MOTIVATIONAL THEORIES IN HRM

SUBMITTED
BY
S.KARUN PRASANNA
 WHAT IS HRM?
 Human Resource Management (HRM) is the function
within an organization that focuses on recruitment of,
management of, and providing direction for the people
who work in the organization. Human Resource
Management can also be performed by line managers.
 Human Resources Management

Now in the HRM functions we are going to focus on motivation with relation to PQI
 WHAT IS MOTIVATION?
 Motivation represents an unsatisfactory need which
creates a state of tension or disequilibrium, causing the
individual to move in a goal directed pattern towards
resorting a state of equilibrium, by satisfying the need.
 There are two types of motivation namely external and
internal.
 Internal is self motivation and external is done by the
influence of the external factors such as reward or
punishment.
 VARIOUS MOTIVATIONAL THEORIES

 Maslow’s theory of motivation

 McGregor’s x & y theory
 Herzberg’s motivational factors
 McClelland’s theory.
REQUIREMENT OF MOTIVATION IN PQI

 Improvement in the quality of product and processes

alone does not increase the efficiency or quality of
production or service. But the improvement of the
personal quality is also must to increase the effectiveness
or quality of the production or service.
 PQI is nothing but to improve the personal quality of
individual.
 This can be achieved by motivating the individual.
 This can be achieved by external or internal motivation.
 MCGREGOR’S X & Y
 X- theory- individuals are lazy & avoid work & needs to be
supervised.PQI cannot be achieved by the external factors such as
rewards which may not improve the quality of individual or process
which may motivate them only to get rewards nothing else.
 Y- theory- individuals are ambitious, self motivated and require
less supervision. Here the individuals are motivated internally i.e.
by self motivation without any external factors such as rewards or
punishment and they themselves identify the missing skills or the
area to be improved and they work on it for PQI. Therefore PQI
holds good for this theory.
MASLOW’S THEORY OF MOTIVATION
 MASLOW’S THEORY OF MOTIVATION

 In Maslow’s theory of motivation the individuals are self

motivated to satisfy their own needs and their needs keep on
becoming higher and higher when they satisfy the lower
level needs.
 To satisfy the high level needs they improve their own
personal qualities and process. To gain recognition and
higher position in the society they identify the area to be
improved, the missing skills and they work on it to satisfy
their high level needs. So PQI holds good in this theory
 MCCLELLAND’S THEORY

 Need for achievement

 Need for affiliation

 Need for power

 MCCLELLAND’S THEORY
 The same principle similar to that of Maslow’s theory
applies here. Here an individuals are self motivated to
satisfy the three needs. Individuals have the drive to
satisfy the three needs
 Individuals identify the areas to be improved, missing
skills and process and work on it for satisfying their
needs and for accomplishment.
 So PQI holds good in this theory.
HERZBERG’S MOTIVATIONAL
FACTORS
 HERZBERG’S MOTIVATIONAL
FACTORS
 There are two factors namely motivators and hygiene
factors.
 The hygiene factors are known as dissatisfies and motivation
factors are known as satisfiers.
 The absence of motivation factors does not cause
dissatisfaction but whereas the absence of hygiene factors
cause dissatisfaction.
 HERZBERG’S MOTIVATIONAL
FACTORS
 Hygiene factors cannot improve the quality of employee
or work and realization of goal so it does not motivate
towards personal quality improvement and self
empowerment.
 For example consider pay hike it is a very important
motivator but it does not guarantee any improvement in
quality of work or person and dedication of employee
towards realization of goals. A pay hike may be a
motivator to obtaining more hike and nothing more.
 Therefore the motivational factors only helps the
employees in the improvement of the personal qualities.