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Theories of Motivation

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Shivank Baghel
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43 views28 pages

Theories of Motivation

Uploaded by

Shivank Baghel
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Welcome

To Our
Presentation
Our Presentation Topic,

Uses of Theories of
Motivation in
Organizational Behavior
Definition

“Motivation means a process


of stimulating people to action
to accomplished desired goals”

William G. Scout
Importance of Motivation
Helps in satisfying needs of the Employees

Change the negative attitude to Positive attitude

Reduce labor turnover

Reduce absenteeism

Helps in introducing changes

Improves level of efficiency of employees

Creating friendly and supportive relationship


Motivation Process
Unsatisfied
needs

Give Tension
rise to

Drives

Search
Behavior

Satisfied
Needs

Reduction of
tension

Determination
of future need
Types of Motivation
Positive motivation Negative motivation

Monetary motivation Non-Monetary motivation


Positive Motivation
• Positive motivation induces people to do work in
the best possible manner and to improve their
performance.

• Positive motivation is the type of motivation a


person feels when he expects a certain reward.

An example of Positive motivation :


when a Boss tells his subordinate , "if you achieve
the target on the time I will give you promotion"
Negative Motivation

• Negative incentives are those whose purpose is to


correct the mistakes or defaults of employees.

• Negative incentive is generally resorted to when positive


incentive does not works and a psychological set back
has to be given to employees.

An example of Negative motivation :


When a Boss tells his subordinate , "if you do not achieve
the target on the time I will give you demotion”
Financial incentives Non financial incentives
• Career advancement
• Pay and allowances
opportunity
• Productivity linked wage • Job enrichment
incentives • Employee recognition program
• Bonus • Job security
• Profit sharing • Employee participation
• Stock option • Organizational climate
• Retirement benefits • Employee empowerment
Monetary Incentives 

• Those incentives which satisfy the subordinates


by providing them rewards in terms of rupees.

• Money has been recognized as a chief source of


satisfying the needs of people.

• Money is also helpful to satisfy the social needs


by possessing various material items.
Non-monetary Incentives

Non-financial incentives which Types of Non-


cannot be measured in terms financial incentives :-
of money are under the
• Security of service
category of “Non- monetary
incentives”. • Praise or
recognition 
Whenever a manager has to • Job enrichment 
satisfy the psychological • Promotion
needs of the subordinates, he opportunities
makes use of non-financial
incentives.
Fear and
Punishment Theory

Traditional Theories Reward Theory

Motivation Theories
Carrot and Stick Theory

Maslow’s Hierarchy
needs

Herzberg hygiene
theory

MC. Gregors theory X


and Y
Modern Theories
‘Z’ Theory

Vroom’s Expectancy
Theory

Three need theory


Fear and Punishment Theory

• Managers developed a strategy of


forcing people to work by
threatening to punish or dismiss
them or cut their rewards if they
did not work well.

• This philosophy is characterized by


thinking of aggressiveness and
authorities managers

• Their was a tight control and rigid


supervision over workers.
Reward Theory

• This theory tried to establish a


direct relationship between
efforts and rewards.

• Bases of Piece rate system of


wages

• Based on the standard


manager should decide on
degree of rewards and
penalties
Carrot and Stick Theory

• This theory suggest a


combination of both rewards and
penalties for motivation

• This is based on the strategy of


putting carrot in the front of the
donkey and hitting it with the
stick from behind so it has to run

• Carrot refers to the incentives

• Stick refer to the penalties


Maslow’s Theory of Motivation

• Abraham Maslow is well


renowned for proposing the
Hierarchy of Needs Theory in
1943.

• He considered an individual's Abraham Maslow


motivation behavior as a
predetermined order of needs.
Hierarchy of Needs Theory
Self
-
Act
uali
zati desire for gaining more knowledge, social- service,
on creativity and being aesthetic
nee
Esteemd Needs
reputation, prestige, power, status, recognition and
respect of others.

Social needs
needs for belongingness,
friendship, love, affection, attention and social
acceptance.

Safety needs
security of job and need for a predictable, secure and
safe environment

Basic/ Physiological Needs


 food, water, air, shelter, sleep, thirst, etc.
McGregor :Theory X and Theory Y

• In 1960, Douglas McGregor


formulated Theory X and
Theory Y suggesting two
aspects of human behavior
at work

Douglas McGregor
Theory X and Theory Y (Douglas McGregor)
Assumptions of Theory X

• An average employee does


not like work and tries to
escape it whenever possible.

• He lacks ambition and dislikes


responsibility

• Since the employee does not


want to work, he must be
persuaded, compelled, or
warned with punishment so as
to achieve organizational
goals.
Assumptions of Theory ‘y’
• Employees can perceive their
job as relaxing and normal.

• If the job is rewarding and


satisfying, then it will result in
employees’ loyalty and
commitment to organization.

• The creativity, resourcefulness


and innovative potentiality of
the employees can be utilized
to solve organizational
problems.
Herzberg’s Two-Factor
Theory of Motivation

• In 1959, Frederick
Herzberg, a behavioral
scientist proposed a
two-factor theory or
the motivator-hygiene
theory.
Two-Factor Theory (Frederick Herzberg)

Hygiene
factors

Motivators
Hygiene factors
Means of
Hygiene factors are those
job factors which are Hygiene Factors
essential for existence of
motivation at workplace. Company policy and
administration
Hygiene factors are also
Interpersonal relationship
called as dissatisfies or Working conditions
maintenance factors as
they are required to avoid Salary
dissatisfaction. These
factors describe the job Status
environment / scenario. 
Job security
Motivational Factors

The motivational factors


yield positive satisfaction. Means of Motivator
These factors motivate the  Recognition
employees for a superior
performance.  Sense of achievement
 Growth and promotional
These are factors involved opportunities
in performing the job.  Responsibility
Employees find these
factors intrinsically
rewarding.
David McClelland’s Theory of Needs

nPow

nAch nAff
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Presentation

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