Motivation: From Concepts to Applications

Prepared by: Workineh Bayisa

Motivation is the processes that account for an individual’s
intensity, direction, and persistence of effort toward attaining a goal.
The three key elements in the definition are:
 Intensity
 Direction
 Persistence.

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Theories of Motivation

 Content Theories

 Process Theories

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 i. Content Theories
The content approach emphasizes what motivates employees,
focuses on the assumption that individuals are motivated by the desire
to fulfill inner needs. Content theories focus on the needs that
motivate people.

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1. Maslow's Hierarchy of Needs

Prepared by: Workineh Bayisa 5

 2. ERG theory

Another hierarchy model, called ERG theory , reorganizes

Maslow’s five groups into three:
Existence
Relatedness, and
Growth

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3. Learned Needs Theory (McClelland's)

Need for Achievement

Need for Affiliation
Need for Power

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 4. Herzberg's Two-Factor Theory

Dissatisfaction occurs when the following hygiene

factors, extrinsic or job context, factors are not present:
pay
status
job security
working conditions
company policy
peer relations
supervision 8
Satisfaction comes from motivators that are intrinsic or
job content, such as:

Achievement
 Recognition
Advancement
Responsibility
The Work Itself
Growth Possibilities
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 ii. Process Theories
The process approach emphasizes how and why
people choose certain behaviors in order to meet their
personal goals. Process theories focus on external
influences or behaviors that people choose to meet
their needs.

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1. Expectancy Theory of Motivation

Expectancy

Instrumentality

Valence

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 2. Goal Setting and Feedback
Goal setting is more complex than simply telling someone
to “do your best.” It requires several specific characteristics.

Specific Goals
Relevant Goals
Challenging Goals
 Goal Commitment
Participation in Goal Formation
Goal Feedback.
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 3. Equity Theory
A theory explaining how people develop
perceptions of fairness in the distribution and
exchange of resources.
 OB scholars developed equity
theory , which says that employees determine
feelings of equity by comparing their own
outcome/input ratio to the outcome/input
ratio of some other person
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Prepared by: Workineh Bayisa 14
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