Sumit Bakshi

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Maslow·s Theory of Human Motivation

PRESENTED By:

SUMIT SABLOKBBA 1stSEM

TEACHER: MR RAKESH MIDHA

SUBMITT DATE: 24:12:2010

PROJECT OF

PRINCIPALOF

MANAGEMENT

OM SAI RAM

1. What is motivation?

2. Why motivation?

3. Importance of motivation

4. Better motivation

5. How to be motivated?

What is MotivationAn inferred process within

an animal or an individualthat causes that organism

to move towards a goal

MOTIVATION-DEFINED� Motivation is the set of reasons that determines one

to engage in a particular behavior. The term isgenerally used for human motivation but,

theoretically, it can be used to describe the causesfor animal behavior as well. This article refers tohuman motivation. According to various theories,

motivation may be rooted in the basic need tominimize physical pain and maximize pleasure, or it

may include specific needs such as eating and resting,or a desired object, hobby, goal, state of being, ideal,or it may be attributed to less-apparent reasons such

as altruism, morality, or avoiding mortality.

Motivation can be defined as a process ofsimulating people to act for the purpose of

achieving desired goals.

1. Motivation can be defined as a willingnessto expand energy, to achieve a goal or areward« By- Dala Breachus

2. Motivation is the term employed generallyfor the phenomena involved in the operation

of incentives or drives« By- James Draver

3. Motivation refers to the way in whichurges, drives, desires, aspirations, needsdirects control or explain the behaviour of

human beings« By- D.E. McFarland

DEFINITIONS

Motivational cycle

Need, Drive

If we fulfill our needs at one

level, then we can focus onsatisfying the need on the

next higher level

Self actualized characteristics

Perceive reality accurately

Tolerate uncertainty

Accept oneself without guilt or anxiety

Solve problems effectively

Possess a strong social awareness

Develop meaningful interpersonal

relationships

Relatively independent of environment

& culture

Self Motivation

� Do it now

� Break up the task into small steps

� Don¶t wait for mood or inspiration

� Start action

� Solutions will follow if you try

Motivational strategies

Find new skills

Develop & train them

Get feedback on their performance

Expand their ability to work

Rotate their work

Motivational techniquesLeads them

Real examples are quicker than advice

Way to influencing people

Appeal to benefits

Can motivate

Mutual benefits to both of you

Appeal to emotionsPeople act quickly to emotions

Positive manner

Sustained by repeated inputs

Appeal to needs & wantsbasic needs satisfaction

Creative expression, recognition & challenges & love

Appeal to expertise

Abilities enhance his self-worth

Put best effort to seek approval

How to achieve success

Responsibility ±not blaming anything

Hard work ± ready to work in any time

Character ± values, beliefs & personality of you

Rig ht time- ready to do at right time

P er sistence- failing also a step to success

C r eativity ± excellence of his effort

C ommitment ± winning edge

Lear ning - life long process

P l anning - exact

MOTIVATIONAL CONCEPTS

1: Rewards can also be organized as extrinsic or intrinsic.Extrinsic rewards are external to the person; for

example, praise or money. Intrinsic rewards are internalto the person; for example, satisfaction or a feeling of

accomplishment.

2: A reinforcer is different from reward, in thatreinforcement is intended to create a measured

increase in the rate of a desirable behavior followingthe addition of something to the environment.

3: Some authors distinguish between two forms of intrinsicmotivation: one based on enjoyment, the other on

obligation. In this context, obligation refers to motivationbased on what an individual thinks ought to be done. For instance, a feeling of responsibility for a mission may lead

to helping others beyond what is easily observable,rewarded, or fun.

MASLOW·S

HIERARCHY·S NEEDS1. Self actualization ² need to grow and use abilities to the fullest;highest need.

2. Esteem ² need for respect, prestige, and recognition from

others as well as self esteem and personal sense of competence.

3. Social ² need for love, affection, and belongingness in one·srelationships with others.

4. Safety ² need for security, protection, and stability in thepersonal events of everyday life.

5. Physiological ² most basic of human needs; need for food, water,and sustenance.Using this theory, managers can use the

hierarchy to motivate people by satisfying the most important

needs..

Maslow¶sMaslow¶s

HierarchyHierarchy

of Needsof Needs

� Dislike work ±will avoid it

� Must be coerced, controlled,

directed, or threatened with

punishment

� Prefer direction, avoid

responsibility, little ambition, want

security

Theory X Assumptions

� Do not dislike work

� Self direction and self control

� Seek responsibility

� Imagination, creativity widely

distributed

� Intellectual potential only

partially utilized

Theory Y Assumptions

Douglas McGregor Theory X & YDouglas McGregor Theory X & Y

Questionnaire

What¶s important to you at work?

Contrasting Views of Satisfaction

and Dissatisfaction

Satisfaction Dissatisfaction

Traditional view

Satisfaction No satisfaction

Herzberg's view

No dissatisfaction Dissatisfaction

Hygiene Factors

Motivators

Dissatisfaction

demotivation

Not dissatisfied

not motivated

Positive

satisfaction

and motivation

Hygiene Factors

�Company policies

�Quality of supervision

�Relations with others

�Personal life

�Rate of pay

�Job security

�Working conditions

Motivational Factors

�Achievement�Career advancement

�Personal growth

�Job interest

�Recognition

�Responsibility

Herzberg¶s Two-Factor Theory

Begin with the end in mind

What are your talents?

What is your ultimate career goal?

What can you achieve in 3

years?

What are your personal goals?

Thank you! For giving your precious time«««

Sumit Bakshi

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