Organizational

Behavior
FACILITATED BY
MS. JAVERIA SATTAR
Motivation Concepts
Recap

Highlights
Key elements of motivation
Compare and contrast early theories of motivation
Motivation
Motivation
It is the process by which a person’s efforts are energized,
directed, and sustained toward attaining a goal.

Direction - should benefit the organization

Intensity - how hard an employee tries
Persistence - how long can an employee maintain his/her
effort
Early Theories of Motivation
The best known theories of employee motivation
are

 Maslow’s Hierarchy of Needs

 McGregor’s Theory X & Theory Y
 Herzberg’s Two-Factor Theory
 McClelland’s Theory of Needs
Maslow’s Hierarchy of Needs
Abraham Maslow’s hierarchy of needs hypothesizes that
within every human being there exits a hierarchy of five
needs.
i. Physiological
ii. Safety
iii. Social
iv. Esteem
v. Self-actualization
 Maslow’s Hierarchy of Needs

As each need is satisfied, the next one become dominant.

Maslow’s Hierarchy of Needs
Physiological
Includes hunger, thirst, shelter, sex, and other bodily needs.
Safety
Security and protection from physical and emotional harm
Social
Affection, belongingness, acceptance, and friendship
Maslow’s Hierarchy of Needs
Esteem
Internal esteem factors such as self-respect, autonomy, and
achievement; and external esteem factors such as status,
recognition, and attention
Self-actualization
The drive to become what one is capable of becoming;
includes growth, achieving one’s potential
Maslow’s Hierarchy of Needs
Lower-order Needs
Needs that are satisfied externally, such as physiological and
safety needs.
Higher-order Needs
Needs that are satisfied internally, such as social, esteem,
and self-actualization needs.
McGregor’s Theory X & Theory Y
Douglas McGregor proposed two distinct views of human
beings: one basically negative, labeled Theory X, and the
other basically positive, labeled theory Y.
Theory X
The assumption that employees dislike work, are lazy,
dislike responsibility, and must be controlled to perform.
Theory Y
The assumption that employees like work, are creative, seek
responsibility, and can exercise self-direction.
Herzberg’s Two-Factor Theory
A theory that relates intrinsic factors to job
satisfaction and associates extrinsic factors with
dissatisfaction.
Also called motivation-hygiene theory.
Herzberg’s Two-Factor Theory
Motivators (Intrinsic factors)
Factors that increase job satisfaction and motivation. such as
promotional opportunities, personal growth opportunities,
recognition, and achievement
Hygiene factors (extrinsic factors)
Factors—such as company policy and administration, supervision,
and salary—that, when adequate in a job, placate workers.
When these factors are adequate, people will not be dissatisfied
Herzberg’s two-Factor Theory
Contrasting Views of Satisfaction–Dissatisfaction
McClelland’s Three-Needs Theory
A theory that states achievement, power, and affiliation
are three important needs that help explain motivation.

Among the early theories of motivation, McClelland’s has

had the best research support.
Unfortunately, it has less practical effect than the others.
Because McClelland argued that the three needs are
subconscious—we may rank high on them but not know it—
measuring them is not easy.
McClelland’s Three-Needs Theory
Need for achievement (nAch) –
The drive to excel, to achieve in relationship to a set of
standards, and to strive to succeed.
Need for power (nPow) –
The need to make others behave in a way in which they would
not have behaved otherwise.
Need for affiliation (nAff) –
The desire for friendly and close interpersonal relationships.