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OTIVATION AND ITS THEORIES

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THALESWAR RAJ PRIYANKA PATTNAIK

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INTRODUCTION
v

What is Motivation

v Psychological factors

v Management

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THEORIES TO BE HIGHLIGHTED
v ALDERFERS ERG THEORY

v McCLELANDS NEEDS THEORY

v VROOMS EXPECTANCY THEORY

v STACY ADAMS EQUITY THEORY

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ALDERFERS ERG THEORY

Clayton Alderfer provided an extension to Maslows need hierarchy.

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ACCORDING TO ERG THEORY THERE ARE THREE TYPES OF NEEDS : v Existence needs
v Relatedness needs

v Growth needs

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CONCLUSION OF THE THEORY

v ERG theory provides a less rigid

explanation than Maslows theory.

v It says that human needs cluster more

around the three category of needs proposed by Alderfer than the five categories in Maslows need hierarchy.
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McCLELANDS NEED THEORY

This theory was developed by David C. McClelland and his associates in the late 1940s.

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THE THREE NEED THEORIES ARE:

v Need for power

v Need for affiliation

v Need for achievement

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NEED FOR POWER

The ability to induce or influence behaviour is POWER

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NEED FOR AFFILIATION

The desire to be a part of social group and develop good interpersonal relationship is AFFILIATION
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NEED FOR ACHIEVEMENT

The desire to excel and achieve the desired goal is ACHIEVEMENT.

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McCLELLAND HAS IDENTIFIED FOUR BASIC CHARACTERISTICS OF HIGH ACHIEVERS:

v MODERATE RISKS v IMMEDIATE FEEDBACK v ACCOMPLISHMENT v PREOCCUPATION WITH THE TASKS
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IMPLICATION OF THE THEORY

v This theory implies that achievement motive and power motive are important than the affiliation motive. v Achievement motivated people can be the backbone of most organizations because they progress much faster.

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DEVELOPMENT OF ACHIEVEMENT MOTIVE

The achievement development course has four primary goals:
To teach participants how to think, talk and

eat like a person with high achievement.

To stimulate participants to set higher but

carefully planned and realistic work goals over next two years.
To give the participants knowledge about

themselves.

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VROOMS EXPECTANCY THEORY

According to Victor Vroom, people will be motivated to do things to achieve some goals to the extent that they expect that certain actions on their part will help them to achieve the goal.

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MOTIVATION= EXPECTANCY INSTRUMENTALITY VALENCE

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EXPECTANCY
It is the probability that a particular action will lead to the outcome

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INSTRUMENTALITY
Instrumentality is the belief that a person will receive a reward if the performance expectation is met

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VALENCE
Valence means the strength of individuals preference to a particular outcome. It is usually of three types: POSITIVE NEGATIVE ZERO
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IMPLICATION OF THE THEORY

v The theory is consistent with the idea that

a managers job is to design an environment for performance.

v This theory is consistent with management

by objectives.

v It recognizes individual differences in work

motivation.
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EQUITY THEORY
Equity theory of motivation by Stacy Adams is based on the social exchange process.

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ASSUMPTIONS OF THE THEORY

v Individuals make contributions(inputs) for

which they expect certain rewards(outcomes).

v Individuals decide whether or not a

particular exchange is satisfactory or not by comparing their inputs and outcomes with those of others and try to rectify any
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Exchange Relationship between the input and output of a person in relation to another are of three types:
OVERPAID INEQUITY UNDERPAID INEQUITY EQUITY
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Re-establishing Equity
v Changing his/her inputs v Changing his/her outcomes v Changing perception about inputs and

outcomes
v Changing inputs and outcomes of others v Changing the persons compared v Leaving the situation
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LIMITATION OF THE THEORY

v It is difficult to assess the perception

of people about input/outcomes relationships.

v Equity is a matter of comparison. v The theory does not specify the

action that a person will take to re2/12/13 establish equity if he perceives

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