MOTIVATION

Processes and Theories

 WHAT IS MOTIVATION ?

DERIVED FROM LATIN – „MOVERE‟- TO MOVE

IS A PROCESS THAT STARTS WITH A PHYSIOLOGICAL OR

PSYCHOLOGICAL DEFICIENCY OR NEED THAT ACTIVATES A
BEHAVIOUR OR DRIVE THAT IS AIMED AT GOAL OR INCENTIVE.

NEEDS DRIVES INCENTIVES

MOTIVES

1. PRIMARY MOTIVES: Physiological & Unlearned e.g.

hunger, thirst, sleep , sex etc.

2. SECONDARY MOTIVES: Learned or cognitive

Most important for study of human behaviour

Achievement; Power; Affiliation; Security; Status

3. GENERAL MOTIVES:
Unlearned but not physiologically based
Used to increase stimulation So called “stimulus motives”

Unlearned drive for: Curiosity Motive; Manipulation Motive;

Activity Motive
THEORETICAL DEVELOPMENT OF WORK – MOTIVATION
PROCESS
CONTENT THEORIES – deal with needs/ drives that people have
Maslow’s Hierarchy of needs
Herzberg’s Two- Factor theory of motivation
Alderfer‟s ERG Theory

PROCESS THEORIES – Cognitive antecedents that go into motivation

Vrooms’ Expectancy Theory of Motivation
Porter- Lawler Model

CONTEMPORARY THEORIES

Equity Theory – Adams

Attribution Theory- Kelley
Theory of needs – Mclellaland
Cognitive Evaluation Theory – Heider, de Charmes & Bem
Goal Setting Theory - Locke
CONTENT THEORIES

MASLOW’S HIERARCHY

SELF –
ACTUALIZATION
Personal growth,
realisation of
potential

ESTEEM NEEDS
Promotions, Titles

SOCIAL NEEDS
Work groups

SECURITY NEEDS
Union, Health Insurance

BASIC NEEDS
Pay
HERZBERG‟S TWO- FACTOR THEORY OF MOTIVATION
Hygiene Factors – Do not motivate but prevent dissatisfaction.
Bring motivation to theoretical zero level.
Motivators – Motivates the individuals

Hygiene factors MOTIVATORS

Company policy & Achievement
administration, Recognition
Supervision, technical, Work itself
Salary, Responsibility
Interpersonal relations,
Working conditions.
PROCESS THEORIES

VROOM‟S EXPECTANCY THEORY

2nd level
Outcome

INSTRUMENTALITIES

OUTCOME
EXPECTANCY 1A
1st level
Outcome
OUTCOME
OUTCOME 1 1B
MOTIVATIONAL
FORCE
OUTCOME 2A
OUTCOME 2

OUTCOME
2B
TERMS

VALENCY – Strength of an individual‟s preference for a

Particular outcome

INSTRUMENTALITY – of first level outcome in obtaining

A desired 2nd level outcome.

EXPECTANCY – PROBABILITY THAT A PARTICULAR

ACTION WILL LEAD TO A FIRST LEVEL OUTCOME.

MOTIVATIONAL FORCE – Σ Valence X Expectancy

 Perceived
Value of Abilities Equitable
Reward and traits
Intrinsic rewards
rewards

Effort Perfor- Satisfaction

mance

Extrinsic
rewards
Perceived Role
effort perceptions

Porter-Lawler Model
CONTEMPORARY THEORY
J STRACY ADAMS
EQUITY THEORY OF MOTIVATIONCOGNITIVELY BASED
IS BASED ON EQUITY
EQUITY :

Person‟s outcomes other‟s outcomes

vs
Person‟s input other‟s input

The striving to restore equity is an explanation of work motivation.

Strength is directly proportional to the inequity.

Workers prefer equitable payment to overpayment

Contemporary theories
 Cognitive Evaluation theory
allocating extrinsic rewards for behaviour
that had been previously intrinsically
rewarding tends to decrease the overall
level of motivation.