PRESENTATION

ON

MOTIVATION---
THEORIES AND PRINCIPLES

Manish Singh
MOTIVATION:
Motivation can be defined as a set of internal and external forces that cause an
employee to choose a course of action and engage in certain behaviour.

A basic principle is that the performance of the individual depends on his or her
ability backed by motivation. Algebraically the principle is :

Performance = f( ability × motivation)

FRAMEWORK OF MOTIVATION :

It comprises of six steps:

Motivation begins with individuals needs[step 1] which act as energizers. This

force energizes the individual to find ways to satisfy needs[ step 2]. After finding
the ways people engages themselves in achieving their goals[step 3and 4]. They
can be rewarded or punished according to their performance[step 5]. At last after
receiving awards the employees reassesses their difficulties[step 6].
 Basic Framework
Module:
1) Identifies Need

Reassessses needs deficiencies .2 ) Searches for the ways to satisfy

EMPLOYEE

ives either rewards or punishments . 3) Engages in Goal directed behavi

4) Performs to achieve that goal .

Importance of Motivation:

vMotivated employee is more quality oriented.

If someone is praised for his good deeds he starts taking his work
seriously and do it more sincerely thereby helping the organisation.

vMotivated workers are more productive than apathetic workers.

An appreciation for good work by management has a tremendous effect
on the capability of workers. The high productivity of Japanese people is due
to this reason only.

vAny type of financial and physical help is boon to the people.

For an organisationto be effective the people must be rewarded for the
good work they have done.
THEORIES FOR MOTIVATION:
There are many theories that describes the concept of
motivation. These are:
ØMASLOW’S Need Heirarchy Theory
Ø
ØHerzberg’s Two-factor theory.
Ø
ØAlderfer’s Erg Theory.
Ø
ØMcClelland’s Achievement Theory.

MASLOW’S NEEDS HEIRARCHY MODEL:

It was propounded by Abraham Maslow and is basically based on
human needs. Basically it is divided in five different levels. Each level
represents a group of needs.
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These levels can be explained as:

(a)Physiological needs :
It contains the basic needs like food, drink, oxygen, sleep,
protection from extreme temparature.
These are crucial to understand human behaviour. In organisational
content it is represented by salary and basic working conditions.

(b) Safety Needs:

It is also one of the important lower order needs. The preference for
secured income, acquisition of insurance and owing one’s own house
may be regarded as safety seeking.
In organisational context its includes job security, salary increment,
safe working conditions etc.

(c) Social Needs:

It is called as belonging or love need. These needs arise after
the completion of above two needs. It include mutual respect, trust,
admiration.
In organisational context it represents the need for compatible work
group, professional friendship and supervision.
(d) Self-Esteem Needs:

It contains two subsets: self-respect and esteem from others. Self-

respect include competence, confidence, strength and achievement.
Esteem includes recognition, prestige, fame, status etc.
In organisationalcontext it corresponds to job title, merit pay increase,
challenging work, responsibility.

(e) Self-Actualisation Needs:

After fulfillment the above four levels it comes into picture.
Maslow characterised self-actualisation as the desire to become everything
that one is capable of becoming. The need for self-actualisation is
distinctive and are never satisfied.
In an organisation, self-actualisation needs correlate to desire for
excelling oneself in one’s job, advancing an important idea, successfully
managing a unit etc.
MERITS OF MASLOW’S MODEL:

ØThe theory presents an entire array of non-economic worker need.

If the employee does not respond to economic incentive . Managers have
alternative method of employee motivation.

ØIt provides explanation for the changing motivation of workers overtime.

When employee starts work it first aims at lower needs. Once they are full-
filled he aims at higher levels of needs.

Ø It accounts for both inter-personal and intra-personal variations in human

behaviour.
It implies that desired behaviour is most likely to occur if it results in
satisfaction of employee need. So , the rewards and incentives are required.

ØThe hierarchy model is dynamic as a changing force, expressing itself for full-
fillment of new and higher levels.
Ø
ØIt is simple, common and intuitive.
DE-MERITS OF MASLOW’S THEORY:

ØThe hierarchy of needs simply does not exist.

At all levels needs are present at a given time. For eg. A person motivated by
self-actualisation needs can not afford to forget food.

ØAssuming hierarchy does exist needs, it may not be same in all countries and for
all people. This means that people leaving in different countries have needs
depending on the surroundings, cultures etc.
Ø
ØIt is also pointed out that manager do not have time to leisurely diagnose where
every employee is in Maslow’s hierarchy. Also they are not free rewards to each of
employee.
Ø

CONCLUSION:

In spite of limitations, the need hierarchy theory is important because of

is contribution in term of making management reward diverse humans at work.
The higher levels are important to the content of work motivation.
THANK YOU ...
 ?

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