Motivation
Meaning and Process of Motivation
Motivation is the internal drive that compels individuals to take action to achieve goals. It
involves both intrinsic and extrinsic factors that influence behavior. The motivation process
includes:
Need Identification: Recognizing a deficiency or desire.
Goal Setting: Determining what will satisfy the need.
Action: Engaging in behavior to achieve the goal.
Feedback and Adjustment: Evaluating progress and making necessary changes.
2. Financial and Non-Financial Incentives
Financial Incentives
These involve monetary rewards that boost motivation, such as:
Salaries and wages
Bonuses
Profit-sharing
Stock options
Commissions
Non-Financial Incentives
These include psychological and social rewards, such as:
Recognition and appreciation
Job security
Career development opportunities
Positive work environment
Work-life balance
3. Herzberg's Two-Factor Theory
Frederick Herzberg proposed that motivation is influenced by two sets of factors:
Hygiene Factors (do not motivate but prevent dissatisfaction): salary, job security,
working conditions, company policies.
Motivators (create satisfaction and encourage performance): achievement, recognition,
responsibility, growth opportunities.
4. Maslow’s Need Priority Model
Abraham Maslow developed a five-level hierarchy of needs:
1. Physiological Needs: Basic survival (food, water, shelter).
2. Safety Needs: Job security, financial stability.
3. Social Needs: Friendship, belongingness.
4. Esteem Needs: Recognition, self-respect.
5. Self-Actualization: Personal growth, fulfillment. Employees progress through these
levels sequentially.
5. Expectancy Theory
Victor Vroom’s Expectancy Theory states that motivation depends on three factors:
Expectancy: Belief that effort leads to performance.
Instrumentality: Belief that performance leads to rewards.
Valence: Value placed on the reward. Employees are motivated when they believe their
efforts will yield desired outcomes.
6. Goal-Setting Theory
Edwin Locke’s Goal-Setting Theory suggests that specific and challenging goals enhance
motivation. Key principles include:
Clarity: Clear, measurable goals.
Challenge: Goals should be difficult but attainable.
Commitment: Employees must be committed to the goal.
Feedback: Regular performance reviews improve goal achievement.
Task Complexity: Goals should be realistic based on abilities.
7. Alderfer's ERG Theory
Clayton Alderfer refined Maslow’s model into three core needs:
Existence Needs: Material well-being (physiological and safety needs).
Relatedness Needs: Interpersonal relationships (social and esteem needs).
Growth Needs: Personal development (self-actualization). Unlike Maslow’s hierarchy,
ERG theory allows individuals to move between levels based on their circumstances.
8. Adam's Equity Theory
John Stacy Adams proposed that employees assess fairness by comparing their input-output ratio
with others:
Inputs: Effort, skills, experience.
Outputs: Salary, recognition, benefits. When employees perceive inequity, they may
adjust their effort, seek better compensation, or change jobs.
9. Theory X and Theory Y
Douglas McGregor identified two contrasting views of workforce motivation:
Theory X: Assumes employees dislike work, need strict supervision, and prefer security
over responsibility.
Theory Y: Assumes employees enjoy work, seek responsibility, and are self-motivated.
Theory Y promotes a more participative management style, while Theory X is more
authoritarian.
