Motivation=process :intensity+direction+persistence

Old Theory Maslow’s hierarchy From top to bottom:

(Important of need 1. Self-actualisation need
for essay) (Abraham Maslow) (one is capable of becoming)
2. Esteem need
(external:recognition, Internal:self-
respect)
3. Belongingness/Social need
(acceptance,friendship,belonging)
4. Safety need
(security,protection)
5. Physiological Need
(hunger, thirst,shelter)
Theory X Assume employees dislike:
(Douglas Mcgregor) -work
-lack ambition
-avoid responsibilities
-must be directed
-coerced to perfoe=rm
Theory Y Assume employee like:
(Douglas Mcgregor) -work
-seek responsibility
-capable making decision
-self direction
-self control
Two Factor:  Hygiene factor
(Frederick Herzberg) -company policy, administration,
supervision& salary
-will not motivate workers to work
 Motivator factor
-growth,responsibility, recognition
&achievement
-motivate staff cause provide intrinsic
satisfaction,thus improved performance
ERG Theory Core needs:
(Clayton Alderfer) *Existence: basic needs requirement
*Relatedness:desire relationship
*Growth: Desire personal development
David McCelland’s Theory:
Theory of need *Need for achievement:
-drive to excel
-achieve relation to set standard
-strive to succeed
*Need for Power
-make other behave the way they don’t
*Need for Affiliation

ANNIE WONG
 -desire for friendship and close personal
relationship
New Goal-setting Theory Factor:
Theory (Edwin Locke) -goal commitment
-self efficacy(ability to produce)
-task characteristic
-national culture
Goal must be:
-specific
-challenging
-acceptable
-feedback
Reinforcement *function of its consequences
Theory Concept:
-behaviour environmentally caused
-behavior can be modified
-Tend to be repeated

Expectancy Theory  Effort-performance relationship

(Victor Vroom) -effort lead to performance
 Performance-reward relationship
-performance will attain desired outcome
 Reward-personal goal relationship
-reward to satisfy individual need

Equity Theory *compare input & outcome with others

 overrewarded:
-hourly employees will produce more
-piece work employees will produce less but
higher quality
 underrewarded:
-hourly employees produce lower quality work
-piece work will prode higher quantities,lower
quality

ANNIE WONG