MOTIVATION AND 

 
PERFORMANCE

D. Saranya B.A(Hons)
CONTENT 
MOTIVATION
MASLOW'S HIERARCHY OF NEEDS 
HENZBERG TWO FACTOR THEORY 
MCGREGOR THEORY X & Y 
VROOM'S EXPECTANCY THEORY 
WAYS OF MOTIVATING EMPLOYEES 
 Motivation 
     Motivation is the process of stimulating people to
actions to accomplish the goals. 
    One of the most important functions of management is
to create willingness amongst the employees to perform
in the best of their abilities.
    In the work goal context, the psychological factors
stimulating the people’s behavior can be -
 Desire for money
 Success
 Recognition
 Job-satisfaction
 Teamwork
Maslow’s Hierarchy of
Needs Theory

Maslow's hierarchy of needs is a theory by

Abraham Maslow, which puts forward that
people are motivated by five basic categories of
needs: physiological, safety, love, esteem, and
self-actualization.
 Maslow’s Hierarchy of Needs Theory
Physiological needs- These are the basic needs of air, water, food, clothing and shelter. In
other words, physiological needs are the needs for basic amenities of life.
Safety needs- Safety needs include physical, environmental and emotional safety and
protection. For instance- Job security, financial security, protection from animals, family
security, health security, etc.
Social needs- Social needs include the need for love, affection, care, belongingness, and
friendship.
Esteem needs- Esteem needs are of two types: internal esteem needs (self- respect,
confidence, competence, achievement and freedom) and external esteem needs
(recognition, power, status, attention and admiration).
 Self-actualization need
This includes the urge to become what you
Maslow’s can become / what you have the potential to
become. It includes the need for growth and
Hierarchy of self-contentment. It also includes desire for
gaining more knowledge, social-
Needs service, creativity and being aesthetic. The
self- actualization needs are never fully
Theory satiable. As an individual
grows psychologically, opportunities keep
cropping up to continue growing.
Herzberg two Factor
Theory
In 1959, Frederick Herzberg, a
behavioral scientist proposed a
two-factor theory or the motivator-
hygiene theory.
According to Herzberg, there are
some job factors that result in
satisfaction while there are other
job factors that prevent
dissatisfaction. 
Hygiene Factors 
Hygiene factors are those job factors which are essential for existence of
motivation at workplace. These do not lead to positive satisfaction for long-term.
But if these factors are absent at workplace, then they lead to dissatisfaction.
The hygiene factors symbolized the physiological needs which the individuals
wanted and expected to be fulfilled. Hygiene factors include:
• Pay 
• Company Policies and administrative policies
• Fringe benefits
• Physical Working conditions 
• Status
• Interpersonal relations
• Job Security 
Pay - The pay or salary structure should be appropriate and reasonable.
Company Policies and administrative policies - The company policies should not be too
rigid. They should be fair and clear.
Fringe benefits - The employees should be offered health care plans, benefits for the family
members etc.
Physical Working conditions - The working conditions should be safe, clean and hygienic. 
Status - The employees’ status within the organization should be familiar and retained.
Interpersonal relations - The relationship of the employees with his peers, superiors and
subordinates should be appropriate and acceptable. There should be no conflict.
Job Security - The organization must provide job security to the employees.
Motivational factors 

The yield positive satisfaction. These factors are inherent to work. These factors motivate the employees for a
superior performance. These factors are called satisfiers. These are factors involved in performing the job.
The motivators symbolized the psychological needs that were perceived as an additional benefit. Motivational
factors include:
• Recognition
• Sense of achievement
• Growth and promotional opportunities
• Responsibility 
• Meaningfulness of the work
Recognition - The employees should be praised and recognized for their
accomplishments by the managers
Sense of achievement - The employees must have a sense of achievement. This
depends on the job. 
Growth and promotional opportunities - There must be growth and advancement
opportunities in an organization to motivate the employees to perform well.
Responsibility - The employees must hold themselves responsible for the work.
The managers should give them ownership of the work. They should minimize
control but retain accountability.
Meaningfulness of the work - The work itself should be meaningful, interesting
and challenging for the employee to perform and to get motivated.
McGregor Theory X &
Y
In 1960, Douglas McGregor formulated Theory X
and Theory Y suggesting two aspects of human
behavior at work. 

In other words, two different views of employees:

 One of which is negative, called as Theory X 
 The other is positive, so called as Theory Y. 

According to McGregor, the perception of

managers on the nature of individuals is based on
various assumptions.
Assumptions of Theory X

 An average employee  does not like work and tries to escape it whenever possible.
 Since the employee does not want to work, he must be convinced, compelled, or warned with
punishment to achieve organizational goals.
 A close supervision is required on part of managers.
 Employees generally dislike responsibilities.
 Employees resist change.
 An average employee needs formal direction.
Assumptions of Theory Y

 Employees can perceive their job as relaxing and normal. 

 Employees may not require threat, external control to work, but they can use self-direction and self-
control if they are dedicated and sincere to achieve the organizational objectives.
 If the job is rewarding and satisfying, then it will result in employees’ loyalty and commitment to
organization.
 An average employee can learn to admit and recognize the responsibility. In fact, he can even learn to
obtain responsibility.
 The employees have skills and capabilities. Their logical capabilities should be fully utilized. In other
words, the creativity, resourcefulness and innovative potentiality of the employees can be utilized to
solve organizational problems.
Expectancy Theory

The expectancy theory was proposed by Victor

Vroom of Yale School of Management in 1964.
The Expectancy theory states that employee’s
motivation is an outcome of how much an
individual wants a reward (Valence).
The theory is based upon the following beliefs:
• Valence
• Expectancy
• Instrumentality 
Valence
Valence is the significance associated by an individual about the expected outcome. It is an expected and
not the actual satisfaction that an employee expects to receive after achieving the goals.
Expectancy
Expectancy is the faith that better efforts will result in better performance. Expectancy is influenced by
factors such as possession of appropriate skills for performing the job, availability of right resources,
availability of crucial information and getting the required support for completing the job.
Instrumentality
Instrumentality is the faith that if you perform well, then a valid outcome will be there. Instrumentality is
affected by factors such as believe in the people who decide who receives what outcome, the simplicity
of the process deciding who gets what outcome, and clarity of relationship between performance and
outcomes.
Ways of Motivating
Employees 
Job enrichment

• Job enrichment is a management concept that involves redesigning jobs so that they are
more challenging to the employee and have less repetitive work. It’s a vertical extension.

• Job may be enriched by;

 Giving it greater variety 
 Providing greater freedom to decide how the job has to be done 
 Encouraging employees to participate in the planning process with their managers 
 Ensuring employee receives feedback on their performances 
Job enlargement 

 Job enlargement means increasing the scope of a job through extending the range of its
job duties and responsibilities generally within the same level. It's a horizontal extension.
 Job enlargement means increasing the scope of a job through extending the range of its
job duties and responsibilities generally within the same level and boundary. 
 Job enlargement involves combining various activities at the same level in the
organization and adding them to the existing job
Job Rotation 
 Job Rotation is a management approach where employees are shifted between two or
more assignments or jobs at regular intervals of time in order to expose them to all
verticals of an organization. 
 Job rotation is a well-planned practice to reduce the boredom of doing same type of job
every day and explore the hidden potential of an employee. 
 The process serves the purpose of both the management and the employees. It helps
management in discovering the talent of employees and determining what he or she is
best at. 
 On the other hand, it gives an individual a chance to explore his or her own interests
and gain experience in different fields or operations.
Thank You