Motivation Presentation Key Points (PDF)

**Key Points from Motivation Presentation (20% That Explains 80%):** **1. Definition and Importance of Motivation:** - Derived from Latin *movere* (to move). - Explains why people choose certain behaviors to achieve desired outcomes. **2. Content Theories of Motivation:** These theories...

**Key Points from Motivation Presentation (20% That Explains 80%):** **1. Definition and Importance of Motivation:** - Derived from Latin *movere* (to move). - Explains why people choose certain behaviors to achieve desired outcomes. **2. Content Theories of Motivation:** These theories focus on what initiates or stimulates behavior. 1. **Maslow's Hierarchy of Needs**: - Needs are satisfied from bottom to top: physiological → safety → social → esteem → self-actualization. - Lower needs must be fulfilled before addressing higher ones. 2. **Alderfer's ERG Theory**: - Simplifies Maslow into **Existence**, **Relatedness**, and **Growth** needs. - Allows flexibility: different needs can operate simultaneously. 3. **McClelland's Achievement Theory**: - Motivation arises from three needs: - **Achievement**: Desire for success and goal accomplishment. - **Affiliation**: Need to be liked and belong. - **Power**: Need to influence or control others. 4. **Herzberg's Two-Factor Theory**: - **Hygiene Factors**: Prevent dissatisfaction but don't motivate (e.g., salary, working conditions). - **Motivators**: Create satisfaction and drive performance (e.g., achievement, recognition). **3. Process Theories of Motivation:** These focus on how motivation operates and evolves over time. 1. **McGregor's Theory X and Theory Y**: - **Theory X**: Assumes people dislike work and need supervision. - **Theory Y**: Assumes people are self-motivated and seek responsibility. 2. **Vroom's Expectancy Theory**: - Motivation = **Expectancy** x **Instrumentality** x **Valence**. - Employees must believe in their ability, the likelihood of rewards, and the value of those rewards. 3. **Adam's Equity Theory**: - Motivation is based on perceived fairness. - Compares personal inputs (effort, skills) and outcomes (pay, recognition) with others. **4. Motivation and Pay:** - Financial rewards are motivating only if: - Employees value money. - They believe performance links to financial rewards. - They view the reward system as equitable. **5. Motivation and Work Design:** - Job structure influences intrinsic satisfaction and motivation. - Evolves through: - **Task Specialization** → **Job Enrichment** → **Socio-Technical Systems** → **High-Performance Work Design**. **Exam Focus:** - Differentiate between **content** and **process theories**. - Understand Maslow's hierarchy, McClelland's needs, and Herzberg's factors. - Apply Vroom's formula and Equity Theory to scenarios. - Recognize how job design and pay impact motivation.