Motivational Theories PDF

Motivational Theories 1 2 3 Maslow’s Needs Hierarchy 4  Self- Actualization Esteem Affiliation Security Physiological 5  Maslow’s Needs Hierarchy Self-actualization needs...

Motivational Theories 1 2 3 Maslow’s Needs Hierarchy 4  Self- Actualization Esteem Affiliation Security Physiological 5  Maslow’s Needs Hierarchy Self-actualization needs (self-development, realization) Esteem needs (self-esteem, recognition, status) Social needs (sense of belonging, love) Safety needs (security, protection) Physiological needs (hunger, thirst) 6  Basic assumptions Individuals have different needs/goals. Once a need is satisfied, its role declines. Needs are complex, with multiple needs acting simultaneously. Lower level needs must be satiated before higher level needs are activated. More ways exist to satisfy higher level needs. Individual and environment influence employee behavior. 7 Alderfer’s ERG Theory Existenc Growth e Relatedn ess 8  Need for Achievement (nAch) McClelland’s Need for Theory Power (nPow) of Needs Need for Affiliation (nAff) 9 Drive to excel, to achieve in relation and to strive to succeed. Desire for friendly and close interpersonal relations. Need to make others behave in a way that they would not have behaved otherwise. 10  McGregor’s Theory-X and Theory-Y 11  Theory X Management view that assumes workers generally dislike work and must be forced to do their jobs. Theory Y Management view that assumes workers like to work and under proper conditions, employees will seek responsibility to satisfy social, esteem, and self-actualization 12 needs.  Little Ambition Theory X Dislike Work Workers Avoid Responsibility Self-Directed Theory Y Enjoy Work Workers Accept Responsibility 13  Effective goal setting Specific Relevant Challenging Task Task effort performance Commitment Participation Rewarding 14  Proposition that specific goals increase performance and that difficult goals, when accepted, result in higher performance than to easy goals. 15 16  Expectancy Theory of Motivation E-to-P Outcomes P-to-O Expectancy Expectancy Outcome 1 + or - Performanc Outcome 2 Effort e + or - Outcome 3 + or - 17 Expectancy is the belief that increased effort will lead to increased performance. EFFORT - PERFORMANCE - REWARD 18 What I What I put in get back Can I get it? Do I want it? Equity Theory Expectancy Theory 19 Equity Theory of Motivation Theory that employee compares his or her job’s outcomes ratio with that of relevant others and then correct any inequity. 20 Equity makes the processes more fair, and without equity, there is not any motivation. Rewards = Equity = Motivation 21  Reinforcement Theory Rewards Consequences No Rewards Behavior Punishment 22 Theory that behavior is a function of its consequences. Consequences immediately following a behavior that increase the probability that behavior will be repeated. 23  Reinforcement theory repeats positive behavior of employees while negative behavior will be removed by punishments. Negative behavior can also be removed by rewards, so that employees start working in a good way. 24 Whichever motivation theory you discuss, there is a participation of financial and non-financial rewards. 25 26 27  It consists of two parts. Intrinsic Factors These are related to job satisfaction, directly linked with our feeling, like “self-respect, inner satisfaction, authority etc”. 28  Extrinsic Factors It includes salary, fringe benefits and facilities etc.. “Tangible”. 29 30 Enough for today... 31