Group presentation

Ch Fahad Sattar

(06)

Motivation Concepts

Defining Motivation
The

processes of increasing effort level is called motivation.

Early Theories of Motivation

Hierarchy of Needs

Theory X and Theory Y

Two-Factor Theory

McClelland's Theory of Needs

Cognitive Evaluation Theory

Goal -Setting Theory

Self-Efficacy Theory

Reinforcement Theory

Equity Theory

Expectancy Theory

Hierarchy of Needs
Self
actulization

Esteem

Social
Safety
Physiological

Physiological
Includes hunger, thirst,
shelter and other bodily
needs

Safety Needs
Includes security and
protection from physical
and emotional harm.

Social Needs
Includes affection,
belongingness acceptance,
and friendship.

Esteem Needs
includes internal esteem factors such as self-respect, autonomy, and
achievement; and external esteem factors such as status,
recognition, and attention.

Self-actualization
The drive to become what one is capable of becoming;
includes growth, achieving ones potential, and selffulfillment.

Theory X and Theory Y

Douglas McGregor proposed two distinct views of human beings: one basically
negative, labeled Theory X, and the other basically positive, labeled Theory Y.

Theory X
The assumption that employees dislike work, are lazy, dislike
responsibility, and must be coerced to perform.

Theory Y
The assumption that employees like work, are creative, seek
responsibility, and can exercise self-direction.

Two-Factor Theory
Intrinsic factors are related to job satisfaction, while extrinsic factors are
related to job dissatisfaction.
Hygiene factors = when these are adequate, workers feel OK
Motivators = examines factors contributing to job satisfaction. Thus there are
factors which lead to job satisfaction and things that dont

McClelland's Theory of Needs

A theory that states achievement , power and affiliation are three important
needs that help explain motivation.

Need for
Achievement

Need

for
Power

Need for
Affiliation

Need for Achievement

The drive to excel, achieve in relation to a set of standards, strive to
succeed.

Need for Power

The

need to make others behave in a way that they would not

have behaved otherwise.

Need for Affiliation

The desire for friendly and close interpersonal relationships.

Goal -Setting Theory

The theory that specific and difficult goals lead to higher performance.
Goals tell an employee what needs to be done and how much effort will need to
be expended.

Self-Efficacy Theory
Self-efficacy refers to an individual's belief that he or she is capable of
performing a task. The higher your self-efficacy, the more confidence you have
in your ability to succeed in a task.

Reinforcement Theory
A behavioristic approach, which argues that reinforcement conditions
behavior.
Management by Objectives ("MBO")

This approach puts goal setting to work.

It is a program that encompasses:
specific goals (tangible, verifiable, measurable)
participative set
for an explicit time period
with performance feedback on goal progress

Equity Theory
Individuals compare their job
inputs and outcomes with
those of others and then
respond so as to eliminate
any inequities.
Equity theory recognizes that
individuals are concerned not
only with the absolute amount of
rewards for their efforts, but also
with the relationship of this
amount to what others receive.

Expectancy Theory

The strength of a tendency to act in a certain

way depends on the strength of an expectation
that the act will be followed by a given
outcome and on the attractiveness of that
outcome to the individual. The theory focuses
on three relationships.