Motivation Theories PDF

Motivation What Is Motivation? Motivation is when a person’s effort is energized, directed and sustained towards reaching a goal. This works best when a person’s needs or goals intertwine with the organizational goal.  Motivation Theories Maslow’s Hierarchy of needs theory Mcgreagor’s The...

Motivation What Is Motivation? Motivation is when a person’s effort is energized, directed and sustained towards reaching a goal. This works best when a person’s needs or goals intertwine with the organizational goal.  Motivation Theories Maslow’s Hierarchy of needs theory Mcgreagor’s Theory X Hertzberg’s Motivation Theory Goal Setting Theory and Theory Y Equity Theory 1,2 Mcclelland’s Motivation Reinforcement Expectancy and 3 Theory Theory Theory  Maslow’s Hierarchy Theory Mcgreagor’s Theory X and Theory Y Hertzberg’s Motivation Theory Goal Setting Theory Equity Theory 1,2 and 3 Mcclelland’s Motivation Theory Reinforcement Theory Expectancy Theory  Mcgreagor’s Theory X and Theory Y Theory X assumes that employees are inherently lazy, dislike work, and avoid responsibility. Managers who subscribe to this theory believe that workers need to be closely supervised. Hertzberg’s Motivation Motivation Theory Hierarchy Theory Theory Y is the idea that when employees Reinforcement are treated responsible and capable, they Equity Theory Mcclelland’s Goal Setting Expectancy are more likely to be motivated, productive, Maslow’s and committed to their work. This 1,2 and 3 Theory Theory Theory Theory encourages to create a culture that empowers employees.  Hertzberg’s Motivation Theory Herzberg's Motivation Theory, also known as the Two-Factor Theory, was inspired by Maslow's Hierarchy of needs theory, and posits that job Mcgreagor’s Theory X and satisfaction and dissatisfaction arise from two distinct sets of factors: Hygiene Factors and Motivators Motivation Theory Hierarchy Theory Reinforcement Equity Theory Mcclelland’s Goal Setting Expectancy Maslow’s 1,2 and 3 Theory Y Theory Theory Theory  Goal Setting Theory posits that specific and challenging goals, when accepted by individuals, lead to higher performance. Developed by Edwin Locke Mcgreagor’s Theory X and and Gary Latham, the theory Hertzberg’s Motivation emphasizes the following key components: Specificity, Motivation Theory Hierarchy Theory Challenge, Acceptance, Reinforcement Equity Theory Feedback, Self-Efficacy and Mcclelland’s Expectancy Contingencies. Maslow’s 1,2 and 3 Theory Y Theory Theory Theory  Equity Theory 1,2 and 3 Developed by J. Stacey Adams, it focuses on the concept of fairness in the workplace and how it affects employee motivation and behavior. The Mcgreagor’s Theory X and theory posits that employees Hertzberg’s Motivation assess their job satisfaction based on the ratio of their Motivation Theory Hierarchy Theory inputs to their outcomes in Reinforcement comparison to others. The 3 are Mcclelland’s Expectancy Goal Setting Inputs and Outcomes, Maslow’s Theory Y Comparison with others, and Theory Theory Theory Theory Responses to Perceived Inequity.  Mcclelland’s Motivation Theory McClelland’s Motivation Theory, also known as the Three Needs Theory, posits that individuals are Mcgreagor’s Theory X and Hertzberg’s Motivation motivated by three primary needs: Need for Achievement, Need for Hierarchy Theory Reinforcement Affiliation and Need for Equity Theory Goal Setting Power. McClelland's theory Expectancy emphasizes that these 1,2 and 3 Maslow’s Theory Theory Y Theory Theory Theory needs are learned and can vary in strength among individuals.  Reinforcement Theory This is a behavioral psychology concept that explains how behavior is influenced by its consequences. Here are the key points: Basic Premise, Punishment, Extinction, Mcgreagor’s Theory X and Application in Management. Hertzberg’s Motivation Reinforcement theory provides Motivation Theory a framework for understanding Hierarchy Theory how to effectively motivate and Equity Theory Goal Setting Mcclelland’s manage employee behavior in Expectancy the workplace. 1,2 and 3 Maslow’s Theory Theory Y Theory Theory  Expectancy Theory This is a psychological theory of motivation that suggests individuals are motivated to act a certain way based on their expectations that their actions will lead to desired outcomes. Mcgreagor’s Theory X and Hertzberg’s Motivation Developed by Victor Vroom, this emphasizes 3 key components: Motivation Theory Expectancy, Instrumentality and Hierarchy Theory Reinforcement Valence. This posits that Equity Theory Goal Setting Mcclelland’s motivation is a result of interplay 1,2 and 3 between these 3 components. Maslow’s Theory Theory Y Theory Theory Individuals will perform if they believe their efforts will lead to successful performance that will result in rewards. Question You are the manager of a small IT company in St. Vincent and the Grenadines. Over the past few months, you have observed declining motivation levels among staff members, leading to slower service and less positive interactions with customers. How would you apply a motivation theory of your choice to address this issue and improve staff morale and productivity at the IT company.  Motivator Factors Advancement - is the upward and positive status or position of an employee in the workplace. Positive advancement is needed to increase job satisfaction. We plan to incorporate career advancement programs to motivate employees to work harder and promote job satisfaction. With this system employees will be able to increase their rank based on the demonstration of their ability to perform additional job duties within the same or different departments. This will result in more desirable interactions and with customers and a positive morale among employees because of the desire to achieve those higher ranks. In addition, new technologies to assist in easier and faster work task, so that employees get more work done, that they can receive larger incentives, bonuses and/or higher position, this may also give security to employees, knowing that they task can be completed efficiently and effectively with rewards. Possibility for growth- Possibilities for growth are the actual opportunities for a person to experience personal growth and be promoted in the workplace. We plan to develop mentorship programs, leadership development programs and regular training programs to improve motivation. This allows for professional growth increased chances to learn new skills, undergo training in techniques and gaining new professional knowledge. Achievement- Opportunities to set and meet challenging goals provide a sense of accomplishment and progress, which is highly motivating. Employees who achieve meaningful results feel a sense of pride, which fuels further motivation and ambition.  Motivator Factors Responsibility-Having meaningful responsibility empowers employees, allowing them to take ownership of their tasks and decisions. When employees feel accountable for their work, it fosters a sense of trust, autonomy, and pride, encouraging them to strive for better results. Recognition- Recognizing employees' efforts and achievements, whether through praise, awards, or other forms of acknowledgment, reinforces their value within the organization. Recognition provides employees with a sense of appreciation and validation, which boosts motivation and encourages them to maintain or improve their performance. The work itself- When the tasks and projects within a role are engaging, challenging, and aligned with an employee's skills and interests, they find intrinsic motivation in the work. Employees who find meaning and enjoyment in their work are naturally driven to contribute and excel.  Hygiene Factors Interpersonal relations- These relationships are limited to the personal and working relationships between the worker and his/her superiors, subordinates and peers. This includes job interactions and social discussions in the work environment. Healthy relationships and respectful interactions help avoid tension and dissatisfaction. Supervision- is associated with the competence or incompetence and fairness or unfairness of the supervisor. This includes the supervisor's willingness to delegate responsibility or to teach fairness and job knowledge. We will focus on training fair and responsible supervisors that employees can learn from and look to for advice. This will help to decrease the overall dissatisfaction of employees within the workplace Company Policies- Clear, fair, and consistently applied policies help create a stable environment. Poor or unclear policies can lead to frustration and discontent. Salaries-Competitive and fair pay is necessary to prevent dissatisfaction, though it does not inherently motivate employees to perform better. Working conditions- This includes the physical workspace, safety measures, and overall work environment, such as noise level and cleanliness. References 03_32120lsj140517_12_16-libre.pdf Microsoft PowerPoint - Lecture 8 - Motivation at Work.ppt [Compatibility Mode] TWO FACTOR THEORIES - AZ Research Consult (MBA MSc Dissertation/thesis Project Writer) Nigeria