Motivation

Dr Dorota Joanna Bourne

Learning Objectives
1. Describe several need theories of motivation
including the needs hierarchy and the
achievement–power–affiliation triad.
2. Explain the expectancy theory of motivation.
3. Recognize the importance of both intrinsic and
extrinsic motivators.
Motivation
The process by which behaviour is mobilised
and sustained in a work setting in the interest
of achieving organisational goals.
The expenditure of effort toward achieving a
goal because it satisfies an important need.

Content (needs) theories

Process theories
Content (need) Theories

Maslow’s needs theory

Adlerfer’s ERG theory

Hertzberg's two-factor theory

McClelland’s theory of learned needs
(achievement, power, affiliation)
Maslow’s Needs Theory
Lower order needs must be satisfied before
higher level needs are activated

Deficiency (lower order) needs

Physiological: water, air, food, sleep

Security: safety, freedom from environmental threat

Growth (higher order) needs

Affiliation: social, group affiliation, physical love

Esteem: self-respect and respect from others

Self-actualisation: self-fulfillment and personal

development leading to one’s full potential
Maslow’s Hierarchy of Needs

M aslow’s Original Hierarchy of Needs

Once a lower-level need is satisfied, its im pact
dim inishes and the individual can progress to
the next higher level need.
Need for self
actualisation

Esteem needs
Belonging needs

Safety needs

Physical needs
McClelland’s Theory

A theory of motivation based on the
premise that people acquire or learn
certain needs from their culture

Cultural influences

Family

Peer groups

Popular media (e.g. television shows)

When the need becomes strong enough, a

person will work to satisfy it.
McClelland’s Theory

The Need for Achievement –the need to
succeed or excel in areas of significance
to the person

The Need for Power – the need to control
the activities of other people

The Need for Affiliation – the need to
interact with, and be liked by other people
Process Theories

Expectancy Theory

Equity Theory

Goal-setting Theory
Expectancy Theory

Motivationresults from deliberate

choices to engage in activities in
order to achieve worthwhile
outcomes.
Key Components of
Expectancy Theory

Expectancy

A subjective estimate of the probability that a
increased effort will lead to the desired performance

Instrumentality

An individual’s estimate of the probability that a
increased performance will lead to desired outcomes

Valence

The value a person places on a particular outcome
Enhancing Motivation

Providetraining to raise skill levels that
increase the performance capabilities of
employees (Expectancy)

Provideassurance to employees that good
performance will lead to a reward system
(Instrumentality)

Providerewards that are meaningful and
valued by the employees (Valence)
Intrinsic Motivation
Is the belief that an activity (work) can satisfy
needs for competence and self-determination.
Is affected (increased or reduced) by

personal values and perceptions

the characteristics of the task

the reason for doing the task

rewards that become externalised

Extrinsic Motivation

Extrinsic rewards:

Limitedvalue can lower employee
performance

May cause employees to focus narrowly only
a task that is rewarded

May cause a rush through a job to get a
reward

May cause employees to feel less free and
less determined