Motivation

Theories
Shreya Singh- 2323105
Sarthak Sharma- 2323153
Maitri Jaggi- 2323180
Shiven Kakkar - 2323198
Sneha Sarkar-2323224
 Agenda

McGregor's Theory X and Theory Y

What is motivation?
Self Determination Theory
Features of Motivation
Goal-Setting Theory
Maslow’s Hierarchy of Needs
Reinforcement Theory
Herzberg's Two-Factor Theory
Self-efficacy Theory
Factors affecting Motivation
IMPOSSIBLE + Motivation
=I’M POSSIBLE
What is
Motivation?
The term motivation describes why
a person does something. It is the
driving force behind human
actions.
Motivation is the process that
initiates, guides, and maintains
goal-oriented behaviors.
“Motivation is what makes an idle person ‘ideal’.”
Features of Motivation

1. Internal Instinct
2. Produces goal-directed behaviour
3. Complex process
4. Positive or Negative
Maslow’s Hierarchy of Needs
Assumptions:
Needs are hierarchical, with lower
needs prioritized before higher ones.
Individuals are motivated to fulfill
unmet needs.
Motivation is dynamic; movement
between levels can occur.
Cultural and personal factors
influence prioritization of needs.
 Herzberg's Two-Factor
Herzberg's Two-Factor Theory
Theory
BACKGROUND
Motivators include, Growth,
Herzberg conducted interviews of 200 Advancements,Responsibility,
employees on experiences where they Recognition
felt “exceptionally good” or
“exceptionally bad”. Hyfience includes, company
policy, relationship with
Feeling good factors- Intrinsic to the superiors, working conditions
job- Motivators
Feeling bad factors- Extrinsic to the
job- Hygiene
 Salary

Factors Recognition
Work Ethics
affecting Culture at work
Learning and development
Motivation Work life balance
Career Growth Opportunities
Communication
McGregor's Theory X and Theory Y
Theory X - Assumptions: Theory Y - Assumptions:

1. People inherently dislike work and will 1. Work is as natural as play or rest, and people
avoid it when possible. will take initiative.

2. Workers need to be closely supervised 2. Employees can be self-motivated and seek

and coerced into performing tasks. responsibility.

3. Most employees prefer to be 3. Creativity and problem-solving are

directed avoiding responsibility. widespread in the workforce.

4. Focus is on strict control, authoritative 4. Focus is on decentralized leadership,

leadership, and clear guidelines. participative management, and trust.

Management Style: Management Style:

Authoritarian, Autocratic. Democratic, Empowering.
Self Determination Theory

Definition:
SDT is a psychological theory of motivation that focuses on human
behavior being driven by a desire to grow and achieve personal goals.

Key Components:
Autonomy: The need to feel in control of one’s actions and decisions.
Competence: The desire to feel capable and effective in one’s activities.
Relatedness: The need to connect with others and feel a sense of belonging.

Application:
SDT is applied in education, work environments, and personal
development, where understanding intrinsic vs. extrinsic motivation is
crucial for enhancing performance and well-being.
 Goal-Setting Theory (Locke & Latham,
1990)
Key Principles:

Core Idea: Clear, Clarity: Specific, clear goals eliminate

challenging goals lead to ambiguity.
higher performance.
Challenge: Harder goals increase
motivation and performance.

Benefits: Commitment: Higher goal commitment

Boosts motivation and leads to sustained effort.
productivity.
Feedback: Continuous feedback keeps
Encourages persistence and
progress on track.
effort.
Task Complexity: Adjust goal difficulty
based on task complexity.
 Reinforcement Theory
Reinforcement theory, developed by B.F. Skinner, is a behavioral approach
that emphasizes the role of rewards and punishments in shaping behavior.

Adding a desirable stimulus Introducing undesriable

Reward to encourage behaviour stimulus
Positive Bonus for meeting sales targets Punishment Loud alarm sounds
Reiforcement Praise for good grades from teachers Tougher project deadlines
A vacation day for outstanding Limited break time
performance Manadtory training sessions

Removing an undesriable Absence of reinforcement

stimulus Ignoring participation attepts
Negative Dismissing Penalties Extinction Withdrawing positive feedback
Reinforcement Removing curfew Eliminating reinforcement
Reducing Workload
schedule
Lifting of Restrictions put
Cease recognition efforts
 Self efficacy refers to an individual’s belief in their ability to
succeed in specific situations or accomplish a task
1. Mastery Experiences 3. Social Persuasion
Successes boost self- Encouragement from
efficacy; failures can others can strengthen
undermine it. beliefs in capabilities.
Example: Completing a Example: A teacher’s
challenging project praise boosts a
Self-efficacy increases confidence in
future tasks.
student’s confidence
in math.

Theory 2. Vicarious Experiences 4. Emotional States

Observing others Positive emotions can
enhance self-efficacy,
succeed can enhance
while anxiety can
self-efficacy.
diminish it.
Example:* Watching a peer
Feeling calm before a
excel in a presentation
test increases
inspires similar efforts.
confidence in
performance.
Motivation in Hybrid Work Environments
CHALLENGES
Hybrid work offers flexibility but also some unique challenges in motivating employees, some of which are as follows::

Isolation & Communication Gaps Cultural Dilution Unequal Opportunities

Remote workers may feel A consistent organizational culture Remote employees may feel
disconnected. across remote teams can be difficult. overlooked for growth.

Lesser Accountability Burnout Technology Fatigue

Hard to ensure productivity Blurred lines between work and Overreliance on digital tools may
without micromanaging. personal life increase stress. lead to screen fatigue.
Motivation in Hybrid Work Environments
STRATEGIES
Hybrid work offers flexibility but also requires specific strategies to keep employees motivated, including the following

Promote Open Communication Foster Team Connection Provide Equal Opportunities

Use tools for regular updates and Schedule team-building activities, Ensure access to training and
feedback. both virtual and in-person. career development.

Set Clear Expectations Support Work-Life Balance Leverage Technology

Focus on results rather than Encourage boundaries and offer Use tools that aid collaboration
hours worked. wellness programs. and productivity.
Intrinsic Motivation: "I love my job because it challenges me and
makes me feel fulfilled."
Extrinsic Motivation: "I love my job because I get paid to do it."
Today's Workforce: "I love my job because I get paid to do it...
and it's not too bad."
 BACK TO THE TOPIC

The Role of Intrinsic vs. Extrinsic

Motivation in Today's Workforce
Intrinsic Motivation: Extrinsic Motivation: Balancing Both:
Definition: Driven by internal Definition: Influenced by Successful organizations
rewards and personal external rewards or integrate intrinsic and extrinsic
satisfaction. consequences. motivators.
Key Aspects: Passion for Key Aspects: Salary, bonuses, Use recognition programs and
work, enjoyment, sense of promotions, recognition. career development to enhance
achievement. Benefits: Provides clear goals, motivation and engagement.
Benefits: Increases job drives short-term performance,
satisfaction, fosters creativity, and boosts productivity.
and enhances long-term
commitment.
CONCLUSION
 REFERENCES
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factor-theory.html 4
maslow-hierarchy-of-needs

https://en.wikipedia.org/wiki/Maslow%27s_hierarch
2 https://www.indeed.com/hire/c/info/intrinsic-vs-
y_of_needs 5
extrinsic-motivation-in-employees

https://www.indeed.com/career-advice/career-
3
development/intrinsic-extrinsic-motivation 6 https://en.wikipedia.org/wiki/Two-factor_theory
THANK YOU