BASILIO, Phylord B. BSN202 MOTIVATIONAL THEORIES CONTENT THEORIES 1.

Maslows Hierarchy of Needs

Maslow formed a theory based on his definition of need that proposes that humans are motivated by multiple needs and that these needs exist in a hierarchical order. His premise is that only an unsatisfied need can influence behavior; a satisfied need is not a motivator. I myself can say that people around me often need to satisfy my wants before I get motivated. I usually dont do something without a reward and I need to have that reward or even just a piece of it before I get motivated. That is why they often call me CHICKS for the reason that they need to get me first before I do a thing. 2. Learned Needs Theory In learned needs theory by McClelland, he said that people get motivated by either need for achievement, need for power, or need for affiliation. When I was still young, I can say that what motivates me most is the need for achievement so that my family would be proud of me. But today, I am not so much motivated by achievement, power or even affiliation. I just want to be a simple guy. 3. Alderfers ERG theory Alderfer collapsed Maslows theory from 6 categories into 3. Existence needs are for physiologic and safety needs; relatedness needs are the social needs and growth needs are the esteem and self-realization needs. Higher level needs, though, become more important as they are satisfied, and if these needs are not met, a person may move down the hierarchy, which Alderfer calls the frustration-regression principle. What he means by this term is that an already satisfied lower level need can become reactivated and influence behavior when a higher level need cannot be satisfied. I can have an example about my mutual relationship/s(?) Whenever my girlfriend and I get tangled into misunderstandings (relatedness needs), I always go back to reflecting what could be wrong on me and sometimes even changes the way I look physically( existence needs).

4. Herzbergs theory of hygiene and motivationg factor Herzbegs theory is most applicable to those who are working as employees to understanding the motivational implications of work environments. Hygiene factors are those that can give negative reinforcements to a worker and Motivational factors are positive reinforcements. So my example is a bit futuristic since I dont have a real work yet. If I am going to have a job with so many hygiene factors, it will be just OK for me as long as motivational factors balance the equation. Nonetheless, I could hit the road again to find another employer.

PROCESS THEORIES: 1. Expectancy theory The expectancy theory says that an employee will be motivated to exert a high level of effort when he or she believes that: a. Effort will lead to a good performance appraisal. b. A good appraisal will lead to organizational rewards. c. The organizational rewards will satisfy his or her personal goals. I already said that I am motivated to do something (especially those which I dont really do) if and only if I will not be denied of the rewards and opportunities that follows it. When they asked me to be the leader in our research, I did not gladly accept it because I know my members are not the most appraising and cooperative. 2. Reinforcement theory: This theory focuses on modifying an employee's on-the-job behavior through the appropriate use of one of the following four techniques: Positive reinforcement, avoidance, extinction and punishment. Of course I am always motivated by positive reinforcement because I know that all my hardwork wont be wasted. One time, my father asked me to help him finish a sketch plan because he doesnt know how to use the computer. I dont feel like doing it because I just installed a new game on the computer. But when he told me that what he wants me to do is for the money to buy me a new laptop, I just dont know how I finished what he wanted me to do quickly and correctly.

3. Equity Theory According to the equity theory, based on the work of J. Stacy Adams, workers compare the reward potential to the effort they must expend. Equity exists when workers perceive that rewards equal efforts Like what I always said, I can be forced to do it but I wont give a hundred percent of my effort unless there is a right reward for me. I really want rewards to be present because it drives my mind to do it and do it well 4. Goal-setting theory Goals, in essence, tell employees what needs to be done and how much effort should be expanded. In general, the more difficult the goal, the higher the level of performance expected. In this theory, I feel and know that it goes not match what I do. If the goal is difficult, I often hit the backseat and let the others do it first and I will follow. That is why in the first place, I dont accept workloads with a very difficult goal. 5. Theory Z by William Ouchi Ouchi's Theory Z makes certain assumptions about workers. These include the assumption that workers tend to want to build cooperative and intimate working relationships with those that they work for and with, as well as the people that work for them. Also, Theory Z workers have a high need to be supported by the company, and highly value a working environment in which such things as family, cultures and traditions, and social institutions are regarded as equally important as the work itself. These types of workers have a very well developed sense of order, discipline, moral obligation to work hard, and a sense of cohesion with their fellow workers. Finally, Theory Z workers, it is assumed, can be trusted to do their jobs to their utmost ability, so long as management can be trusted to support them and look out for their well-being.