MOTIVATION

Motivation is the act of stimulating someone or oneself to get a

desired course of action.

Features of motivation:
Can be positive or negative
Goal-oriented
Complex in nature
System oriented
Different from job satisfaction
Continuous process
THEORIES OF MOTIVATION
Motivational theories can be classified into

Content Process
Theories Theories (How
(What and why
motivates motivation
us?) occurs?)
• Adam’s equity
Theory
• Maslow’s Hierarchy of
Needs Theory • Goal-setting
Theory
• Alderfer’s ERG Theory
• McClelland's three-needs • Reinforcement
Theory
Theory
• Heinsberg's Motivation- • Expectancy Theory
Hygiene Theory
 NEED THEORY
Focuses on what people require to live fulfilling lives.

According this theory, a person is motivated when he or she has not

yet attained certain levels of satisfaction with his or her life.
DRIVE
NEED
(Tension or Drive to
(Deprivation)
fulfill a need)

SATISFACTION
(reduction of the
ACTIONS (Goal-
drive and
directed behavior)
satisfaction of the
original need)
MASLOW’S HIERARCHY OF
NEEDS THEORY
Developed by Abraham
Maslow.

Maslow ordered these needs in

his hierarchy, beginning with
the basic psychological needs
and continuing through safety,
belonging and love, esteem and
self-actualization. 

Individual pursues to seek a

 ERG THEORY
Alderfer broke needs down into just 3 categories :

1. Existence needs

2. Relatedness needs

3. Growth needs

He stressed that when higher needs are frustrated, lower needs will
return even though they were already satisfied.
MCCLELLAND – NEED FOR
ACHIEVEMENT, AFFILIATION AND POWER
McClelland described three human motivators and claimed that humans

acquire and learn their motivators over time. Also referred as the

‘Learned Needs Theory’.

One of these drives or needs will be dominant in our behavior and

depends on our culture and life experiences. The three motivators are:

• achievement

• affiliation

• power
 THE TWO-FACTOR THEORY
OF MOTIVATION
Also called motivation-hygiene theory

The theory states that, work satisfaction and

dissatisfaction arise from two different sets of factors.

1. Satisfiers: include achievement, recognition - all

related to job content and rewards of work
performance.

2. Dissatisfiers: include salary, working condition– all

of which affected the context in which work was
conducted.
EQUITY THEORY
Developed in 1963 by John Stacey Adams.

Equity: Ratio between the individual’s job inputs and job rewards.

Adams suggested that the higher an individual's perception of

equity, the more motivated they will be and vice versa:
Or if someone perceives an
unfair environment, they will be de-motivated.
EXPECTANCY THEORY
Victor Vroom developed the
Expectancy Theory.
In it, he studied people’s
motivation and concluded it
depends on three factors:
1. Expectancy, 
2. Instrumentality and 
3. Valence.
REINFORCEMENT THEORY
Proposed by B.F. Skinner and his associates.
This theory states that behavior is the function of its
consequences.
The reinforcement theory of motivation is based on the “Law of
Effect”. Future
Stimulus Response Consequence
Response
GOAL SETTING THEORY
Proposed by Edwin Locke
Focuses on the process of setting goals themselves.
Five basic principles of goal-setting:
o clarity
o challenge
o commitment
o feedback and
o task complexity.
 SUPERVISION
Managers are typically responsible for overseeing the performance
of their employees.

Supervision can be in the form of oversight or hands-on monitoring,

depending on the industry and the tasks in question.
TIMELINESS
Managers are charged with ensuring employees adhere to their assigned
schedules

TASK COMPLETION
Managers typically supervise
the quality of the work product their employees produce, ensuring that
projects are completed on schedule

SAFETY
Manager supervision often covers adherence to
safety standards, particularly in potentially dangerous industries

PRODUCTIVITY
Managers are responsible for the productivity of their staff.