Mabalacat City College Institute of Business Education: 3. Motivation Theories

MABALACAT CITY COLLEGE
Institute of Business Education

1st Semester, Academic Year 2020-2021
HBO
MODULE 5: Theories of Motivation
I. INTRODUCTION
The motivation theories in this module differ in their predictive strength. Here, we (1) review the most established
to determine their relevance in explaining turnover, productivity, and other outcomes and (2) assess the predictive
power of each.
II. OBJECTIVES
 Define Motivation
 Describe the Three Key Elements of Motivation
 Enumerate the Motivation Theories
1. MOTIVATION
 motivation as the processes that account for an individual’s intensity, direction, and persistence of effort
toward attaining a goal.
 While general motivation is concerned with effort toward any goal, we'll narrow the focus to organizational
goals in order to reflect our singular interest in work-related behavior.
2. THREE KEY ELEMENTS OF MOTIVATION
3. MOTIVATION THEORIES
 Hierarchy of Needs Theory
1. Physiological. Includes hunger, thirst, shelter, sex, and other bodily needs.
2. Safety. Security and protection from physical and emotional harm.
3. Social. Affection, belongingness, acceptance, and friendship.
4. Esteem. Internal factors such as self-respect, autonomy, and achievement, and external factors such as status,
recognition, and attention.
5. Self-actualization. Drive to become what we are capable of becoming; includes growth, achieving our
potential, and self-fulfillment.
 Maslow Hierarchy Needs Theory
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 Two-Factor Theory
A theory that relates intrinsic factors to job satisfaction and associates extrinsic factors with
dissatisfaction. The two-factor theory (also known as Herzberg's motivation-hygiene theory and dual-factor
theory) states that there are certain factors in the workplace that cause job satisfaction while a separate set of
factors cause dissatisfaction, all of which act independently of each other.
 Theory X and Theory Y

 Theory X
The assumption that employees dislike work, are lazy, dislike responsibility, and must be coerced to perform.
Theory X managers tend to take a pessimistic view of their people, and assume that they are naturally
unmotivated and dislike work. As a result, they think that team members need to be prompted, rewarded or
punished constantly to make sure that they complete their tasks
 Theory Y
Theory Y managers have an optimistic, positive opinion of their people, and they use a decentralized,
participative management style. This encourages a more collaborative , trust-based relationship between
managers and their team members.
People have greater responsibility, and managers encourage them to develop their skills and suggest
improvements. Appraisals are regular but, unlike in Theory X organizations, they are used to encourage open
communication rather than control staff.
 McClelland’s Theory of Needs

A theory that states achievement, power, and affiliation are three important need that help explain motivation.
● Need for achievement (nAch) is the drive to excel, to achieve in
relationship to a set of standards.
● Need for power (nPow) is the need to make others behave in a way they
would not have otherwise.
● Need for affiliation (nAff) is the desire for friendly and close interpersonal
relationships.
 Self-Determination Theory
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 Cognitive evaluation Theory
A version of self-determination theory which holds that allocating extrinsic rewards for behavior that had been
previously intrinsically rewarding tends to decrease the overall level of motivation if the rewards are seen as
controlling.
A theory dealing with the effect of extrinsic rewards on intrinsic motivation. It assumes that intrinsically
motivated behaviour is affected by a person's innate need to feel competent and self-determining in dealing with
the environment. The theory asserts that there are two main ways extrinsic rewards affect intrinsic motivation.
First, the reward may have a controlling affect by being perceived as the primary reason for participating
in an activity.
Secondly, a reward may have an informational aspect, which affects the recipient's opinion of his or her
own competence.
Prepared by:
Geralyn A. Quiamba, MBM

Instructor
References:
Organizational Behavior 15th edition Stephen Robbins and Timothy A. Judge,
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MABALACAT CITY COLLEGE

Institute of Business Education

MODULE 5: Theories of Motivation

2. THREE KEY ELEMENTS OF MOTIVATION

 Theory X and Theory Y

 McClelland’s Theory of Needs

Geralyn A. Quiamba, MBM

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