MOTIVATION

DEFINITION OF MOTIVATION:

•The driving force within individuals by which they

attempt to achieve some goal in order to fulfill
some needs or expectation.

* The degree to which an individual wants to

choose
in certain behavior.
Motivation is…

 Physical

 Complex

 Psychological

 Unique to each and every person

 Context sensitive

 Not fully understood

Early Theories of Motivation:

 Macgregor's Theories X & Y

 Herzberg’s two factors theory
 Maslow’s need Hierarchy
 Three needs Theory ( McClelland)
 Goal-setting Theory
 Equity Theory
 Expectancy Theory
 Maslow’s Hierarchy of
needs theory
 Needs were categories as five levels of lower-
higher-order needs.

 Individual must satisfy lower-level needs before

they can satisfy higher order needs.

 Satisfied needs will no longer motivate.

 Motivating a person depends on knowing at what

level that a person is on the hierarchy
Maslow’s
Hierarchy
of Needs
Self

actualisation
Self

Esteem

Social

Safety

Physiological
McGregor’s Theory X and Y

 Theory X
Assume that workers have little ambition, dislike
work, avoid responsibility, and require close
supervision.
 Theory Y
Assumes that workers can exercise self-direction,
desire, responsibility, and like to work.
Assumption
 Motivation is maximized by participative decision
making, interesting jobs, and good group relation.
ALDERFER’S ERG THEORY
McClelland’s Need Theory

Need for Achievement

 The desire to excel and succeed
Need for Power –
 The need to influence the behavior of others
Need for Affiliation –
 The desire for interpersonal relationship
Herzberg’s Two-Factor Theory

Dissatisfaction Not dissatisfied Positive

and but satisfaction
demotivation not motivated and motivation

Hygiene Factors Motivational Factors

•Company policies
•Achievement
•Quality of supervision
•Career advancement
•Relations with others
•Personal growth
•Personal life
•Job interest
•Rate of pay
•Recognition
•Job security
•Responsibility
•Working conditions
 Expectancy Theory
(Vroom)

Individual 1 Individual 2 Organisational

Effort Performance Rewards

1. Effort-Performance relationship = Expectancy

Personal
2. Performance-Rewards relationship = Instrumentality
Goals
3. Rewards-Personal goals relationship = Valence

Prentice Hall, 2001 Chapter 6 11

Goal Setting theory

Effects on Person
Goals Directs attention
Specific Energises Performance
Difficult Encourages persistency
Accepted New strategies developed

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