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Motivation theories HR
The document presents various human resource development motivation theories, including Maslow's hierarchy of needs, Alderfer's ERG theory, Herzberg's two-factor theory, equity theory, expectancy theory, goal-setting theory, reinforcement theory, and social learning theory. It outlines the definitions and classifications of motivation, focusing on content, process, and reinforcement theories while emphasizing the role of environmental factors and personal perceptions in influencing worker motivation. The presentation concludes with implications for management practices to enhance employee motivation and productivity.
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Motivation theories HR
- 1. Human Resource Development MOTIVATIONTHEORIES PRESENTED BY: PRESENTED TO: Ruchita Jain(39) Prof. Poonam Arora Vinjal Soni(50)
- 2. FLOW OF PRESENTATION Maslow's Hierarchy of Needs Theory Alderfer's ERG Theory Herzberg's Two-Factor Theory Equity Theory Expectancy Theory Goal-Setting Theory Reinforcement Theory Social Learning Theory
- 3. What is motivation? MOTIVATION is the term used to describe the forces within the individual that account for the level, direction, and persistence of effort expended at work.
- 4. Three Types ofMotivation Theory Content Theory – Needs are physiological and psychological deficiencies that an individual feels some compulsion to eliminate. Process Theory – People give meaning to rewards and the work opportunities available to them. Reinforcement Theory – People's behavior is influenced by its environmental consequences.
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- 6. Maslow's Hierarchy ofNeeds Theory – Lower Order Needs • Physiological • Safety • Social – Higher Order Needs • Esteem • Self-actualization
- 7. Alderfer's ERG Theory An extension of Maslow's theory that proposes the existence of three needs as opposed to five. – Existence Needs: Desires for physiological and material well-being. – Relationship Needs: Desires for satisfying interpersonal relationships. – Growth Needs: Desires for continued psychological growth and development.
- 8. Herzberg's Two-Factor Theory Hygiene Factors – Working Conditions – Interpersonal Relations – Organizational Policies – Quality of Supervision – Base Wage or Salary
- 9. Satisfier Factors –Sense of Achievement – Feeling of Recognition – Sense of Responsibility – Opportunity for Advancement – Feelings of Personal Growth
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- 11. Equity Theory – Assertsthat when people believe that they have been treated inequitably in comparison to others, they eliminate the discomfort and restore equity.
- 12. Perceived Equity occurswhenever a person perceives that their personal rewards/inputs ratio is equivalent to the rewards/inputs ratio of a comparison other. Perceived Inequity occurs whenever one's rewards/input ratio is perceived to be unequal...
- 13. Expectancy Theory Vroomsuggests that the motivation to work depends on the relationships between the following three expectancy factors: 1) Expectancy 2) Instrumentality 3) Valence
- 14. To Maximize Expectancy: –Select workers with ability – Train workers to use ability – Support work effort – Clarify performance goals
- 15. To Maximize Instrumentality: –Clarify psychological contracts – Communicate performance-outcome possibilities – Demonstrate what rewards are contingent on performance To Maximize Valence: - ID needs and adjust rewards to match.
- 16. Goal-Setting Theory SetSpecific Goals Set Challenging Goals Build Goal Acceptance and Commitment Clarify Goal Priorities Reward Goal Accomplishment Management-by-Objectives ( MBO ) is one example of a goal-setting system which promotes participation.
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- 18. Reinforcement Theory Theconcept of reinforcement means getting the work completed by giving some incentives or rewards to certain person
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- 20. Why organization use reinforcementtheory? To increase productivity To reduce absenteeism To increase safety behaviors To reduce lost time due to injuries Factors guven by managaement Bonus, Gift, holidays,trip, incentives, extra facilities.
- 21. Social Learning Theory Social Learning Theory has been useful in explaining how people can learn new things and develop new behaviors by observing other people. Observational Learning: The Social Learning Theory says that people can learn by watching other people perform the behavior.