MOTIVATION

“Only as high as I reach can I

grow, only as far as I seek can
I go, only as deep as I look can
I see, only as much as I dream
can I be.”

-Karen Ravn
Three components of motivation
are:
• Direction: What a person is trying to do.
• Efforts: How hard a person is trying.
• Persistence: How long a person keeps
on trying.
 WHY DOES ONE NEED
MOTIVATION ?
• Motivation is goal directed behavior.
• Motivation is initiated by the recognition of
unsatisfied needs.

Establish
goals

Need Take action

Attain goal
 TYPES OF MOTIVATION AS
DEFINED BY HERZBERG:

• Intrinsic motivation

• Extrinsic motivation
 ELEMENTS OF MOTIVATION
• Motivation starts with a need, vision,
dream or desire to achieve the seemingly
impossible.
• Become involved with risky ventures and
continually seek new opportunities.
• Develop the ability to overcome barriers
and to bounce back from discouragement
or failure.
 DRIVE REDUCTION THEORIES
• Theory grows out of the concept that we
have certain biological needs, such as
hunger.
• As we satisfy that drive by fulfilling its
desire, such as eating, the drive's strength
is reduced.
Drive reducing
Need
Drive Behaviors
(e.g., for food,
(hunger, thirst) (eating,
Water)
Drinking)
 SHORTCOMINGS
• does not explain how Secondary
Reinforces reduces drive.
• if the drive reduction theory held true we
would not be able to explain how a hungry
human being can prepare a meal without
eating the food before they finished
cooking it.
 Cognitive dissonance theory
• Suggested by Leon Festinger .
• The theory Suggested by Leon Festinger
occurs when an individual experiences
some degree of discomfort resulting from
an incompatibility between two cognitions
 Affective-Arousal Theories-
Need Achievement Theory
• Suggested by David McClelland.
• a person has a need for three things, but
in different degrees : Need for
achievement, Need for power, and Need
for affiliation.
 Need Hierarchy Theory
• Abraham Maslow's hierarchy of human
needs theory is the most widely discussed
theory of motivation.
• Only unsatisfied needs can influence
behavior, satisfied needs cannot.
• Since needs are many, they are arranged
in order of importance, from the basic to
the complex.
• The person advances to the next level of
needs only after the lower level need is at
least minimally satisfied.
• The further the progress up the hierarchy,
the more individuality, humanness and
psychological health a person will show.
• The needs, listed from basic (lowest,
earliest) to most complex (highest, latest)
are as follows:
• Physiological
• Safety and security
• Social
• Esteem
• Self actualization
 Herzberg’s two-factor theory
Factors in the workplace that result in job
satisfaction, but if absent, lead to
dissatisfaction:
• Motivators; (e.g. challenging work,
recognition, responsibility) which give
positive satisfaction, and
• Hygiene factors; (e.g. status, job security,
salary and fringe benefits) that do not
motivate if present, but, if absent, result in
demotivation.
 Alderfer’s ERG (existence,
relatedness and growth) theory
Improvising on Maslow's hierarchy of needs:
• Physiological and safety, the lower order
needs, are placed in the existence
category
• Love and self esteem needs are placed in
the relatedness category.
• The growth category contains our self-
actualization and self-esteem needs.
 Self-determination theory
• Developed by Edward Deci and Richard
Ryan.
• Focuses on the importance of intrinsic
motivation in driving human behavior
• SDT posits a natural tendency toward growth
and development.
• SDT requires active encouragement from the
environment.
• Primary factors that encourage motivation are
autonomy, competence feedback, and
 Broad Theories
• An integrative perspective as lined out in
the "Onion-Ring-Model of Achievement
Motivation" by Heinz Schuler.
• Is based on the principle that performance
motivation results from broad components
of personality
• It includes a range of dimensions that are
relevant to success at work but which are
not conventionally regarded as being part
of performance motivation.
 Goal-setting theory
• Individuals sometimes have a drive to
reach a clearly defined end state. Often,
this end state is a reward in itself.
• A goal's efficiency is affected by three
features; proximity, difficulty and
specificity.
• An ideal goal should present a situation
where the time between the initiation of
behavior and the end state is close.
 CONCLUSION
Motivation is simply a medium to provide
an incentive for an individual to act or
impel towards achieving one’s desired or
intended goals. It strives to provide
encouragement which is generally positive
which helps individual gain self-confidence
and self-esteem which is required to
empower, motivate and inspire one self
and others.
 Presented By:
• Darshpreet Raheja
• Kanika Bharadwaj
• Shweta Rungta
• Vaibhav Sherma