Motivation Theories Overview

Motivation Presentation Key Points

• Motivation is derived from the Latin word "movere" (to move)

• It explains why people choose certain behaviors to achieve goals

• Content theories explore what initiates behavior

• Maslow's Hierarchy of Needs suggests needs are met from basic (physiological, safety) to higher-level (social, esteem, self-actualization)

• Alderfer's ERG Theory simplifies Maslow's hierarchy into Existence, Relatedness, and Growth, allowing for simultaneous fulfillment of multiple needs

• McClelland's Achievement Theory identifies achievement, affiliation, and power as key motivational drivers

• Herzberg's Two-Factor Theory distinguishes hygiene factors (e.g., salary, working conditions) that prevent dissatisfaction, from motivators (e.g., achievement, recognition) that lead to satisfaction

• Process theories explain how motivation operates and changes over time

• McGregor's Theory X assumes employees dislike work and need close supervision, while Theory Y assumes employees are self-motivated and seek responsibility

• Vroom's Expectancy Theory indicates motivation is a function of expectancy (belief in ability), instrumentality (likelihood of rewards), and valence (value of rewards)

• Adams' Equity Theory focuses on fairness; employees compare their inputs and outcomes to those of others

• Financial rewards are motivating if employees value them, link performance to rewards, and perceive the reward system as fair

• Job structure affects intrinsic satisfaction and motivation, evolving from task specialization to job enrichment, socio-technical systems, and high-performance work design

• Exam focus: differentiate between content and process theories, understand key motivation models (Maslow, McClelland, Herzberg), apply theoretical models to scenarios, and recognize the impact of job design and compensation on motivation.