Argyris Theory

It is all about the Maturity and Immaturity of individuals personality. According to him
immaturity includes passivity, dependence, capable of behaving in a few ways, shallow interest,
short term perspective, subordinate position and lack of self awareness. And maturity refers to
the activity, independence, capable of behaving in many ways, deep interest, long term
perspective, super ordinate positions and self-awareness and control. According to Argyris
immaturity exists in individuals mainly because of organisational setting and management
practices such as task specialisation, chain of command, unity of direction, and span of
management. And also he propose gradual shift from the existing pyramidal organization
structure to humanistic system; from existing management system to the more flexible and
participative management. In order to make individuals grow mature.
This theory will help to satisfy such situation not only to the individuals physiological
and safety needs but also will motivate then to make ready and use of their physiological and
safety needs. And motivate them to make more use of their potential in accomplishing
organizational goods.

Vrooms Expectancy Theory

This theory is a cognitive process of motivation. This is founded on basic notions to

motivate people to exert a high level of effort when they believe that there are relationships
between the effort they put, performance they achieves and outcomes and rewards they receive.
The relationships among the notions of effort, performance, and reward are depicted like
this: Effort (will my effort improve my performance?) Performance (will performance lead to
rewards?) Reward (Will rewards satisfy my individual goals) This 3 relationships will help more
to motivate individuals to effort in their life

Adams Equity Theory:

This theory asserts that people compare the rewards they get against other co-workers in
similar work situations. They desire to be treated fairly. This id further explained in the equation:
performance=rewards. These are called inputs and outputs.

This theory helps explain employee attitudes toward monetary rewards. Manager get
insights on how should monetary rewards and incentives are equitably distributed. Inputs may
include effort, loyalty, hard work, commitment, skill, ability, adaptability flexibility, tolerance,
determination, heart and soul, enthusiasm, trust in the boss and superiors, support of colleagues
and subordinates, and personal sacrifice. The outputs are salary expenses, bonus and commission
and many others. People need to see a balance of these inputs and outputs.

Lockes Goal Setting Theory

Edwin Locke asserts that the primary determinants of behaviour are the individuals goals
and objectives. The important goal attributes are: a.) Goal specificity. It is the degree of goal an
individual wants to achieve. b.) Goal difficulty. It is the amount of effort required to achieve the
goal. c.) Goal intensity. It is the process of determining how to achieve the goal. d.) Goal
commitment. It is the amount t of effort used to achieve the goal.
This theory emphasizes the importance of goal setting that can lead to higher
performance. However, he did not indicate whether individual differences could affect them in
setting their goals.

McGregors theory X and Y

Douglas McGregors Theory X employs the authoritarian management
style to get people motivated on the job. Theory X asserts that people
genuinely dislike work and avoid it as much as they can. Therefore, they
need to be coerced and punished in order to be motivated to work. Typically,
people avoid responsibility and are unambitious. They are only after security.
Managers should apply some form of coercion for them to be motivated.
Theory Y is the exact opposite of Theory X. It employs the participative
management style. Work is as natural as play. Therefore, people need not be
threatened or punished in order to work. People will apply self-control to
accomplish organizational objectives. They accept responsibility. They are
creative and imaginative.

Alderfers ERG Theory

The level of needs: First. Existence this is equivalent to Maslows
physiological and safety needs. Individual needs are satisfied by food, water,
air, pay and working conditions. Second is Relatedness. This is satisfied by
interpersonal relationships. This corresponds to Maslows social needs. Next
is the Growth. This is the equivalent of Maslows esteem and selfactualization needs.
According to Alderfer, individuals have several unfulfilled needs. Higher
level needs are not paid much attention not until the predominant needs are
satisfied. If frustration occur in satisfying the higher level needs, individuals
have the tendency to direct their efforts to satisfy the lower level needs.

Exchange Theory:
People engage in give and take relationships. A good example of this kind of change is
when efforts are rewarded through an increase in pay. The psychological contract is an unwritten
agreement between the individual and the organization that specifies the kind of exchange or
expectations of the company and employee from each other. It may include pay from the
company to the employee to the company.

MOTIVATIONAL
THEORIES

Submitted by:
Butihin, Donna Villa
BSOA