MOTIVATION

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 Motivation and its Theories 


"The force which drives behaviour.”


• Direction that is, what a person us trying to do.

• Effort that is, how hard a person is trying. 

• Persistence that is, how long a person                  continues trying.



Theories of Motivation 

• Content Theories.

• Process Theories .



            1. Content Theories 


(i) Hierarchy of Needs Theory 


Abraham Maslow :- 

There is a hierarchy of five needs physiological, safety, social, esteem and self-actualization and as each need is sequentially satisfied, the next need becomes dominant. 


Maslow’s Hierarchy of Needs

• Biological and Physiological Needs -

Air, food, drink, warmth, sleep, etc.

• Safety Needs -

Protection from elements, security, order, law, Limits, Stability, etc.

• Belongingness and love Or Social Needs -

Work group, family, affection , relationships, etc.

• Esteem Needs -

Self-esteem, achievement, mastery independence, status, dominance,  prestige, managerial responsibility,   etc.

• Self - Actualization Needs -

Realizing personal potential , self-fulfilment seeking personal growth and peak experiences.



(ii) ERG Theory 

ERG :- There are three groups of core needs :


• Existence 

It includes all biological and psychological and safety needs that is Air, food, drink, warmth, sleep, Protection from elements, security, order, law, Limits, Stability, etc.

• Relatedness

It includes all belongingness and love Or Social needs that is work group, family, affection, relationships, etc. 

• Growth

It includes all esteem and self-actualization needs that is self esteem, achievement, mastery, independence, status, dominance, prestige, managerial, responsibility, Realizing personal potential, self-fulfilment, seeking personal growth, and peak experiences etc.



(iii) McClelland’s Acquired Needs Theory 


Acquired Needs Theory :- 


- Developed by David McClelland. 

- Three needs

1. Achievement.

2. Affiliation.

3. Power.

are acquired overtime as a result of experiences.


- Managers should learn to identify these needs and then create work environments that are responsive to them.



• Need of Achievement 

The desire to do something better or more efficiently to solve problems or to master complex tasks.

High need for achievement people :-

1. Prefer individual responsibilities. 

2. Prefer challenging goals.

3. Prefer performance feedback. 


• Need for Affiliation 

The desire to establish and maintain friendly and warm relations with others.

High need for Affiliation people :-

1. Are drawn to interpersonal relationships. 

2. Seek opportunities for communication. 


• Need for Power 

The desire to control others to influence their behaviour or to be responsible for others. 

High need for power others :-

1. Seek influence over others. 

2. Like attention. 

3. Like recognition. 



(iv) Motivation Hygiene Theory 


• Developed by Frederick Herzberg.

• Also known as the factor theory

• Portrays two diff. factors

hygiene factors 

Motivator factors as the primary causes of job dissatisfaction and jobs Satisfaction.



a. Hygiene Factors (Mostly Extrinsic)


• Sources of job dissatisfaction

• Associated with the job Context or work setting. 

• Improving hygiene factors to prevent people from being dissatisfied but do not Contribute to satisfaction.


b. Motivator Factors (Mostly Intrinsic)


• Sources of job satisfaction

• Associated with the job content 

• Building motivator factors into the job enables people to be satisfied.

• job results Absence of Motivator factors

- Low Satisfaction.

- Low Motivation.

- Low Performance.




Problems with Content Theories :-

• Not specific about what behaviours and rewards satisfies which needs

• Neglect the impact of the social Context on people’s interpretation of their needs

• People do not necessarily strive to move up the hierarchy at least not through their work

• How to define needs.





        2. Process Theories 



(i) Vroom's Expectancy Theory 

Motivation is directly proportional to the expectation and valence, where, expectancy means if I tried then would I be able to perform the action? 

Valence means how much do value those outcomes? 




(ii) Goal Setting Theory 

It is type as well as the challenge of the goal induces motivation in the individuals to achieve the goals. 


Here, a goal is a target level of performance :-

• If a goal is difficult and specific. 

• And, if a person accepts the goal, free committed to it, and gets feedback on their progress. 

• Then, their performance improves because behaviour is focused, try hard, keep trying, and develop strategies. 



Some “live issue” in Goal Setting Theory :-

• Who defines challenging? 

• Goals set versus Dynamic Environment. 

• How to enhance goal commitment. 




(iii) Equity Theory 

• Individuals compare their job inputs and outcomes with those of others and then respond so as to eliminate any inequities. 


• Minor Qualification 

1. People have a great deal and more tolerance of over payment inequities than of under payment inequities. 

2. Not all prepare equity sensitive such as benevolent types.






Location: Julana, Haryana 126101, India

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