MOTIVATIONAL THEORIES

PRESENTED BY :
SADIYA INGAR (I 001)
DIVYA JAIN (J 431)
GRACE KELKAR (K 389)
GARIMA HEPZIBAH MASIH (M 373)
ANIL ANDREAS MURMU (M 374)
Introduction:-
Motivation is one of the most important factors in
affecting human behaviour and performance. The
level of motivation and individual or team exerted in
their work task can affect all aspects of organizational
performance. As mentioned by Project Management
Institute(2008), the over all success of the
organizational project depends on the project team’s
commitment which is directly related to their level of
motivation.
Motivational Theories:-
Maslow’s Theory

Herzberg’s Theory

Mcgregor’s Theory
Maslow’s Theory:-
 Maslow’s heirarchy of needs is a motivational theory
in psychology comprising a five-tier model of human
needs , 0ften depicted as hierarchical levels within a
pyramid.
 Needs lower down in the heirarchy must be satisfied
before individuals can attend to needs higher up. From
the bottom of the heirarchy upwards, the needs are:
psychological, safety, love and self- actualization.
The Original Heirarchy Of Needs
Five-Stage Model Includes:-
 Maslow (1943-1954) stated that people are motivavated
to achieve certain needs and that some needs take
precedence over others. Our most basic need is for
physical survival, and this will be the first thing that
motivates our behaviour. Once that level is fulfilled the
next level up is what motivates us, and so on.
1.Physiological Needs :-
These are biological requirements for human survival ,
e.g. air, food, drink, shelter, clothing, warmth, sex,
sleep.
If these needs are not satisfied the human body
cannot function optimally. Maslow considered
physiological needs the most important as all the
other needs become secondary until these needs are
met.

2.Safety Needs :-
Protection from elements , security, order, law,
stability, freedom from fear.
3.Love And Belongingness Needs :-
After physiological and safety needs have been fulfilled, the
third level of human needs is social and involves feelings of
belongingness . The need for interpersonal relationships
motivates behaviour .

4.Esteem Needs:-
Maslow classified into two categories:(i) Esteem for oneself
(dignity, achievement, mastery, independence) and (ii) The
desire for reputation or respect from others (e.g., status,
prestige).
Maslow indicated that the need for respect or
reputation is most important for children and adolescents .
5.Self-actualization Needs:-
Realizing personal potential, self-fulfillment, seeking
personal growth. Self-actualization merely involves
achieving one’s potential. Thus, someone can be silly,
wasteful, vain and impolite, and still self-actualize.
Less than two percent of the population achieve self-
actualization.

Maslow’s Motivation
Model
Herzberg’s Two Factor Theory:-
 Frederick Herzberg’s well known Two-Factor Theory
was designed in year 1959. Based on two hundred
engineers and accountant feedback collected in the
USA regarding their personal feelings towards their
working environments.
 Herzberg defined two sets of factors in deciding
employees working attitudes and level of performance,
named Motivation & Hygiene Factors (Robbins, 2009).
Objective:-
 To understand the factors theory.
 To identify the hygiene and motivator factors.
 To know diagram and metadiagram of the Herzberg’s
theory.
 To evaluate the usefulness and testability of the theory.
 Discussed SWAT of the theory.
Origins Of The Theory:-
 Was influenced by Maslow’s heirarchy of needs.
 Herzberg produced a two dimensional model of
factors influencing people’s attitudes towards job.
 In the beginning Herzberg developed a hypothesis
that satisfaction and dissatisfaction with a work were
affected by two different sets of factors.
 Researchers on job satisfaction were implemented to
select which factors in an employee’s work
environment caused satisfaction or dissatisfaction.
Diagram And Metadiagram Of
Herzberg’s Two Factor Theory:-
Motivation And Hygiene Factors:-
Motivating Factors Hygiene Factors

 Achievement  Working conditions

 Recognition  Co-worker relations
 Responsibility  Policies and rules
 The work itself  Supervisor quality
 Advancement  Base wage, salary
 Personal growth
Overall Evaluation Strengths:-
 Can determine factors that will motivate individuals or
group of employees.
 This theory can be used to identify wide issues that
require to be improved.
 Will build an environment that can obtain increased
efficiency and productivity.
 The two factor, hygiene and motivators are matched
with the suitable leadership styles.
 Two factor theory provides practical solutions for
organizations.
McGregor’s Theory Of X And Y:-
 Theory X’ and Theory Y’ are the theories of human
motivation and created and developed by Douglas
McGregor in the 1960s. These theories describe two
contrasting models of workforce motivation in human
resource management, organizational behaviour
organizational communication and organizational
development.
 Theory X and Y are models of the type of employees
that managers may encounter in the workplace. These
models are used to prepare tactics and protocols on
how to deal with employees to maximize production
and profit.
Employees According To Theory X
 Inherent dislike for work.
 Unambitious and prefer to be directed by others.
 Avoid responsibility.
 Lack creativity and resist change.
 Focus on lower level (physiological and safety) needs
to motivate workers.
 Centralisation of authority and autocratic leadership.
 People lack self motivation.
Employees According To Theory Y:-
 Work is natural like rest or play.
 Ambitious and capable of directing their own
behaviour.
 Accept and seek responsibility under proper
conditions.
 Creativity widely spread.
 Both lower and higher level needs like social, esteem
and self-actualisation are sources of motivation.
 Self –direction and self-control.
 Decentralisation & participation in decision-making.
Democratic leadership.
 People are self-motivated.
 Comparison
Theory X
Motivation
 It assumes that people
dislike work and want to
avoid it and responsibility
too.
Management Style And
control
 Management is
authoritarian and
centralized control is
retained.
Theory Y
 It assumes that people are
self motivated and thrive
on responsibility.
 Management is
participative and
decentralized, but retains
power to implement
decisions.
Work Organization
 Employees tend to have  Employees are
specialized and encouraged to expertise
repetitive work. with suggestions and
Improvements.
Rewards And
Appraisals
 Work on a carrot and  Appraisal is regular and
stick basis, and important and is a
performance appraisal is separate mechanism
the overall mechanism of from organization. Also
control and earn frequent
remuneration. opportunities for
promotion.
Conclusion:-
All these motivation theories have been broadly read
and explained, despite its weaknesses its most
enduring value is that it recognizes true motivation
comes from within a person and not from other
factors.
THANK YOU