DEFINING MOTIVATION

Motivation is a predisposition to act in a specific goal

directed manner.
Hellriegel and Slocum
Motivation may be defined as the state of an individuals
perspective which represents the strength of his or her
propensity to next effort toward some particular behavior.
Gibson
Motives are expressions of a persons needs: hence, they
are personal and internal.
Davis
Motivation refers to expenditure of effort toward a goal.
Durbin


WHAT IS MOTIVATION?

Direction
Persistence
Intensity
Direction
I was saying
"I'm the greatest
long before
I believed it.
Intensity
It's not that I'm so
smart, it's just that
I stay with
problems longer.
Persistence
MOTIVATION IN REAL LIFE
Christopher Paul Gardner
(born February 9, 1954 in
Milwaukee, Wisconsin) is an
American entrepreneur,
investor, stock broker,
motivational speaker, author,
and philanthropist who,
during the early 1980s,
struggled with homelessness
while raising his toddler son,
Christopher, Jr. Gardner's
book of memoirs, The Pursuit
of Happyness, was published
in May 2006.
After completing secondary
school Gardner joined U.S. Navy.
After some exciting years in
Navy shift himself to a Medical
center as a clinical researchers
assistant, which plan of career
didnt work well.
That what cost a lot even a
detachment with wife and
homelessness.
Have to struggle a lot along
with his son Christopher Jr.


Very fortunately he managed a internship at Dean Witter Reynolds, a
very renowned Stock Brocker firm of Contempoary US.
All day long he tried to sell an almost obsolate Medical equipment and all
night used to read.
His brilliant performance allow him to work as a regular employee of Dean
Witter Reynolds.
At last, that Chris Gardner established a brokerage firm, Gardner Rich &
Co, in Chicago, Illinois and became one of the renown Broker, Entrepreneur
and Motivational speaker of US.
EARLY THEORIES OF MOTIVATION
1. Abraham Maslows Hierarchy of
Needs Theory
2. Alderfers E-R-G Model
3. Douglas McGregors X and Y
Theory
4. Herzbergs two factor theory


MASLOWS HIERARCHY OF NEEDS
Self-
actualization
Esteem
Belongingness
Security
Physiology Food
Achievement
Status
Friendship
Stability
Job
Friends
Pension
Base
NEEDS
General Examples Organizational Examples
job Challenging
title
at work
plan
salary

ASSUMPTIONS OF MASLOWS HIERARCHY
Movement up the Pyramid
Individuals cannot move to the next higher level
until all needs at the current (lower) level are
satisfied.

Individuals
therefore must
move up the
hierarchy in order
Maslow Application:
A homeless person
will not be motivated to
meditate!

MASLOWS HIERARCHY OF NEEDS
A CONTENT PERSPECTIVE
What factor or factors motivate people
Weakness of Theory
Five levels of need are not always present
Order is not always the same
Cultural differences
Needs Hierarchy in Chinaan example:
Belonging
Physiological
Safety
Self actualizing in service to society
ALDERFERS ERG THEORY
Existence needs
Physiological
Relatedness needs
How one individual relates to his/her
social environment
Growth needs
Achievement and self actualization

ALDERFERS ERG THEORY
A CONTENT PERSPECTIVE
Satisfaction-Progression Frustration-Regression
Growth Needs
Relatedness
Needs
Existence Needs
MCGREGORS THEORY X AND THEORY Y
Theory X
Assumes that workers have little ambition, dislike work,
avoid responsibility, and require close supervision.
Theory Y
Assumes that workers can exercise self-direction, desire
responsibility, and like to work.
Motivation is maximized by participative decision
making, interesting jobs, and good group
relations.

HERZBERGS MOTIVATION-HYGIENE THEORY
Job satisfaction and job dissatisfaction are created by
different factors.
Hygiene factors: extrinsic (environmental) factors that create
job dissatisfaction.
Motivators: intrinsic (psychological) factors that create job
satisfaction.
Attempted to explain why job satisfaction does not
result in increased performance.
The opposite of satisfaction is not dissatisfaction, but rather
no satisfaction.

HERZBERGS MOTIVATION-HYGIENE THEORY
CONTRASTING VIEWS OF SATISFACTION-
DISSATISFACTION
CONTEMPORARY THEORIES
1. Goal-setting theory
2. Cognitive Evaluation Theory
3. Reinforcement Theory
4. Equity Theory
5. Expectancy Theory


GOAL-SETTING THEORY
A PROCESS PERSPECTIVE
Basic Premise: That specific and difficult goals, with self-
generated feedback, lead to higher performance.

Difficulty
Extent to which a goal is challenging and requires effort.
Specificity
Clarity and precision of the goal.

Goal Achievement Depends on:
Acceptance
Extent to which persons accept a goal as their own.
Commitment
Extent to which an individual is personally interested in reaching
a goal.

EQUITY THEORY: A PROCESS PERSPECTIVE
Individuals equate value of rewards to effort and
compare it to other people.
Inputs/Outcomes
Comparison of
self with others
Equity
Inequity
Motivation to maintain
current situation
Ways to reduce inequity
Change inputs
Change outcomes
Alter perceptions of self
Alter perceptions of other
Leave situation
Change comparisons
outcomes(self)
inputs (self)
=
outcomes (other)
inputs (other)
EXPECTANCY THEORY
People tend to prefer certain goals, or outcomes, over
others.
They anticipate experiencing feelings of satisfaction
should such a preferred outcome be achieved.
Basically, people are motivated to behave in ways that
produce valued outcomes.

Motivation depends on how much we want
something and how likely we are to get it
Elements
Effort to Performance Expectancy (E) is the probability that effort
will lead to performance.
Performance to Outcome Expectancy (I) is the perception that
performance leads to an outcome.
Outcome is the consequence or reward for performance.
Valence (V) is how much a particular outcome is valued.