Theories of Theories of MotivationMotivation

By:By:Deptt . Of commerce Deptt . Of commerce

Govt. college RoparGovt. college Ropar

MOTIVATIONMOTIVATIONMotivation is an important factor which encourages Motivation is an important factor which encourages

a person to give their best performance and helps a person to give their best performance and helps in reaching enterprise goals. The term motivation in reaching enterprise goals. The term motivation

is traced from the Latin word movere which is traced from the Latin word movere which means to move. Motivation is an inner drive to means to move. Motivation is an inner drive to

behave or act in a certain manner.behave or act in a certain manner.

Ability* Motivation*environmental condition = Ability* Motivation*environmental condition = PerformancePerformance

Types of motivationTypes of motivationINTRINSIC MOTIVATIONINTRINSIC MOTIVATION It is an internal motivationIt is an internal motivation It occurs when people are compelled to do something out of It occurs when people are compelled to do something out of

pleasure, importance or desirepleasure, importance or desire People engage in an activity for its own sake.People engage in an activity for its own sake.

EXTRINSIC MOTIVATIONEXTRINSIC MOTIVATION It occurs when external factors compel person to do something.It occurs when external factors compel person to do something. It includes circumstances, rewards or punishment both tangible & It includes circumstances, rewards or punishment both tangible &

intangible.intangible.

POSITIVE MOTIVATIONPOSITIVE MOTIVATION it is based on rewardit is based on reward Workers are offered incentives for achieving desiring goalsWorkers are offered incentives for achieving desiring goals It is achieved by cooperation of employeesIt is achieved by cooperation of employees

NEGATIVE MOTIVATIONNEGATIVE MOTIVATION It is based on force and fearIt is based on force and fear The fear acts as a push mechanismThe fear acts as a push mechanism This type of motivation causes frustration & angerThis type of motivation causes frustration & anger

CONSCIOUS MOTIVATIONCONSCIOUS MOTIVATION

These are those motivation that are willful and we are aware of it.These are those motivation that are willful and we are aware of it. It is internal to every human being.It is internal to every human being.

UNCONSCIOUS MOTIVATIONUNCONSCIOUS MOTIVATION we are not aware of it.we are not aware of it. It may be the result of anxieties.It may be the result of anxieties.

THEOREIS OF MOTIVATIONTHEOREIS OF MOTIVATION The human nature is so complex that it The human nature is so complex that it

responds unpredictably at different responds unpredictably at different times. The motivators differ from times. The motivators differ from time to time, place to place, and time to time, place to place, and

situation to situation. The same set of situation to situation. The same set of factors may motivate some persons factors may motivate some persons but not all. so it is very difficult to but not all. so it is very difficult to

give a specific theory, which will be give a specific theory, which will be universally accepteduniversally accepted..

APPROAPPROACHES TO EXPLAIN MOTIVATIONACHES TO EXPLAIN MOTIVATION

APPROACHAPPROACH THEORIESTHEORIES

Need Based Need Based ApproachApproach

Cognitive Process Cognitive Process Approach Approach

NON Cognitive NON Cognitive ApproachApproach

•Maslow’s Need hierarchy Maslow’s Need hierarchy theorytheory

•Alderfer’s ERG theoryAlderfer’s ERG theory

•Herzberg’s 2 factor theoryHerzberg’s 2 factor theory

•McClelland’s 3 need modelMcClelland’s 3 need model

•Expectancy theoryExpectancy theory

•Goal setting theoryGoal setting theory

•Social learning theorySocial learning theory

•Equity theoryEquity theory

•Reinforcement theoryReinforcement theory

A.A. MASLOW’S NEED MASLOW’S NEED HIERARCHY THEORYHIERARCHY THEORY

A.H MaslowA.H Maslow an American scientist has given a an American scientist has given a framework that helps to explain strength of framework that helps to explain strength of certain needs. He categorized human needs certain needs. He categorized human needs

into five categories.into five categories.I.I. Physiological NeedsPhysiological Needs

II.II. Safety NeedsSafety NeedsIII.III. Social NeedsSocial Needs

IV.IV. Esteem NeedsEsteem NeedsV.V. Self-actualisation NeedsSelf-actualisation Needs

He is of the opinion that a person tries to achieve He is of the opinion that a person tries to achieve the first and then moves on to next after the first and then moves on to next after

being satisfied.being satisfied.

B.B. ALDERFER’S ERG THEORYALDERFER’S ERG THEORYClayton AlderferClayton Alderfer, expanding on Maslow’s , expanding on Maslow’s hierarchy of needs, created ERG theory.hierarchy of needs, created ERG theory.

Level of needLevel of need DefinitionDefinition PropertiesProperties

ExistenceExistence

RelatednessRelatedness

GrowthGrowth

Includes all the various Includes all the various forms of materials and forms of materials and psychological desires.psychological desires.

Involves relationships with Involves relationships with the significant othersthe significant others

Impels a person to make Impels a person to make creative or productive creative or productive effects on himself & his effects on himself & his environment.environment.

When divided among people, When divided among people, one person’s gain is another’s one person’s gain is another’s loss is recourses are limitedloss is recourses are limited

Satisfied by mutually sharing Satisfied by mutually sharing thoughts and feelings thoughts and feelings acceptance, understanding.acceptance, understanding.

Satisfied through using Satisfied through using capabilities in engaging capabilities in engaging problems, creates a greater problems, creates a greater sense of wholeness.sense of wholeness.

C.C. HERZBERG's TWO FACTOR HERZBERG's TWO FACTOR THEORYTHEORY

Fredrick Herzberg'sFredrick Herzberg's two two factor theory i.e. factor theory i.e. intinsic/exrinsic motivation intinsic/exrinsic motivation concludes that certain concludes that certain factors in workplace result factors in workplace result in job satisfaction but if in job satisfaction but if absent they doesn't lead to absent they doesn't lead to

satisfaction.satisfaction.

Motivating factorsMotivating factors Hygiene factorsHygiene factors

• challenging challenging workwork

•RecognitionRecognition

•responsibilityresponsibility

• statusstatus

•Job securityJob security

•SalarySalary

•Fringe benefitsFringe benefits

D.D. McClelland's 3 NEED McClelland's 3 NEED MODELMODELAccordingAccording to McClelland a person acquires 3 types of to McClelland a person acquires 3 types of needs as a result of one’s life experience.needs as a result of one’s life experience.

Dominant Dominant MotivatorsMotivators

Characteristics of the personCharacteristics of the person

AchievementAchievement

PowerPower

AffiliationAffiliation

•Has a strong need to set & accomplish challenging Has a strong need to set & accomplish challenging goalgoal

•Takes calculated risksTakes calculated risks

•Likes to receive regular feedback on progressLikes to receive regular feedback on progress

•Wants to control & influence othersWants to control & influence others

•Likes to win argumentsLikes to win arguments

•Enjoys competition & winingEnjoys competition & wining

•Wants to belong to groupWants to belong to group

•Favors collaboration over competitionFavors collaboration over competition

E.E. EXPECTANCY THEORYEXPECTANCY THEORY

Expectancy theory first Expectancy theory first proposed by victor vroom, proposed by victor vroom, assumes that motivation is assumes that motivation is a conscious choice process. a conscious choice process. According to this theory, According to this theory, people choose to put their people choose to put their effort into activities that effort into activities that they believe they can they believe they can perform and that will perform and that will produced desired outcomes. produced desired outcomes. expectancy theory argues expectancy theory argues that decisions about which that decisions about which activities to engage in are activities to engage in are based on the combination of based on the combination of three sets of beliefs.three sets of beliefs.

Three sets of belief

Expectancy Instrumentality Valence

F.F. GOAL SETTING THEORYGOAL SETTING THEORY

A second cognitive theory of motivation is goal setting theory. A second cognitive theory of motivation is goal setting theory. Goal setting states that performance goals play a key role Goal setting states that performance goals play a key role in motivation. The theory proposes that goals can mobilize in motivation. The theory proposes that goals can mobilize

employee effort, direct their attention, increase their employee effort, direct their attention, increase their persistence and affect the strategies, they will us to persistence and affect the strategies, they will us to

accomplish the task. Goals influences the individual's accomplish the task. Goals influences the individual's intentions, which are defined as the “ intentions, which are defined as the “ cognitive cognitive

representations of goals to which the person is committed.”representations of goals to which the person is committed.”

G.G. SOCIAL LEARNING SOCIAL LEARNING THEORYTHEORY

Albert BanduraAlbert Bandura developed a third cognitive theory of developed a third cognitive theory of motivation ,which is social learning theory.Bandura motivation ,which is social learning theory.Bandura proposes that outcome an self efficacy expectations proposes that outcome an self efficacy expectations affect individual performance.affect individual performance.

OUTCOME EXPECTATIONOUTCOME EXPECTATION : an outcome : an outcome expectation is a person’s belief that performing a expectation is a person’s belief that performing a given behaviours which will lead to a given outcome.given behaviours which will lead to a given outcome.

SELF-EFFICACY SELF-EFFICACY : it can be defined as people : it can be defined as people judgments of their capabilities to organize and judgments of their capabilities to organize and execute courses of action required to attain execute courses of action required to attain designated types of performances.designated types of performances.

H.H. EQUITY THEORYEQUITY THEORY

Equity theory suggests that motivation is strongly influenced Equity theory suggests that motivation is strongly influenced by the desire to be trusted fairly and by people’s by the desire to be trusted fairly and by people’s

perceptions about whether they have been trite fairly. As a perceptions about whether they have been trite fairly. As a work motivation is based on three assumptions.work motivation is based on three assumptions.

• People develop e belief about what is fair for them to People develop e belief about what is fair for them to

receive in exchange for the contributions they make in the receive in exchange for the contributions they make in the organization.organization.

• People determines fairness by comparing their relevant People determines fairness by comparing their relevant

return and contributions to those of others return and contributions to those of others

• People who believe that employees who believe they are People who believe that employees who believe they are being treated unfairly will experience tension and they will being treated unfairly will experience tension and they will be motivated to find ways to reduce it.be motivated to find ways to reduce it.

I.I. REINFORCEMENT THEORYREINFORCEMENT THEORY

Reinforcement theory is rooted in Reinforcement theory is rooted in behaviorism which attempts to explain behaviorism which attempts to explain

behavior without referring to unobservable behavior without referring to unobservable internal forces such as needs or thoughts internal forces such as needs or thoughts this is based on the law of effect which this is based on the law of effect which states that behavior that is followed by states that behavior that is followed by pleasure consequence will occur more pleasure consequence will occur more

frequently and that followed by aversive frequently and that followed by aversive consequence will occur less frequently.consequence will occur less frequently.