Theories of

motivation
 HERZBERG THEORY BY:- MADHURI SINGHAL
 X&Y THEORY BY:- SAHIB SINGH
 E.R.G. THEORY BY:- IKRA ANSARI
 MALOW’S NEED HIERARCHY THEORY BY :-
KAMALDEEP SINGH
 VROOM’S EXPECTANCY THEORY BY:-
SHUBHAM ARORA
 GOAL SETTING THEORY BY:- SHIVANSHU
MALIK
This theory was discovered by
psychologist frederick herzberg.
The two factor theory states that
there are certain factors in the
workplace that cause job
satisfaction while a separate set of
factor cause dissatisfaction, all of
which act independently of each
other.
1. Company policy and 1.Achievements.
administration. 2. Recognition.
2. Technical supervision. 3. Advancements.
3. Interpersonal relations with 4. Work life.
supervisors. 5. Possibility of growth.
4. Interpersonal relations with 6. responsibility.
peers.
5. Interpersonal relations with
subordinates.
6. Salary.
7. Job security
8. Personal life
9. Working conditions.
10.Status.
Theory X Indicates the traditional aaproach to
managerial motivation and control. It
represnts old stereotyped and authoritarian
management and style of motivation.
M.c. Gregor developed an alternative theory
of human behavior which is known as theory
Y.
This theory assumes that people are not
unreliable and lazy by nature. The main task
of management is to unleash the potential
in the employees.
The existence group is concerened with
providing the basic material existence
requirement of humans. They include the
items that maslow considered tobe
physiological and safety needs. The
second group of need is those of
relatedness the desire people have for
maintaing important interpersonal
relationships. The social and status desire
require interactions with others if they re
to be satisfied.
 Existence needs:-
These needs include for basic material necessities.
In short it include an individual’s physiological
and physical safety needs.
Related needs:-
These needs include the Aspirations Individuals
have for maintaing significant interpersonal
relations with family.
Growth needs:-
These include for self- developments
And personal growth and advancement.
Maslow’s self-actualisation needs and intrinsic
components of esteem needs fall under this
category of need.
Managaer must understand that an employee has various
needs that must be satisfied at the same time.
Acc. To E.R.G. THEORY if the managers concentrates solely
on one need at a time this will not effectively motivate
the employees. Also, the frustration and regression aspect
of e.r.g. theory has an added effect on workplace
motivation.
If an employees is not provided with growth and opportunity
in an org. he might revert to need such as socialising need
and to meet those socialising needs.
Manager realizes and discover this the more immediate steps
they will take to fulfil lthose needs which are frustated
until such time that the employees can pursue growth.
A.H. Maslow Developed a framework for
understanding human motivation which has
been widely acclaimed. He defined a
person’s effectiveness as a function of
matching man’s opportunity with the
appropriate position of hierarchy of need.
Maslow’s hierarchy of need is used to study
how humans intrinsically partake in
behaviourial motivation .
Maslow’s used terms such as:- “psychological”,
safety, belongingness, love , “social need” ,
“esteem”, and “self-actualisation”.
basic psycological needs
These needs relate to the survival and
maintenance of human life they include such
things as food , cloth, shelter, air, water, and
other neccesities.
Safety and security needs.
These needs related to the job security,
personal bodily security, security of source of
incomes, provision for old age, insurance
against risk etc.
Social needs
Man is social being he is intersted in
conversation, sociability, exchange of
feelings, and greviences, companionship,
recognition, belongingness etc.
Esteem needs:-
These needs embrace such things as self
confidence, independence, achievements,
competence, knowledge,and success. They
are also known as egoistic needs. They are
concerned with prestige and status of the
individual.
Self-actualisation needs
The final step under the need priority model is
the fulfillment or the need to fulfill what a
person considers to be his mission in life.
Goal setting theory states
that specific and
challenging goals along
with appropriate feedback
contribute to higher and
better task performance.
 1. Clarity :- Clear goals are measurable and
unambiguous when a goal is dear and specific
with a definite time sets for completion
there is less mis- understanding behaviour
will be reward.
2. Challenge:- One of the most important
characteristics of goal is the level of
challenge.
People are often motivated by achievement
they will judge goal based on the significance
of anticipated accomplishment.
3. COMMITMENT:-
Goals must be understand and agreed upon if they are
to be effective employees are more likely to buy into
goal if they feel they were part of creating that goal.
4. FEEDBACK:-
In addition to selecting the right type of goal, an
effective goal program must also include feedback .
5. Task complexity:-
The last factor in goal setting theory introduces two or
more requirement for success. Goals or assign. That
are highly complex take special care to ensure.
1.Goal setting leads to better performance by
increasing motivation and efforts but also
through increasing and improving the
feedback quality.
2.Goal setting theory is technique used to raise
incentive for employees to complete work
quickly and effectively.
SHUBHAM ARORA
MBA
 The theory assumes that behavior results
from conscious choices among alternatives
whose purpose is to maximize pleasure and
minimize pain.
 The key elements to this theory are
referred to as following-
 1.Valence (V)
 2. Instrumentality (I)
 3. Expectancy (E)
 Theterm refers to the emotional orientation
people hold with respect to outcomes
(rewards) .
 The Valence of the individual must be
positive if motivation were to take place.
 The Instrumentality refers to the belief that
the first level outcome will lead to the
second level outcome .
 A low estimate of instrumentality will be
made if the employee fails to see such
linkage between performance and reward.
 Expectancy refers to the belief that an
effort will lead to completion of a task.
 If an employee sees no chance that effort
will lead to the desired performance, the
expectancy is zero.
 On the other hand if the employee is
confident that the task will be completed ,
the expectancy has a value of 1.
Thank
you