Created By :

Richa Williams Shivani Babbar Akanksha Agarwal (EVENT MANAGEMENT)

Motivation An Outlook

The act or process which stimulates a person to act, by providing an incentive or motive. It results from the interactions among conscious and unconscious factors such as 1. The intensity of desire or need. 2. Incentive or reward value of the goal. 3. Expectations of the individual.

Types of Motivation
Extrinsic motivation would include circumstances, situations, rewards or punishment, both tangible and intangible that results in an external benefit. Intrinsic motivation would include change in behavioral pattern, thought process, action, activity or reaction for a persons own sake, without an obvious external incentive for doing so.

APPROACHES TO MOTIVATION

Content Theories
Maslows Need Hierarchy

Process Theories
Vrooms Expectancy Model

Herzbergs Two Factor Theory

Porter Lawler expectancy Model

Alderfers ERG Theory

Content Theories - Focuses on needs and deficiencies of individuals and what factors in the workplace motivate people? Process Theories - Focus on why people choose certain behavioral options to satisfy their needs and how they evaluate their satisfaction after they have attained their goals?

Content Theories

Maslows Need Hierarchy

Proposed By Abraham Maslow in 1943
in his paper A Theory of Human Motivation.
Self Actualization Needs

Process of motivation begins with an

assumption that behavior, atleast in part, is directed towards the achievement of satisfaction of needs.

Esteem Needs
Social Needs Safety Needs Physiological Needs

Maslow identified eight innate needs,

including the need to know and understand, aesthetic needs and the need for transcendence. However, the hierarchy is usually shown as ranging through five main levels. Starting from Physiological needs at the lowermost level to self-actualization needs at the top.

Alderfers ERG Theory

Given by Clayton P Alderfer in the year 1969, in a psychological review article entitled An Empirical test of a new theory of human need. The ERG theory acknowledges that if a higher level need remains unfulfilled, the person may regress to lower level needs. This is known as frustration-regression principle. This frustration-regression principle impacts workplace motivation.

Herzbergs Two Factor Theory

Motivation Needs
Company Policy and Administration Technical Supervision Inter-personal relations with supervisor, peers and subordinates. Salary and Job Security Personal life Working conditions Status

Hygiene Needs
Achievement Recognition Advancement Work itself Possibility of growth

Responsibility

Linking Maslows, Herzbergs and Alderfers Theory of Motivation

Maslows Hierarchy of Needs

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

Alderfers ERG Theory

Herzbergs Two-factor Theory

Hygiene Factors

Existence Relatedness

Motivators Growth

Process Theories

Vrooms Expectancy Model

Expectancy (E)

Instrumentality (I)

Valence (V)

Evaluation of necessary work to achieve results

Performance or work results

Perceived outcomes or rewards

Vrooms Expectancy Model Highlights

Vroom was the first person to propose an expectancy theory aimed specifically at work motivation. His model is based on three key variables: valence, instrumentality and expectancy (VIE theory or expectancy/valence theory). The theory is founded on the idea that people prefer certain outcomes from their behaviour over others. They anticipate feelings of satisfaction, if the preferred outcome is achieved. VALENCE (Reward Performance) - The strength of an individuals preference for receiving a reward. It is an expression of value he places on a goal (outcome or reward). Expectancy(Effort-Performance Probability) The extent to which the person perceives or believes that his efforts would lead to completion of a task. Instrumentality(Performance-Reward Probability) - The probability to which the performance (first level outcome) would lead to the desired reward (second level outcome). Motivation = Valence x Expectancy x Instrumentality

Porter Lawler Expectancy Model

Value of Reward

(1)

Abilities & Traits

Perceived Equitable Rewards Intrinsic Rewards

(7A)
(8)

(4)

Satisfaction
(9)

Effort

(3)

Performance
(6)

Extrinsic Rewards
(7B)

Role Perceptions Perceived effort Probability of reward

(5)

(2)

Porter Lawler Expectancy Model Highlights

Vrooms expectancy/valence theory has been modified by Porter and Lawler. Their model goes beyond motivational force and considers performance as a whole. Porter and Lawler see motivation, satisfaction and performance as separate variables and attempt to explain the complex relationships among them. Their model is based on four assumptions about behavior in organization: Behavior is determined by a combination of factors in the individual and in the environment. Individuals make conscious decisions about their behavior in the organization. Individuals have different needs, desires and goals. Individuals decide between alternate behaviors on the basis of their expectations that a given behavior would lead to a desired outcome.

References

Management and Organizational Behavior (Ninth Edition) By Laurie J. Mullins Organizational Theory and Behavior (Sixth Revised Edition) By Dr. B.P. Singh and Dr. T.N. Chhabra www.valuebasedmanagement.net www.wikipedia.com

Thank You