Motivation

The Agenda
• Outline the motivation process.

• Describe Maslow’s need hierarchy.

• Contrast Theory X and Theory Y.

• Differentiate motivators from hygiene

factors.
What is Motivation?
 What is motivation?

• What is my motivation? (incentive)

• I am motivated (internal drive)

Definition of Motivation

Motivation - the process of arousing and sustaining

goal-directed behavior

Needs Drives Incentives

Intrinsic and Extrinsic Motivation

Extrinsically Motivated work behavior
Behavior that is performed to acquire material or social rewards or to
avoid punishments.

Intrinsically Motivated work behavior

Behavior that is performed for its own sake.
Theories of Motivation
3 Groups of
Motivational Theories

• Internal
– Suggest that variables within the individual give rise to motivation and
behavior
– Example: Maslow’s hierarchy of needs theory
• Process
– Emphasize the nature of the interaction between the individual and the
environment
– Example: Expectancy theory
• External
– Focus on environmental elements to explain behavior
– Example: Two-factor theory
Maslow’s Theory

Maslow’s theory maintains that a person does not feel a

higher need until the needs of the current level have
been satisfied. Maslow's basic needs are as follows:
 Basic Human Needs
• Food
• Air
• Water
• Clothing
• Sex

Physiological Needs
 Safety and Security
• Protection
• Stability
• Pain Avoidance
• Routine/Order

Safety Needs
 Love and Belonging
• Affection
• Acceptance

Social Needs
 Esteem
• Self-Respect
Esteem Needs
• Self-Esteem
• Respected by Others
Self-Actualization

• Achieve full potential

• Fulfillment
 Maslow’s Hierarchy of Needs

o rd
er SA
Esteem
st
e
gh
hi
to

Love (Social)
st
we
Lo

Safety & Security

Physiological
Need Hierarchy and Organisational Asspect
Self- Job challenge, Performance, Advancement,
Actualisation Creativity, Growth, Training , Self image

Esteem Status, Responsibilities, Recognition

Social Cohesive and Supportive Coworker, Teams,

Other work Groups, Supervisor, Subordinates,
Customers, etc.

Safety Work Safety, Job Security, Health Insurance

Physiological Work Place Condition (air, water, temperature),

Salary
Motivational Theories X & Y

SA Theory Y - a set of
assumptions of how to
Esteem manage individuals
motivated by higher order
needs
Love (Social)
Theory X - a set of
Safety & Security assumptions of how to
manage individuals
motivated by lower order
Physiological needs
 McGregor’s Assumptions
About People Based on Theory X

• Naturally indolent (lazy)

• Lack ambition, dislike responsibility, and
prefer to be led
• Inherently self-centered and indifferent to
organizational needs
• Naturally resistant to change
• Gullible, not bright, ready dupes
 McGregor’s Assumptions
About People Based on Theory Y

• Experiences in organizations result in passive and

resistant behaviors; they are not inherent
• Motivation, development potential, capacity for
assuming responsibility, readiness to direct behavior
toward organizational goals are present in people
• Management’s task—arrange conditions and
operational methods so people can achieve their own
goals by directing efforts to organizational goals
Alderfer’s ERG Theory

SA Growth
Esteem

Love (Social)
Relatedness
Safety & Security
Existence
Physiological
ERG Theory (Clayton Alderfer)

Concepts:
Concepts:
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development.
 McClelland’s Need Theory:
Need for Achievement

Need for Achievement - a

manifest (easily perceived)
need that concerns individuals’
issues of excellence,
competition, challenging goals,
persistence, and overcoming
difficulties
 McClelland’s Need Theory:
Need for Power

Need for Power - a manifest

(easily perceived) need that
concerns an individual’s need to
make an impact on others,
influence others, change people
or events, and make a
difference in life
 McClelland’s Need Theory:
Need for Affiliation

Need for Affiliation - a manifest

(easily perceived) need that
concerns an individual’s need to
establish and maintain warm,
close, intimate relationships with
other people
 3 Motivational Need Theories
Maslow Alderfer McClelland
Self-actualization Growth Need for
Higher Esteem Achievement
Order self Need for
Needs interpersonal Power
Belongingness
(social & love) Relatedness Need for
Affiliation

Lower Safety & Security

Order interpersonal
physical
Needs Existence
Physiological
Herzberg’s Two-Factor Theory

Hygiene Factor - work condition related to

dissatisfaction caused by discomfort or pain
– maintenance factor
– contributes to employee’s feeling not dissatisfied
– contributes to absence of complaints
Motivation Factor - work condition related to the
satisfaction of the need for psychological growth
– job enrichment
– leads to superior performance & effort
 Motivation-Hygiene
Theory of Motivation
• Company policy & Motivation factors
administration increase job satisfaction
• Supervision
• Interpersonal relations
• Working conditions • Achievement
• Salary • Achievement recognition
• Status • Work itself
• Security • Responsibility
• Advancement
• Growth
Hygiene factors avoid
job dissatisfaction • Salary?
 Motivation-Hygiene Combinations

High M Low M
high motivation low motivation
High H
few complaints few complaints
high motivation low motivation
Low H
many complaints many complaints

(Motivation = M, Hygiene = H)
Individual—Organizational Exchange
Relationship

Organization Individual
Contributions Demands

• Organizational goals • Physiological needs

• Departmental objectives • Security needs
• Job tasks • Physical needs

• Developmental potential
• Company status
• Employee knowledge
• Benefits
• Employee skills and
• Income
abilities

SOURCE: Reproduced with permission from McGraw-Hill, Inc.

Moral Maturity

Moral Maturity – the measure of a person’s cognitive moral

development

Morally mature Morally immature

people behave and act people behave and act
based on universal based on egocentric
ethical principles. motivations.
THANK YOU