external influences and rewards.

3. Cognitive Theories
 Expectancy-Value Theory
o Explanation: Motivation depends on two factors:
 1. Expectancy: The belief that effort will lead to
success.
2. Value: The importance or appeal of the desired
outcome.
o Example: A professional learns new software skills
believing they’ll improve career prospects
(expectancy) and values a promotion (value).

4. Psychological Theories
 Humanistic Theory (Maslow's Hierarchy of Needs)
o Explanation: Motivation is influenced by a hierarchy

of needs that people strive to fulfill, in order of

priority:
1. Physiological Needs: Basic survival (e.g., food,
water, shelter).
2. Safety Needs: Security and stability (e.g., feeling
safe at home or financially stable).
3. Love and Belonging: Social connections (e.g.,
fostering family bonds or building friendships).
4. Esteem Needs: Recognition and self-worth (e.g.,
receiving appreciation for accomplishments).
5. Self-Actualization: Personal growth and
fulfillment (e.g., pursuing a passion like art or
volunteering for a cause).
o Example: A person secures stable employment before

focusing on building meaningful relationships or

pursuing higher education.
 o cticing a skill, like painting, to gain mastery and
confidence.
Psychodynamic Drives (Freud’s Theory of Motivation)
According to Freud, psychic energy within the individual is
driven by life instincts (Eros) and death instincts (Thanatos):
 Eros (Life Instincts): The drive to survive, reproduce, and
seek pleasure. It focuses on self-preservation, sexuality, and
bonding.
o Example: A person engaging in nurturing behaviors,

building meaningful relationships, or pursuing creative

endeavors.
 Thanatos (Death Instincts): The drive toward aggression,
risk-taking, or self-destructive behaviors.
o Example: A person engaging in dangerous activities or

unhealthy behaviors that could potentially harm them.

Criticism
 Freud’s psychoanalytic theory has faced criticism for being
difficult to scientifically test and overly focused on
unconscious desires and childhood experiences.
 Some have argued that it downplays the influence of social,
cultural, and cognitive factors on motivation.

How to Motivate Workers at the Workplace

Effective employee motivation strategies are key to maintaining
productivity, satisfaction, and morale in the workplace. Here are
methods to consider for boosting motivation:

1. Set Clear Goals

Using the SMART framework to set goals helps employees
understand what’s expected and guides their efforts toward
success.
 SMART Goals:
o Specific: Define the goal precisely.

o Measurable: Ensure progress can be tracked.

o Achievable: Ensure goals are realistic.

o Relevant: Align goals with company objectives.

o Time-bound: Set clear deadlines.

 Example: Assign measurable monthly sales targets or set

goals for team projects.
 Alternative Example: Set a goal for reducing customer
response time by a specific percentage within a quarter.

2. Provide Intrinsic and Extrinsic Rewards

Rewarding employees with both intrinsic and extrinsic
motivators strengthens their engagement and job satisfaction.
 Intrinsic Rewards: These focus on internal satisfaction and
growth.
o Examples: Opportunities for skill development,

involvement in challenging projects, or flexible roles.

 o Alternative Example: Offering training programs for
career development or granting autonomy in decision-
making.
 Extrinsic Rewards: These are tangible rewards given for
achievement, such as bonuses and public acknowledgment.
o Examples: Bonuses, promotions, public recognition,

or a team lunch.
o Alternative Example: Monthly "Employee of the

Month" awards or extra vacation days for meeting

targets.

3. Create a Positive Work Environment

A respectful, inclusive, and communicative work environment
boosts employee morale.
 Example: Organize quarterly team-building events or
workshops to improve collaboration.
 Alternative Example: Encourage cross-departmental
interaction by hosting casual networking or brainstorming
sessions.

4. Empower Employees
Giving employees responsibility and autonomy fosters
ownership and increases motivation.
 Example: Allow employees to lead their projects or
decisions regarding the tasks they work on.
  Alternative Example: Offer workers the chance to
implement new procedures or software in their
departments.

5. Provide Regular Feedback

Frequent constructive feedback helps employees stay aligned
with goals, encourages growth, and acknowledges progress.
 Example: Hold monthly performance review meetings to
discuss achievements and areas for improvement.
 Alternative Example: Send weekly feedback emails
highlighting positive actions and development
opportunities.

6. Ensure Fairness and Equity

Fairness in the workplace enhances trust and job satisfaction.
Equal treatment in all areas improves motivation.
 Example: Implement an unbiased bonus structure that
rewards based on individual and team performance.
 Alternative Example: Ensure fair task distribution and
maintain transparency about promotional opportunities.

7. Promote Work-Life Balance

Encourage balance between personal and professional life,
which leads to better well-being and sustained motivation.
 Example: Offer remote work options and flexible hours to
improve work-life harmony.
 Alternative Example: Introduce wellness programs that
include fitness memberships or mental health days.