MOTIVATION

The Process of Motivation

Theories of Motivation
Different Motivational Techniques

Research Findings

Gallops 2016 survey revealed that only 13%of

the employees in the world are engaged in
their work.

56% of Indian employees are disengaged and

only 7 percent were highly engaged.

Another study revealed that by their own

reports workers waste roughly 2 hours per day,
not counting lunch and scheduled break
( internet surfing and talking to coworkers).

What is Motivation?
Motivation

is the amount of efforts that an

individual puts into doing something.

It

is the willingness to exert high level of

efforts towards organizational goals,
conditioned by the efforts ability to satisfy
some individual needs.

Motivation

is the process that accounts for an

individuals intensity, direction and
persistence of effort toward attaining a goal.

The Process of Motivation

E
n
Needs & vi
drives ro
n
m
e
nt

Opportunity,goals & incentives

Tension

Perform
ance

Efforts

Ability

Need satisfaction

Rewards

Motivation & Performance

Performance

= Motivation * Ability *

opportunity
Intrinsic

& Extrinsic motivation

Theories of Motivation

Early theories ( Content )

Maslow

hierarchy

of needs
McGregor's

theory X

& theory Y
Alderfers

ERG

theory
Herzberg's

two
factor theory

McClelland's

of needs

theory

Contemporary theories ( Process)

Self-

determination
theory

Lockes

goal setting

theory
Reinforcement

theory
J.S.

Adams equity
theory

Vrooms

theory

expectancy

Abraham Maslows Hierarchy

of Needs

Within every individual there exist a hierarchy of needsphysiological, safety, social, esteem, self-actualization.
Once a lower level need is substantially satisfied
individuals try to move towards the next need in the
hierarchy.
Lower-order & higher order needs
Maslows theory is based on two principles- deficit
principle & progression principle.

The five needs in the order do not motivate everyone

Cultural implications.
People can operate on more than one needs level at the
same time.
Not supported by empirical research findings

Clayton Alderfers ERG Theory

There are three groups of core needs: Existence,

Relatedness and Growth.
Need are not gratified in a hierarchical order.
More than one needs can be operative at one time.
Once a particular need is satisfied individuals want
to satisfy next higher order need.
If the gratification of a higher level need is stifled,
the desire to satisfy a lower level need increases.
( frustration regression dimension)
cultural environment can alter the importance or
driving force that a group of needs holds for a
particular individual.

Douglas McGregors Theory X and

Theory Y
Theory X

Theory Y

Employees

Employees

lack
ambition, dislike
work &
responsibility;
resistant to change
& must be coerced
to perform.

Lower

order needs
dominate individuals

like work; are

creative; seek
responsibility; not
resistant to change and
can exercise self
direction.

Higher

order needs
dominate individuals.

Fredrick Herzbergs twoFactor/Motivation-Hygiene Theory

Hygiene factors( extrinsic

or context factor)

Company policy &

administration,
supervision, relationship
with peers & supervisors,
work condition, salary,
security.

Presence of these factors

does not guarantee job
satisfaction.

Motivation factors
(intrinsic or content
factors)

Achievement,
recognition, interesting
work, responsibility,
advancement & growth

Satisfies and motivates

workers.

Herzberg recommends
job enrichment

David McClellands Theory of

Needs
Three

needs- Achievement, Power, Affiliation

High nAch-strive for excellence, competition,
challenging goals, persistence and overcoming
difficulties
People with high n-Ach set moderately
difficult goals , like calculated risk, like to
receive immediate & concrete feedback and
do not like interference with their progress
towards the goal. (dynamic entrepreneur)

Achievement tendencies are high in individualistic

culture and low in collectivistic societies.

Continued ..
Research

indicate that higher level managers

in large organizations are more likely to be
successful if they have high need for
institutional power combined with low
affiliation need.
Successful managerial performance is related
to high power need and low affiliation need (
McClelland & Burnham, 1976).
Improving the level of need for achievement
among less economically successful groups
would encourage the groups economic
development

Herzbergs Two-Factor Theory

Hygiene factor

Motivation factor

Both are work conditions, but

each addresses a different part
of an employees experience

2011 Cengage Learning. All rights reserved.

Comparison among need related theories of motivation

2 factor
theory
Motivation
re
factor
Achievement
Responsibility
Advancement etc

Recognition
Hygiene
factors
Supervision
Int.relationship
Job security
Company
policies
Pay
Working
condition

HN theory
Self
actualization

ERG theory

Need for
Growth needs

Relatedness
needs

Security needs
Physical security
emotionalsecurity

Physiological
needs

Achieveme

Need for
power

Esteem needs

Belongingness
needs

Theory of
needs

Existence
needs

Need for
affiliation