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Motivation Defined
Motivation is the set of forces that lead people
to behave in particular ways. Motivation is
important in organizations because, in
conjunction with ability and environment, it
determines performance.
Why Motivation
Join the organisation
Remain in the organisation
Come to work regularly
Perform
Exhibit good citizenship
Motivation at work
Extrinsic motivators:
- Tangible rewards such as: salary; security;
promotion; working condition etc
Intrinsic motivators:
- Psychological rewards such as : achievement;
challenge; satisfaction; learning etc
- Social factors such as: affiliation; belonging etc
Influencing behavior

Positive reinforcement
Negative reinforcement
Punishment
Extinction
 Theories of Motivation

The theories of motivation reflect a content

perspective in that they attempt to describe
what factor or factors motive behavior. They
try to list specific things that motivate behavior.
 Theories of Motivation

Content Theories
 Focus on the importance of the work (e.g.,
challenges and responsibilities)
 Specific needs that motivate human behavior
Process Theories
 Deal with the cognitive processes used in making
decisions about our work
 Content Theories

Achievement Motivation Theory

(David McClelland)
Emphasizes need to accomplish something. Linked to
successful manager. Three types of needs are:
Affiliation
Achievement
Power
Managers high in achievement motivation show more
respect for subordinates and use more participatory
systems
Need Hierarchy Theory
Abraham Maslow

He proposed that we have a hierarchy of needs.

Once one is fulfilled we can move on to the next

SELF ACTUALIZATION
NEEDS

SELF – ESTEEM
NEEDS

SOCIAL NEEDS

SAFETY NEEDS

PHYSIOLOGICAL NEEDS
 ERG Theory Alderfer

Similar to Maslow. We have needs, but in this case

they are not hierarchically arranged

Satisfying a need may increase its strength

 Existence Needs
 Relatedness Needs
 Growth Needs
Two Factor Theory
Frederick Herzberg

Motivator Needs
internal to work itself. If conditions are met, job
satisfaction occur

Hygiene Needs
Features of work environment. If not met, job
dissatisfaction occurs
 Process Theories

EXPECTANCY THEORY VROOM

people will work hard if they expect their effort to lead
to reward
Importance of outcome determines its strength as a
motivator – supported by research
 Expectancy Theory: An
Overview
Effort Skills and
abilities
Expectancy

Performance X
Job
Instrumentality Motivation Performance

Rewards X
Valence of
Rewards
Role perceptions
and opportunities
 Equity Theory ADAMS
Motivation is influenced by how fairly we feel we are
treated at work

Individuals compare their inputs and outputs with

those of others and then respond to eliminate any
inequalities.
Goal-Setting Theory
(GUIRDHAM)

Idea that our primary motivation on the job is

defined in terms of our desire to achieve a particular
goal
 Research shows that having goals leads to better performance
than not having goals
 Specific goals are more motivating than general
 Moderately difficult goals are most motivating
Organizational Examples

• Monetary Benefits
• Awards and Rewards
• Loyalty Bonus
• Recreational Facilities
• Incentives
• Transport Facilities
VIDEO
 THANKS

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