Motivation Theory

ORGANISATIONAL ORGANISATIONAL BEHAVIOR BEHAVIOR MOTIVATION and its THEORIES

PRESENTED by 1st Group • Ashish Kushwaha • Deepika Gupta

To, Pradnya Sen (Faculty)

MOTIVATION  Motivation

is derived from LATIN word ‘movere’ which means ‘to move’  “A process that starts with physiological or psychological deficiency or need that activates a behavior or a drive that is aimed at a goal or incentive.” –LUTHANS (1998)  “The process that account for an individual’s intensity, direction and persistence of effort toward attaining a goal.” -ROBBINS

CONCEPT of Motivation A

need must be felt by an individual in such a way that it drives him/her to satisfy it.  The force underlying this behavior may be called Motivation.  This force may vary depending upon intensity and importance of the need to the individual.

Continued….  Peoples

behavior is determined by what motivates them. Their product is a product of both ability level & motivation.

  

Needs: A physiological or psychological imbalance leads to a creation of a need. Drives/Motives: Propel individual to attain their goals or satisfy their needs. Incentives: That can fulfill a need and decrease the intensity of a drive is called an incentive.

Basic model of motivation Mullins: 1996 Needs or expectations

Result in

Drive force (Behavior or Action)

To Achieve

Desired Goals Feedback Fulfillments

Which Provides

Types of Motivation Theories  Content

Theories

 Process

Theories

Content Theories  These

theories attempt to explain those specific things which actually motivate the individual at work.  These theories are concerned with identifying people needs and their relative strengths, and the goals they pursue in order to satisfy these needs.  Content theories place emphasis on what motivates human behavior i.e. the needs and wants that people are trying to satisfy.

Process Theories  These

theories attempt to identify the relationship among the dynamic variables which make up motivation.  They are concerned with how behaviors are initiated, directed and sustained.  Process

theories place emphasis on the

actual process of motivation, looking at how external context drives people motivate others to form relationship.

Content Theory Models  The

Hierarchy of Needs Theory (Abraham Maslow: 1943)  The ERG Theory (Alderfer: 1972)  The Acquired Needs Theory/ Achievement Motivation Theory (Mc Clelland: 1961)  The Dual Factor Theory (Herzberg: 1968)

Process Theory Models  Theory

X and Theory Y (Mc Gregor: 1960)  Expectancy Theory (Vroom: 1964 and Porter & Lawler: 1968)  Equity Theory (Adams: 1965)

Abraham Maslow’s Hierarchy of Needs (Motivation & personality: 1954)  Basic

proposition is that people are wanting beings, they always want more, and what they want depends on what they already have.  Hierarchy ranges through FIVE levels & is displayed in the form of pyramid implying a thinning out of needs as people progress up the hierarchy.  Ascending order implies that it is the next unachieved level that acts as the motivator.

Hierarchy of Needs (Maslow) *Lover order ( External ) : Physiological and safety needs *Higher order ( Internal ) : Social, Esteem, and Selfactualization

Self-Actualization Needs Self Esteem Needs Social Needs Safety Needs Physiological needs

Hierarchy of Needs 



  

Physiological needs: It describes ones requirement for survival. Like; hunger, thirst, shelter, etc. Safety needs: It describes keeping oneself free from harm. Like; security & protection from physical & emotional harm, job tenure, savings accounts, insurance policies. Social needs: It describes the desire for love, friendship & affection. Self-esteem needs: It describes the need for self-respect, status, recognition. Self-actualization: It describes the desire to live up to one’s full potential. Like; growth, self-fulfillment.

Alderfer’s ERG Theory  This

a modified need hierarchy model and it condenses Maslows five levels of need into only three levels based on the core of: “Existence” “Relatedness” “Growth”

Alderfer’s ERG Theory SA Esteem Love (Social)

Growth Relatedness

Safety & Security Physiological

Existence

Alderfer’s ERG Theory  Existence

Needs are concerned with

sustaining human existence and survival and cover physiological and safety needs of a material nature.  Relatedness

Needs are concerned with

relationships to the social environment and cover love or belonging, affiliation and meaningful interpersonal relations of a safety or esteem needs.

Continued….. Growth

Needs are concerned with the

development of potential and cover selfesteem and self-actualization.  The theory propounds that…. a) The lower order needs must be satisfied to move on to higher order needs (Satisfaction progressions in process). b) The frustration of higher order needs the person can go back to lower order needs (Frustration regression process). c) All three needs can operate simultaneously.

Herzberg’s Dual Factor Theory  Herzberg’s

original study consisted of interviews with 203 accountants and engineers.  The object of the research being to design jobs that provided job satisfaction, thereby encouraging higher levels of performance.  This process developed into job enrichment.

Motivation–Hygiene Theory of Motivation • Company policy & administration • Supervision • Interpersonal relations • Working conditions • Salary • Status • Security

Hygiene factors avoid job dissatisfaction

Motivation factors increase job satisfaction • • • • • • •

Achievement Achievement recognition Work itself Responsibility Advancement Growth Salary

Hygiene or Maintenance or Extrinsic Factors  These

(Herzberg)

are the factors which if absent, cause dissatisfaction.  They are related to the job context and concerned with the job environment.  They serve to prevent dissatisfaction.  They act as a ‘platform’ upon with the satisfaction factors can be built.

Motivators or Growth or Intrinsic Factors (Herzberg)  These

factors, if present serve to motivate the individual to superior effort and performance.  These factors are related to the job content of the work itself.  The strength of these factors will affect feelings of satisfaction or no satisfaction, but no dissatisfaction.

Mc Clelland’s Achievement Motivation Theory  Mc

Clelland identified different motivational categories of people and if you could identify which category a person fell into it would help establish patterns of motivation would lead to effective performance and success at work.

McClelland’s Need Theory: Need for Achievement Need for Achievement

The desire to excel and succeed

McClelland’s Need Theory: Need for Power Need for Power The need to influence the behavior of others.

McClelland’s Need Theory: Need for Affiliation Need for Affiliation The desire for interpersonal relationship

Motivational Need Theories Maslow Higher Order Needs

Self-actualization

Alderfer

McClelland

Growth

Need for Achievement

Esteem self interpersonal Belongingness (social & love)

Lower Safety & Security interpersonal Order physical Needs Physiological

Need for Power Relatedness

Existence

Need for Affiliation

Case Study The manager of A.B.C.Ltd. realized that the level of moral and motivation of their employees was very low and there was dissatisfaction among the employees. Labor productivity was also found to be very low. After investigating the causes of dissatisfaction, the managers decided that if employees were to be motivated, there was a need to establish and maintain good interpersonal relation, over and above good salary, job security, proper working conditions and supervision.

So they put in sincere efforts to improve all these factors during one year. Yet, surprisingly, they came to know that in spite of reduction in the degree of dissatisfaction, the level of morale and motivation was low and there was no significant increase in their productivity. Therefore, the managers are worried. •What managerial problem is involved in the above case? •Suggest solution and make argument to justify your answer.

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