MOTIVATION

DEFINITION
According to Stephen P. RobbinsThe willingness to exert high levels of
effort

towards

organizational

goals,

conditioned by the efforts ability to satisfy

some individual need.

MOTIVATION
Motivation is a need or desire that energizes
behavior and direct it towards a goal.

Motivational Process

Physiological /
Psychological
Deficiency
( NEED )

Individual
Behaves in a
certain manner
( DRIVE )

Achieves a
particular
goal
( INCENTIVE )

Classification of Motives
Primary Motives
Is physiologically based i.e. it is not learned.
Example: hunger, thirst, sleep, pain avoidance.
General Motives
Neither learned nor physiologically based.
Curiosity, manipulation
Affection motives
Secondary Motives
Learned and acquired over a period of time.

Alfred Alders Five Motives

1. Power Motive- The need to make others
behave in a way we want them to behave.
Influence the control over others
2. Achievement Motive- Drive to excel.

3. Affiliation Motive- The desire for friendly and

close interpersonal relationships.
Man is a social animal

4. Security Motive- Based on fear and is

avoidance-oriented.
Fear the feel to be fired rather then
understanding if they do job correctly then
automatically their job will be secured.
5. Status Motive- The rank a person holds in
society or in a group.
Very concerned for material things

Theories of Motivation
Content
Theories
Maslows
Hierarchy of
needs
Herzbergs
Two-Factor
Alderfers
ERG

Process
Theories
Vrooms
Expectancy

Contempora
ry
Theories
Equity

The Content Theories Of

Motivation
Deal with What motivates people.
Money is the only motivator.
Abraham Maslows Theory
Hierarchy of Needs
Needs are satisfied then they are no longer
a motivating factor.
The needs at the next level become the
motivators for the individual.

Maslows Need Theory

Herzbergs Two-Factor Theory

Based on job satisfaction or dissatisfaction.
Interviewed 200 accountants and engineers in
Pittsburgh.
Asked two questions
Two Factors are:
Hygiene Job dissatisfiers are associated with the job context.
Presence of the factors does not motivate but there
absence can lead to dissatisfaction.
Motivators Job satisfiers are associated with the job content.

Herzbergs Two-Factor
Theory
Dissatisfaction
and
demotivation

Not dissatisfied
but
not motivated

Hygiene Factors
Company policies
Quality of supervision
Relations with others
Personal life
Rate of pay
Job security
Working conditions

Positive
satisfaction
and motivation

Motivational Factors
Achievement
Career advancement
Personal growth
Job interest
Recognition
Responsibility

Comparison
Maslow

Herzberg

Self-Actualisation
Motivators

Esteem
Social
Safety
Physiological

Hygiene
Factors

Alderfers ERG Theory

Three basic core needs:
Existence
(E)
needsAssociated
with
physiological well being.
Relatedness (R) needs- Desire for social
relationships.
Growth (G) needs- Desire for personal growth
and development.
More than one need can be operative at the same
time.
If a higher-level need cannot be fulfilled, the
desire to satisfy a lower-level need increases.

Relationship between theories

Need
Hierarchy
Theory

Selfactualization
needs

ERG
Theory

Growth

Two
Factor
Theory
Motivators
Recognition
Responsibility
Achievement

Esteem needs
Social needs

Relatedne
ss

Safety needs

Existence

Physiological needs

Hygiene
Job Security
Salary
Working
Conditions

The Process Theories Of

Motivation
Vrooms Expectancy Theory
Deal with how to motivate.
This theory says that, the strength of a tendency
to act in a certain way depends on the strength
of an expectation that the act will be followed
by a given outcome and on the attractiveness of
that outcome to the individual.
Four Variables are: Effort, performance, rewards,
personal goals

Expectancy (Effort)
This shows an individuals perception of the
probability that a specific level of performance
would result if he exerts a certain amount of effort.
It relates to first level outcome.
Instrumentality (Performance)
It denotes the extent of an individuals belief that a
particular level of performance would result in
achieving the desired outcome.
Valence (Outcome)
This refers to the degree to which an individuals
personal goals or needs are satisfied by the
organization
and
his
perception
of
the
attractiveness of these rewards.

Expectancy Theory

Individual
Effort

Individual
Performance

Organizational
Rewards
3

1. Effort-Performance relationship = Expectancy

Personal
Goals

2. Performance-Rewards relationship = Instrumentality

3. Rewards-Personal goals relationship = Valence

The Contemporary
Theories
Equity Theory
Individuals compare their job inputs (i.e. effort,
experience, competence) and outcomes (i.e.
salary levels, recognition) with those of others
and then respond to eliminate any inequalities.
Equity Balance
Persons outcomes = Others outcomes
Persons inputs Others inputs

Inequity Balance
Persons outcomes < Others outcomes (Under
Equity) Persons inputs Others inputs
Appeal to management.
Search for new job.
Do not contribute.
Persons outcomes > Others outcomes (Over
Equity) Persons inputs Others inputs
Increase the production in case wages are paid on
piece rate system.

Referent Comparisons
Self-inside Same job position within same organizations.
Self-outside Same job position belonging to different
organizations.
Other-inside Different job positions within same organizations.
Other-outside Different positions belonging to different
organizations.