MOTIVATION

Mrs. Muktai Chavan Deb, PDIMTR, DNC.

 Contents
 Concepts of Motivation
 Theories of Maslow, Herzberg, McClelland, Porter
& Lawler Model
 Application of Motivation concept
 Individual motivation and motivation in the
organization
 Cultural Differences in Motivation
 Intrinsic and Extrinsic Motivation
 Social Motivation, Motivation and Health
 Role of motivation in human behavior
 Concept
 Motivation is literally the desire to do things.
 Motivation is defined as the process that initiates,
guides, and maintains goal-oriented behaviors.
 Motivation is what causes us to act, whether it is
getting a glass of water to reduce thirst or reading a
book to gain knowledge.
 It involves the biological, emotional, social, and
cognitive forces that activate behavior.
 In everyday usage, the term motivation is frequently
used to describe WHY a person does something.
 Meaning
 Motivation is the word derived from the word
‘motive’ which means needs, desires, wants or drives
within the individuals.
 It is the process of stimulating people to actions to
accomplish the goals. In the work goal context the
psychological factors stimulating the people’s
behavior can be -
 desire for money
 success
 recognition
 job-satisfaction
 team work, etc
 Definition
 "The term motivation refers to factors that
activate, direct, and sustain goal-directed
behavior... Motives are the "whys" of behavior -
the needs or wants that drive behavior and
explain what we do. We don't actually observe a
motive; rather, we infer that one exists based on
the behavior we observe."
(Nevid, 2013)
Process of Motivation

Unsatisfied Need

Tension

Drives

Search Behavior

Satisfied Needs

Reduction of
Tension

New Unsatisfied
Need
 Theories of Motivation

Basic Theories of Motivation

Content Theories Process Theories

Focus on what Concerned with
actually motivates thought process which
people influence behavior
Theories of Motivation
Need Based Process Based
Theories Theories

Maslow's Need Equity theory

Hierarchy

Mc Cleland's Expectancy
Need Theory theory

Alderfer’s ERG Reinforcement

Theory theory

Mc Gregor’s Attribution
Theory X & Y theory

Herzberg’s Two Goal-setting

factor Theory theory
 Abraham Maslow’s
Need Hierarchy Theory

This is a Content
Theory.

Developed as a
result of
investigations
conducted
between 1939 to
1943.

Has basic 5 sets

of needs
arranged in a
hierarchy.
 Theory explained
 According to Maslow, lower needs take priority.
They must be fulfilled before the others are
activated.
 Or at least logically should, if people were
rational. But is that a safe assumption?
 According to the theory, if you are hungry and
have inadequate shelter, you won't go to pray.
 Can't do the higher things until you have the
lower things. But the poor tend to be more
religious than the rich. Both within a given
culture, and across nations. So the theory makes
the wrong prediction here.
 Specific examples in both the
work and home context
Need Home Job

education, religion, hobbies, training, advancement, growth,

self-actualization
personal growth creativity

approval of family, friends, recognition, high status,

esteem
community responsibilities

teams, depts, coworkers, clients,

belongingness family, friends, clubs
supervisors, subordinates

freedom from war, poison, work safety, job security, health

safety
violence insurance

physiological food water sex Heat, air, base salary

 Herzberg’s Two Factor theory
 Developed by Fredrick Herzberg during 1959 as
an extension of Maslow’s theory.
 Also known as Dual factor theory and the
Motivation-Hygiene Theory.
 Conducted a survey of 200 engineers and
accountants in 9 different companies in Pittsburg,
USA.
 Used critical incident technique and asked
respondents to identify specific events, situations
or incidents when
a) They felt most satisfied
b) They were most dissatisfied
Theories at A Glance
The Porter and Lawler Model of Motivation

 Developed by Lyman Porter and Edward

Lawler in 1968.
 Tried to explore the complex relationship
between motivation, satisfaction and
performance.
 It gives comprehensive explanation of work
motivation.
Where
Actual rewards Perceived Rewards Satisfaction results

Actual Rewards perceived rewards Dissatisfaction results

 Thank You

References:
Robbins.S, Sanghi S, Judge T, Organizational
Behavior, Perason Publication, 12th Edition
Dr.Muktai Chavan Deb
Assistant Professor
Ph.D, M.B.A, M.A. (Clinical Psychology),
Certificate of Teaching in English
(IGNOU)
Academic Experience- 14 years

Dr.Muktai Chavan Deb is a

trainer and a clinical
muktaideb@gmail.com
psychologist who believes in
mentoring and finding the
potential in the students.. She is Dr.Muktai Chavan Deb
a resource person for many
academic institutions and
companies. Her area of interest @MuktaiD
is Human Resource
Management, Organizational http://funlearningatprayas.
Behavior and Healthcare blogspot.com
https://muktaicreative-
Management. writing.blogspot.com