Motivational Theories

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Maslow’s Needs
Hierarchy

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 Self-
Actualization

Esteem

Affiliation

Security

Physiological

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 Maslow’s Needs Hierarchy

Self-actualization needs
(self-development, realization)

Esteem needs
(self-esteem, recognition, status)
Social needs
(sense of belonging, love)
Safety needs
(security, protection)
Physiological needs
(hunger, thirst)
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 Basic assumptions
 Individuals have different needs/goals.
 Once a need is satisfied, its role declines.
 Needs are complex, with multiple needs acting
simultaneously.
 Lower level needs must be satiated before higher
level needs are activated.
 More ways exist to satisfy higher level needs.
 Individual and environment influence employee
behavior.

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Alderfer’s ERG Theory

Existence Growth

Relatedness

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 Need for
Achievement
(nAch)
McClelland’s
Need for Theory
Power
(nPow) of Needs

Need for
Affiliation
(nAff)
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Drive to excel, to achieve in relation and
to strive to succeed.

Desire for friendly and close

interpersonal relations.

Need to make others behave in a way

that they would not have behaved
otherwise.

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 McGregor’s
Theory-X and
Theory-Y
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 Theory X
Management view that assumes
workers generally dislike work and
must be forced to do their jobs.
Theory Y
Management view that assumes
workers like to work and under
proper conditions, employees will
seek responsibility to satisfy social,
esteem, and self-actualization
needs.
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 Little Ambition

Theory X Dislike Work

Workers
Avoid Responsibility

Self-Directed

Theory Y
Enjoy Work
Workers
Accept Responsibility
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 Effective goal setting
Specific

Relevant

Challenging
Task Task
Commitment
effort performance

Participation

Rewarding

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 Proposition that specific goals
increase performance and that
difficult goals, when accepted,
result in higher performance
than to easy goals.

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 Expectancy Theory of
Motivation
E-to-P Outcomes
P-to-O
Expectancy Expectancy

Outcome 1
+ or -

Effort Performance Outcome 2

+ or -

Outcome 3
+ or -

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Expectancy is the belief that
increased effort will lead to
increased performance.

EFFORT - PERFORMANCE -
REWARD

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What I What I
put in get back Can I get it?
Do I want it?

Equity Theory Expectancy Theory

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Equity Theory of Motivation
Theory that employee compares
his or her job’s outcomes ratio
with that of relevant others and
then correct any inequity.

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Equity makes the processes
more fair, and without equity,
there is not any motivation.

Rewards = Equity =
Motivation

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 Reinforcement Theory

Rewards

Consequences No Rewards Behavior

Punishment
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Theory that behavior is a function
of its consequences.

Consequences immediately
following a behavior that increase
the probability that behavior will be
repeated.

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 Reinforcement theory repeats
positive behavior of employees
while negative behavior will be
removed by punishments.

Negative behavior can also be

removed by rewards, so that
employees start working in a good
way.
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Whichever motivation theory
you discuss, there is a
participation of financial and
non-financial rewards.

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 It consists of two parts.
Intrinsic Factors
These are related to job
satisfaction, directly linked with
our feeling, like “self-respect,
inner satisfaction, authority etc”.

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 Extrinsic Factors
It includes salary, fringe benefits
and facilities etc.. “Tangible”.

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Enough for
today. . .

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