Motivation: From Concepts to Applications
Prepared by: Workineh Bayisa
Motivation is the processes that account for an individual’s
intensity, direction, and persistence of effort toward attaining a goal.
The three key elements in the definition are:
Intensity
Direction
Persistence.
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Theories of Motivation
Content Theories
Process Theories
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i. Content Theories
The content approach emphasizes what motivates
employees, focuses on the assumption that
individuals are motivated by the desire to fulfill
inner needs. Content theories focus on the needs that
motivate people.
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1. Maslow's Hierarchy of Needs
Prepared by: Workineh Bayisa 5
2. ERG theory
Another hierarchy model, called ERG theory , reorganizes
Maslow’s five groups into three:
Existence
Relatedness, and
Growth
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3. Learned Needs Theory (McClelland's)
Need for Achievement
Need for Affiliation
Need for Power
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4. Herzberg's Two-Factor Theory
Dissatisfaction occurs when the following hygiene
factors, extrinsic or job context, factors are not present:
pay
status
job security
working conditions
company policy
peer relations
supervision 8
Satisfaction comes from motivators that are intrinsic or
job content, such as:
Achievement
Recognition
Advancement
Responsibility
The Work Itself
Growth Possibilities
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ii. Process Theories
The process approach emphasizes how and why
people choose certain behaviors in order to meet their
personal goals. Process theories focus on external
influences or behaviors that people choose to meet
their needs.
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1. Expectancy Theory of Motivation
Expectancy
Instrumentality
Valence
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2. Goal Setting and Feedback
Goal setting is more complex than simply telling someone
to “do your best.” It requires several specific characteristics.
Specific Goals
Relevant Goals
Challenging Goals
Goal Commitment
Participation in Goal Formation
Goal Feedback.
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3. Equity Theory
A theory explaining how people develop
perceptions of fairness in the distribution and
exchange of resources.
OB scholars developed equity
theory , which says that employees determine
feelings of equity by comparing their own
outcome/input ratio to the outcome/input ratio
of some other person 14
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