DepEd-Polanco NHS: Senior High School Learning Activity Sheet (LAS)
Different Theories of Motivation
LAS for Organization and Management (Grade 11)
Quarter 4 - Week #4
Name: ___________________________________________ Strand: ________________________ Date:
______________
I – Background
Good day, students! Are you doing well? This
Learning Activity Sheet (LAS) was written for you in mind. This
LAS will provide you with information and activities that will
help you identify the different theories of motivation.
II- Learning Competencies:
After going through this LAS, you are expected to:
1. Identify the different theories of motivation;
2. Differentiate the various styles of leadership.
III- Essential knowledge, concepts and activities
Motivation encourages individuals to work enthusiastically,
often performing more work than what is required.
Motivation – refers to psychological processes that arouse and
direct goal-direct behavior.
Theories – a body of fundamental principles verifiable by
experiment or observation.
According to Kreitner and Kinicki (2013), early Theories of
Motivation revolved around the idea that motivation is brought
about by the employees’ desire to fulfill their need, their work
habits, and their job satisfaction. Among these are:
Maslow’s Hierarchy of Needs Theory
Refers to Maslow’s Hierarchy of Five Human Needs:
physiological, safety, social, esteem, and self-actualization.
a. Physiological Needs – refer to the human need for food,
water, shelter, and other physical necessities.
b. Safety Needs – refer to human needs for security and
protection from physical and psychological harm.
c. Social Needs – pertain to the human desire to be loved
and to love, as well as the need for affection and
belongingness.
d. Esteem Needs – include the human need for self-respect,
self-fulfillment, and become the best according to one’s
capability.
e. Self-Actualization Needs – are the final needs in
Maslow’s hierarchy.
The Hierarchy of Needs was published by Abraham Maslow
in 1943. According to him, physiological needs must be satisfied
first. Once a need is satisfied, it activates the next higher need in
the hierarchy. The process continues until the need for self-
actualization is activated. It is important for managers and leaders
to focus on satisfying employee needs related to self-respect, self-
esteem, and self-actualization because their satisfaction is related
to many outcomes such as academic achievement, job
performance, work problems/success, and others.
Modern Theories of Motivation are process theories that focus on
the notion that motivation is a function of employees’
perceptions, thoughts, and beliefs. Among these are:
Goal Setting Theory
A theory stating that specific goals motivate performance and
that more difficult goals, when accepted by employees, result in
McGregor’s Theory X and Theory Y
Refers to the theory that was proposed by Douglas McGregor.
Theory X is a negative view of workers which assumes that
workers have little ambition, dislike work, and avoid responsibilities;
they need to be closely monitored or controlled in order for them to
work effectively.
Theory Y is a positive view of workers which assumes that
employees enjoy work, seek out and accept responsibility, and are
self-directed.
Managers must be guided by Theory Y, so McGregor proposed that
they must give employees a chance to participate in decision-making,
assign them challenging jobs to exercise their responsibility in
handling complex situations, and allow them to have good work
relations with others, which would enhance their motivation.
Herzberg’s Two Factor Theory
Proposed by Frederick Herzberg. This theory is also known as the
Motivation-Hygiene Theory which states that Intrinsic factors
(achievement, recognition, growth, and responsibility) are associated
with job satisfaction, Extrinsic Factors (company policy, salary,
security, and supervision) are associated with job dissatisfaction.
Intrinsic factors are the motivators while the extrinsic factors are
called Hygiene Factors.
Managers were advised to emphasize motivators in order to
motivate their subordinates. Employees who showed job satisfaction
are more motivated and productive. This theory enjoyed popularity
from the middle of the 1960s to the early 1980s.
McClelland’s Three Needs Theory
Proposed by David McClelland and states that individuals have
three needs that serve as motivators at work.
The three needs McClelland referred to are: the need for
achievement (nAch), the need for power (nPow), and the need for
affiliation (nAff). Managers are advised to be observant of these
needs among their subordinates so that they could be given job
assignments that would satisfy their highest needs, if possible. In
doing so, they may be more motivated to work well.
Alderfer’s ERG Theory
Developed by Clayton Alderfer in the 1960s. For Alderfer, a set of
core needs explains behavior. E stands for existence needs, R refers
to relatedness needs, and G pertains to growth needs. The needs or
desire for physiological and materialistic well-being, to have
meaningful relationships with others, and to grow as human being are
similar to the needs presented in Maslow’s Theory.
V. Assessment
Direction: Choose your answer in the box below. Write your answer
on the space provided. (NO ERASURES)
_____1. Which of the following is a positive view of workers which
assumes that employees enjoy work, seek out and accept
Prepared by: Mr. Roseller T. Cabasag – Teacher II
 DepEd-Polanco NHS: Senior High School Learning Activity Sheet (LAS)
greater motivation to perform well, as compared to easy goals. responsibility?
A. Goal Setting Theory C. Theory Y
Managers are advised to set goals for their subordinates as this B. Job Design Theory D. Theory X
is a major source job motivation. Doing well also helps increase
their motivation. _____2. Whhich theory states that behavior is a function of its
consequences.
Reinforcement Theory A. Expectancy Theory C. Job Design Theory
B. Equity Theory D. Reinforcement Theory
A theory which states that behavior is a function of its
consequences. _____3. Which theory states that employees assess job outcomes in
relation to what they put into it and then compare these with their co-
If the result or consequences that immediately follow a workers?
behavior is good, then there is probability that the individual will A. Expectancy Theory C. Job Design Theory
be motivated to repeat the behavior. Using this theory, managers B. Equity Theory D. Reinforcement Theory
can motivate employees’ positive behavior by using positive
reinforcement for actions that help the company achieve its goal. _____4. Which of the following refers to psychological processes
that arouse and direct goal-directed behavior?
Job Design Theory A. Feedback C. Motivation
B. Encouragement D. Theory
A theory which states that employees are motivated to work
well by combining tasks to form complete jobs. _____5. Which of the following pertain to the human desire to be
loved and to love, as well as the need for affection and
Managers are advised to design jobs that will meet the belongingness?
requirements of the ever-changing environment, the firm’s A. Esteem Needs C. Safety Needs
technology, and the workers’ skills, abilities, and preferences. B. Physiological Needs D. Social Needs

Examples: _____6. Refer to the human need for food, water, shelter, and other
 Job Enlargement – the horizontal expansion of a job by physical necessities.
increasing job scope A. Physiological Needs C. Self-actualization needs
 Job Enrichment – the increasing of job depth by empowering B. Safety Needs D. Social Needs
employees to assume some tasks usually done by their
managers. _____7. This theory is also known as the Motivation-Hygiene
 Job Characteristics model – where employees are motivated Theory?
to perform well because the task assigned to them have the A. Alderfer’s ERG Theory C. Herberg’s Two Factor Theory
five core job dimensions that serve as motivators. B. Expectancy Theory D. Reinforcement Theory

Equity Theory _____8. The following are the McClelland’s Three Needs Theory,
EXCEPT
A theory developed by J. Stacey Adams which states that A. Need for Achievement C. Need for Perseverance
employees assess job outcomes in relation to what they put into it B. Need for Affiliation D. Need for Power
and then compare these with their co-workers. Managers must
see to it that they exercise fairness or equity in their company. _____9. Which theory states that specific goals motivate performance
and that more difficult goals, when accepted by employees, result in
Expectancy Theory greater motivation to perform well?
A. Equity Theory C. Goal Setting Theory
States that an individual tends to act in a certain way, based on B. Expectancy Theory D. Job Design Theory
the expectation that the act will be followed by an outcome which
may be attractive or unattractive to him or her. Managers are _____10. Which of the following is NOT a Modern Theory of
advised to understand an employee’s goal so that he or she would Motivation?
be able to link rewards or outcomes to be offered with the said A. Alderfer’s ERG Theory C. Job Design Theory
goals. B. Expectancy Theory D. Reinforcement Theory

Prepared by: Mr. Roseller T. Cabasag – Teacher II

 DepEd-Polanco NHS: Senior High School Learning Activity Sheet (LAS)

A. KEY COMPONENTS OF EI
B. LEADING
C. EMOTIONAL INTELLIGENCE
D. EXTRAVERSION
E. CONSCIENTIOUSNESS
F. MANAGING
G. OPENNESS TO EXPERIENCE
H. PERSONALITY
IV. Learning Activities I. AGREEABLENESS
J. ORGANIZATIONAL CITIZENSHIP BEHAVIOR
In your own words, give the difference between the terms K. ORGANIZATIONAL COMMITMENT
“managing” and “leading.” (10 points) L. EMOTIOANAL STABILITY

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Prepared by: Mr. Roseller T. Cabasag – Teacher II

 DepEd-Polanco NHS: Senior High School Learning Activity Sheet (LAS)

V. Assessment
.
Direction: Choose your answer in the box below. Write your
answer on the space provided. (NO ERASURES)

_____1. The sum total of perceived assistance or benefits that

may result from effective social employee relationships. (Social
support)

_____2. The connection created among employees/workers as

they do their assigned tasks for the organization to which they
belong. (Employee relations)

_____3. Type of employees who are not unhappy at work, but

also act out their unhappiness. (Not Engaged)

_____4. Type of employees who work with passion and feel a

deep connection with their company. (Engaged)

_____5. A series of actions initiated by employee groups toward

an end or specific goal. (Employee movements)

_____6. Complaints regarding wages or salaries and benefits

given to them by the management. (Financial needs)

_____7. The principle of combination for unity of purpose and

action. (Unionism)

_____8. A formal procedure that authorizes that union to

represent its members in processing a grievance or complaint.
(Grievance Procedure)

_____9. Indirect forms of compensation given to

employees/workers for the purpose of improving the quality of
their work and personal lives. (Benefits)

_____10. Refers to intrinsic rewards which do not pertain to

money or finance. (Non-monetary reward)

Prepared by: Mr. Roseller T. Cabasag – Teacher II

 DepEd-Polanco NHS: Senior High School Learning Activity Sheet (LAS)

A. Benefits
B. Unionism
C. Engaged
D. Grievance Procedure
E. Social Support
F. Not Engaged
G. Non-monetary reward
H. Employee movements
I. Employee relations
J. Financial Needs
K. Monetary reward
L. Actively Disengaged

Prepared by: Mr. Roseller T. Cabasag – Teacher II

DepEd-Polanco NHS: Senior High School Learning Activity Sheet (LAS)

Prepared by: Mr. Roseller T. Cabasag – Teacher II

DepEd-Polanco NHS: Senior High School Learning Activity Sheet (LAS)

Prepared by: Mr. Roseller T. Cabasag – Teacher II

DepEd-Polanco NHS: Senior High School Learning Activity Sheet (LAS)

Prepared by: Mr. Roseller T. Cabasag – Teacher II