Description
This is a PPT about basic concepts of motivation.
ORGANIZATIONAL BEHAVIOR
Basic Motivation Concepts
OBJECTIVES LEARNING
AT THE END OF THIS SESSION, YOU SHOULD BE ABLE TO: 1. Outline the motivation process.
2. Describe Maslow’s need hierarchy and the ERG theory. 3. Contrast Theory X and Theory Y. 4. Differentiate motivators from hygiene factors. 5. Describe the need for achievement, power and affiliation.
O B J E C T I V E S (cont’d) LEARNING
AT THE END OF THIS SESSION, YOU SHOULD BE ABLE TO: 6. Summarize the types of goals that increase performance.
7. State the impact of underrewarding employees. 8. Clarify key relationships in expectancy theory.
Defining Motivation
Key Elements 1. Intensity: how hard a person tries 2. Direction: toward a beneficial goal 3. Persistence: how long a person tries
Content Theories of Motivation - WHAT
?Maslow’s Hierarchy of Needs
?Alderfer’s ERG theory ?Theory X and Theory Y
?McClelland’s need theories
?Two-factor Theory
1. Maslow’s Hierarchy of Needs Theory
Maslow’s Hierarchy of Needs
2. ERG Theory (Clayton Alderfer)
Concepts: •More than one need can be operative at the same time. •If a higher-level need cannot be fulfilled, the desire to satisfy a lowerlevel need increases.
Core Needs Existence: provision of basic material requirements. Relatedness: desire for relationships. Growth: desire for personal development.
3. Theory X and Theory Y (Douglas McGregor)
4. David McClelland’s Theory of Needs
nPow
nAch
nAff
Matching Achievers and Jobs
5. Two-Factor Theory (Frederick Herzberg)
Two-Factor Theory (cont’d)
hygiene factors
Factors such as physical working conditions, pay, company policies, job security – that, when adequate, help to placate the employees. When they are adequate, people will not be dissatisfied.
motivators
Factors – such as promotions, opportunities for personal growth, recognition, responsibility – that, when adequate, lead to satisfaction.
Contrasting Views of Satisfaction and Dissatisfaction
Presence
Absence
Process Theories of Motivation - WHY
?Goal-setting Theory ?Equity Theory
?Expectancy Theory
1. Goal-Setting Theory (Edwin Locke)
Key Concepts:
•Goal difficulty •Goal specificity
•Goal commitment
•Participation in setting goals •Feedback •Self-efficacy
2. Equity Theory (J. Stacy Adams)
Referent Comparisons: Self-inside Self-outside Other-inside Other-outside
Equity Theory (cont’d)
Equity Theory (cont’d)
Choices for dealing with inequity:
1. Change inputs (slack off) 2. Change outcomes (increase output)
3. Distort/change perceptions of self
4. Distort/change perceptions of others 5. Choose a different referent person
6. Leave the field (quit the job)
3. Expectancy Theory – VIE (Vroom)
Performance Dimensions
What employees want
doc_922449030.ppt
This is a PPT about basic concepts of motivation.
ORGANIZATIONAL BEHAVIOR
Basic Motivation Concepts
OBJECTIVES LEARNING
AT THE END OF THIS SESSION, YOU SHOULD BE ABLE TO: 1. Outline the motivation process.
2. Describe Maslow’s need hierarchy and the ERG theory. 3. Contrast Theory X and Theory Y. 4. Differentiate motivators from hygiene factors. 5. Describe the need for achievement, power and affiliation.
O B J E C T I V E S (cont’d) LEARNING
AT THE END OF THIS SESSION, YOU SHOULD BE ABLE TO: 6. Summarize the types of goals that increase performance.
7. State the impact of underrewarding employees. 8. Clarify key relationships in expectancy theory.
Defining Motivation
Key Elements 1. Intensity: how hard a person tries 2. Direction: toward a beneficial goal 3. Persistence: how long a person tries
Content Theories of Motivation - WHAT
?Maslow’s Hierarchy of Needs
?Alderfer’s ERG theory ?Theory X and Theory Y
?McClelland’s need theories
?Two-factor Theory
1. Maslow’s Hierarchy of Needs Theory
Maslow’s Hierarchy of Needs
2. ERG Theory (Clayton Alderfer)
Concepts: •More than one need can be operative at the same time. •If a higher-level need cannot be fulfilled, the desire to satisfy a lowerlevel need increases.
Core Needs Existence: provision of basic material requirements. Relatedness: desire for relationships. Growth: desire for personal development.
3. Theory X and Theory Y (Douglas McGregor)
4. David McClelland’s Theory of Needs
nPow
nAch
nAff
Matching Achievers and Jobs
5. Two-Factor Theory (Frederick Herzberg)
Two-Factor Theory (cont’d)
hygiene factors
Factors such as physical working conditions, pay, company policies, job security – that, when adequate, help to placate the employees. When they are adequate, people will not be dissatisfied.
motivators
Factors – such as promotions, opportunities for personal growth, recognition, responsibility – that, when adequate, lead to satisfaction.
Contrasting Views of Satisfaction and Dissatisfaction
Presence
Absence
Process Theories of Motivation - WHY
?Goal-setting Theory ?Equity Theory
?Expectancy Theory
1. Goal-Setting Theory (Edwin Locke)
Key Concepts:
•Goal difficulty •Goal specificity
•Goal commitment
•Participation in setting goals •Feedback •Self-efficacy
2. Equity Theory (J. Stacy Adams)
Referent Comparisons: Self-inside Self-outside Other-inside Other-outside
Equity Theory (cont’d)
Equity Theory (cont’d)
Choices for dealing with inequity:
1. Change inputs (slack off) 2. Change outcomes (increase output)
3. Distort/change perceptions of self
4. Distort/change perceptions of others 5. Choose a different referent person
6. Leave the field (quit the job)
3. Expectancy Theory – VIE (Vroom)
Performance Dimensions
What employees want
doc_922449030.ppt