MOTIVATION
The Process of Motivation
Theories of Motivation
Different Motivational Techniques
Research Findings
Gallops 2016 survey revealed that only 13%of
the employees in the world are engaged in
their work.
56% of Indian employees are disengaged and
only 7 percent were highly engaged.
Another study revealed that by their own
reports workers waste roughly 2 hours per day,
not counting lunch and scheduled break
( internet surfing and talking to coworkers).
What is Motivation?
Motivation
is the amount of efforts that an
individual puts into doing something.
It
is the willingness to exert high level of
efforts towards organizational goals,
conditioned by the efforts ability to satisfy
some individual needs.
Motivation
is the process that accounts for an
individuals intensity, direction and
persistence of effort toward attaining a goal.
The Process of Motivation
E
n
Needs & vi
drives ro
n
m
e
nt
Opportunity,goals & incentives
Tension
Perform
ance
Efforts
Ability
Need satisfaction
Rewards
Motivation & Performance
Performance
= Motivation * Ability *
opportunity
Intrinsic
& Extrinsic motivation
Theories of Motivation
Early theories ( Content )
Maslow
hierarchy
of needs
McGregor's
theory X
& theory Y
Alderfers
ERG
theory
Herzberg's
two
factor theory
McClelland's
of needs
theory
Contemporary theories ( Process)
Self-
determination
theory
Lockes
goal setting
theory
Reinforcement
theory
J.S.
Adams equity
theory
Vrooms
theory
expectancy
Abraham Maslows Hierarchy
of Needs
Within every individual there exist a hierarchy of needsphysiological, safety, social, esteem, self-actualization.
Once a lower level need is substantially satisfied
individuals try to move towards the next need in the
hierarchy.
Lower-order & higher order needs
Maslows theory is based on two principles- deficit
principle & progression principle.
The five needs in the order do not motivate everyone
Cultural implications.
People can operate on more than one needs level at the
same time.
Not supported by empirical research findings
Clayton Alderfers ERG Theory
There are three groups of core needs: Existence,
Relatedness and Growth.
Need are not gratified in a hierarchical order.
More than one needs can be operative at one time.
Once a particular need is satisfied individuals want
to satisfy next higher order need.
If the gratification of a higher level need is stifled,
the desire to satisfy a lower level need increases.
( frustration regression dimension)
cultural environment can alter the importance or
driving force that a group of needs holds for a
particular individual.
Douglas McGregors Theory X and
Theory Y
Theory X
Theory Y
Employees
Employees
lack
ambition, dislike
work &
responsibility;
resistant to change
& must be coerced
to perform.
Lower
order needs
dominate individuals
like work; are
creative; seek
responsibility; not
resistant to change and
can exercise self
direction.
Higher
order needs
dominate individuals.
Fredrick Herzbergs twoFactor/Motivation-Hygiene Theory
Hygiene factors( extrinsic
or context factor)
Company policy &
administration,
supervision, relationship
with peers & supervisors,
work condition, salary,
security.
Presence of these factors
does not guarantee job
satisfaction.
Motivation factors
(intrinsic or content
factors)
Achievement,
recognition, interesting
work, responsibility,
advancement & growth
Satisfies and motivates
workers.
Herzberg recommends
job enrichment
David McClellands Theory of
Needs
Three
needs- Achievement, Power, Affiliation
High nAch-strive for excellence, competition,
challenging goals, persistence and overcoming
difficulties
People with high n-Ach set moderately
difficult goals , like calculated risk, like to
receive immediate & concrete feedback and
do not like interference with their progress
towards the goal. (dynamic entrepreneur)
Achievement tendencies are high in individualistic
culture and low in collectivistic societies.
Continued ..
Research
indicate that higher level managers
in large organizations are more likely to be
successful if they have high need for
institutional power combined with low
affiliation need.
Successful managerial performance is related
to high power need and low affiliation need (
McClelland & Burnham, 1976).
Improving the level of need for achievement
among less economically successful groups
would encourage the groups economic
development
Herzbergs Two-Factor Theory
Hygiene factor
Motivation factor
Both are work conditions, but
each addresses a different part
of an employees experience
2011 Cengage Learning. All rights reserved.
Comparison among need related theories of motivation
2 factor
theory
Motivation
re
factor
Achievement
Responsibility
Advancement etc
Recognition
Hygiene
factors
Supervision
Int.relationship
Job security
Company
policies
Pay
Working
condition
HN theory
Self
actualization
ERG theory
Need for
Growth needs
Relatedness
needs
Security needs
Physical security
emotionalsecurity
Physiological
needs
Achieveme
Need for
power
Esteem needs
Belongingness
needs
Theory of
needs
Existence
needs
Need for
affiliation
