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MOTIVATION

The document discusses the concept of motivation, defining it as the interaction between a person and a situation that energizes, directs, and sustains efforts towards goals. It outlines intrinsic and extrinsic motivation, early theories like Maslow's Hierarchy of Needs, McGregor's Theory X and Y, and Herzberg's Motivation-Hygiene Theory, as well as contemporary theories such as Goal-Setting and Expectancy Theory. The document emphasizes the importance of aligning individual needs with organizational goals to enhance motivation and performance.

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5 views19 pages

MOTIVATION

The document discusses the concept of motivation, defining it as the interaction between a person and a situation that energizes, directs, and sustains efforts towards goals. It outlines intrinsic and extrinsic motivation, early theories like Maslow's Hierarchy of Needs, McGregor's Theory X and Y, and Herzberg's Motivation-Hygiene Theory, as well as contemporary theories such as Goal-Setting and Expectancy Theory. The document emphasizes the importance of aligning individual needs with organizational goals to enhance motivation and performance.

Uploaded by

Firdous
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Motivation

Dr Ishtiaq Hussain Qureshi


Faculty
Dept. of Management Studies
University of Kashmir
Motivation
• Derived from latin word movere, which means to move
• Is the result of an interaction between the person and a situation; it is
not a personal trait.
• Is the process by which a person’s efforts are energized, directed, and
sustained towards attaining a goal.
• Energy: a measure of intensity or drive.
• Direction: toward organizational goals
• Persistence: exerting effort to achieve goals.
• Motivation works best when individual needs are compatible with
organizational goals.
Process
Need Drive Action Satisfaction

Need Drive Actions


(Deprivation) (Tensions or drives to (Goal-
fulfil a need) directed
behaviour)

Satisfaction
(Release of tension, Reduction
of drive and satisfaction of the
original need)
TYPES OF MOTIVATION.

• Two Types of Motivation


• INTRINSIC MOTIVATION
• when the source of the motivation is from within the person himself/herself
or the activity itself.
• EXTRINSIC MOTIVATION
• when that which motivates a person is someone or something outside
himself/herself.
Early Theories of Motivation
• Maslow’s Hierarchy of Needs
• McGregor’s Theories X and Y
• Herzberg’s Two-Factor Theory
• McClelland’s Three Needs Theory
Maslow’s Hierarchy of Needs Theory

• Needs were categorized as five levels of lower- to higher-order needs.


• Individuals must satisfy lower-order needs before they can satisfy higher
order needs.
• Satisfied needs will no longer motivate.
• Motivating a person depends on knowing at what level that person is on the
hierarchy.
• Hierarchy of needs
• Lower-order (external): physiological, safety
• Higher-order (internal): social, esteem, self-actualization
Maslow’s Hierarchy of Needs Theory
McGregor’s Theory X and Theory Y
• Theory X
• Assumes that workers have little ambition, dislike work, avoid responsibility,
and require close supervision.
• Theory Y
• Assumes that workers can exercise self-direction, desire responsibility, and
like to work.
• Assumption:
• Motivation is maximized by participative decision making, interesting jobs,
and good group relations.
Herzberg’s Motivation-Hygiene Theory
• Job satisfaction and job dissatisfaction are created by different
factors.
• Hygiene factors: extrinsic (environmental) factors that create job
dissatisfaction.
• Motivators: intrinsic (psychological) factors that create job satisfaction.
• Attempted to explain why job satisfaction does not result in increased
performance.
• The opposite of satisfaction is not dissatisfaction, but rather no satisfaction.
Herzberg’s Motivation-Hygiene Theory
Motivation and Needs
• Three-Needs Theory (McClelland)
• There are three major acquired needs that are major motives in work.
• Need for achievement (nAch)
• The drive to excel and succeed
• Need for power (nPow)
• The need to influence the behavior of others
• Need of affiliation (nAff)
• The desire for interpersonal relationships
Contemporary Theories of Motivation
• Goal-Setting Theory
• Reinforcement Theory
• Designing Motivating Jobs
• Equity Theory
• Expectancy Theory
Motivation and Behavior
• Reinforcement Theory
• Assumes that a desired behavior is a function of its consequences, is
externally caused, and if reinforced, is likely to be repeated.
• Positive reinforcement is preferred for its long-term effects on performance.
• Ignoring undesired behavior is better than punishment which may create
additional dysfunctional behaviors.
Expectancy Theory
• States that an individual tends to act in a certain way based on the
expectation that the act will be followed by a given outcome and on
the attractiveness of that outcome to the individual.
• Key to the theory is understanding and managing employee goals and
the linkages among and between effort, performance and rewards.
• Effort: employee abilities and training/development
• Performance: valid appraisal systems
• Rewards (goals): understanding employee needs
Expectancy Model
Expectancy Theory
• Expectancy Relationships
• Expectancy (effort-performance linkage)
• The perceived probability that an individual’s effort will result in a
certain level of performance.
• Instrumentality
• The perception that a particular level of performance will result in
the attaining a desired outcome (reward).
• Valence
• The attractiveness/importance of the performance reward
(outcome) to the individual.

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