Motivation &

motivation theories

Presented by-
LOVISHA SHARMA
AASHISH WADHWA
VIVEK AGARWAL
KIRTI PRABHA
Theme

 To realise the importance of motivation

 To appreciate the concept of human wants &
needs
 To understand the various theories of
motivation
Motivation ?
 Inspiration
 Urge for better performance
 Realisation of the aims
 Act of inducement,to achieve a certain goal
 Process consisting
a)motive
b)needs
c)drives
d)aspirations
e)attainment of the objectives
 Characterstics of
motivation
Psychological phenomenon
 Internal feelings
 Generates within
 Aroused by managerial action
Based on needs
 Fundamental needs
E.g.: food,clothes,shelter
 Ego satisfaction needs
E.g.: self development,selfactualisation
Goals are motivator
Different from satisfaction
 Motivation :drive towards an outcome
 Satisfaction :outcome already existence & achieved
Continuous process
 Unending process
Results into totality
 Person in totality
 Not in part
Importance of motivation
 Performance =ability*motivation
 Best & utilisation of resources efficient
 Will to contribute
difference capacity to work

willingness to work
 Reduction in labour problem
eg:labour turnover
absenteisim
indiscipline
 Sizeable increase in production & productivity
 people try to put effort
 produce more
 efficiency will increases
 Best interest of org.
 Basis of cooperation
 zeal to produce more
 Team pull weight efficiency
 Improvement upon skill & knowledge
 contribute to the progress
 Worker will try to be more efficient
 Better image
 Provide opp. For the advancement
 Image of good employer
 Attract qualified personnel
 Employee satisfaction
Types of Motivation

Motivation-concern with inspiring to work to

get best results.
 Positive Motivation
 Negative Motivation
Positive Motivation
 Induces people to do best.
 Provide better facilities and rewards
 May be financial or non financial
a) Financial
(i) Incentives
(ii) Wages
(iii) Bonus etc
(iv) Provide better standard of life
b) Non financial
(i) Promotion
(ii) Praise
(iii) Satisfaction
Negative Motivation

 Aims at controlling
 Create sense of fear
 Results into lack of good performance
 Failing of desired goals results in punishment
Similarities/difference

 Both aims at inspiring willpower

 For the interest of organization
 Differ in approaches
Maslow’ Theory Meaning
The behaviour of an
individual at a particular
moment is wholly determined
by his strongest need and
when basic needs are satisfied
then human seeks to satisfy
more higher needs.
If his basic needs are not met
and satisfied then higher
needs should be postponed.
This theory is based on needs
Need as hierarchy

 Physiological needs
 Safety needs
 Social needs
 Esteem needs
 Self actualisation need
Maslow’s Theory
Limitation
 Lack of hierarchal structure
 Lack of relationship between need and
behavior
 Individual needs are different
 Some people may not be a part of hierarchy
 Alternatives
Hygiene theory

 Hygiene factors

 Motivational factors
Factors affecting individual
behavior
 Company policy  Achievements
 Administration  Advancement
 Technical supervision  Work itself
 Relationship with  Possibility of growth
subordinates  Responsibility
 Salary
 Job safety
 Personal life
 Status
Critical Analysis And Limitation

 Not applied in all condition

 Hertzberg model is method bound
 Don’t define interpersonal relationship
 Does not relate with reality

t
MOTIVATION THEORIES

 ALDERFER’S ERG THEORY

 EQUITY THEORY
ALDERFER’S ERG THEORY.
 Extension of maslow’s need hierarchy and
herzberg’s two factor theory of motivation.
 Value in categorizing needs.
 Basic distinction between lower order need
and higher order need.
 He found some overlapping between
physiological security and social need.
 Demarcation between social, esteem and
achievement need are not clear.
Alderfer has categorized the various
need into three categories:-
 EXISTENCE NEEDS.

 RELATEDNESS NEEDS.

 GROWTH NEEDS.
ERG theory- proposition satisfaction
of various need is concerned-
 Three needs categories form a hierarchy in
sense of decreasing concreteness.
 Rise in level of satisfaction of lower order
need result in decrease in its importance and
its place is taken by another need.
 Alderfer argues along with satisfaction
progression, people can experience
frustration regression.
Implication of ERG theory

 It avoids the implication that the higher up an

individual is in the need hierarchy, better it is.
 Different type of need operate simultaneously.
 If individual path toward satisfaction is blocked, he
may persist along the path, but at same time, he
regresses toward more easily satisfiable need.
 It distinguishes between chronic need and episode
need.
 Progression and regression of the satisfaction.
EQUITY THEORY
 Based on social exchange process.
 People are motivated to maintain fair relationship

between the performance and reward compare to

others.
 Two assumptions-

1. Individual make input for which they expect output.

2. Then decide whether or not, a particular exchange
is satisfactory by comparing with others.
Various types of input and
outcomes
INPUT OUTPUT
Efforts Pay
Time Promotion
Education Recognition
Experience Security
Training Personal development
Ideas Benefits
Ability Friendship opportunity
EXCHANGE RELATIONSHIP

 Overpaid inequity

person's outcomes > other’s outcomes

person's inputs other’s input

 Underpaid inequity

person's outcomes < other’s outcomes

person's inputs other’s input

 Equity

person's outcomes = other’s outcomes

person's inputs other’s input
Impact of inequity on person

 Creates tension in person.

 Amount of tension is proportional to
magnitude of inequity
 Tension created motivate him to reduce it.
 Strength of motivation is proportional to
perceived inequity.
RE-ESTABLISHING EQUITY

1. Changing his input

2. Changing his output.
3. Changing perception about input and
output.
4. Changing input and output of others.
5. Changing the person compared.
6. Leaving the situation.
IMPLICATION OF THEORY

 Equity motives
Equal pay for equal work.
 Perception or feeling inequity

develops perceptual skills of the people.

DIFFICULTIES

 Difficult to aces the perception of people.

 Equity is matter of comparison.
 Does not specify the action which a person
will take to re-establish equity.
McGregor’s Theories
Douglas McGregor’s set two pairs of assumption
about human beings . First set of assumption are
contained in (THEORY X) and the second set in
(THEORY Y) .They were based on McGregor’s
intuitive deduction.
THEORY X

1) The average human being has an inherent

dislike of work and will avoid it , if he can.
2) Threaten with punishment put adequate efforts
towards the achievement of organisational
objectives.
3) nature of human is to avoid responsibility.
4) Supervise by means of “the carrot and stick”—
rewards and punishment.
THEORY X do not reveal the true nature of
human being in practice.
THEORY Y
 assumes that workers are not lazy, do not
dislike work and will do what is good for the
organization
 managers do not need to control workers’
behavior to make them perform at a high
level because workers exercise self control
Critical appraisal of McGregor’s
contribution
 Theory X and Theory Y is important tool to
understand human behaviour and motivates
employees. Neither of two is applicable fully
in all situation.
 Theory x is applicable to
unskilled/uneducated workers
 Theory y is applicable to skilled ,educated
employees
Thank you