Description
Describing about various motivation theories like maslow's hierarchy, clayton alderfer's ERG theory, McClelland's needs theory, herzberg's two factor theory, expectancy theory.
?? Motivation is the willingness of a person to exert high levels of effort to satisfy some individual need or want. ? The effort is a measure of intensity. ? Need – Some internal state that makes certain outcomes appear attractive
?
External stimulation
Need
Drive
Goal
Satisfaction
A lot of our motives are said to be cyclic.
?
Motives tend to be divided into two groups.
? Primary motives (basic drives) innate/inborn. ? Secondary motives:- learned,
? Purpose:- self preservation/species preservation. ? Acquired as part of the socialisation process.
?
Only consider our secondary motives once our primary motives have been satisfied.
?
Primary motives
Hunger Thirst Sleep Temperature regulation ? Elimination ? Avoidance of pain ? ? ? ?
?
Secondary motives
? Gregariousness (common social motive) ? Curiosity ? Ambition ? Competition ? Aggression ? Interests ? Attitudes
?
Content theories (1940’s-1960’s)
? ? ? ? Attempts to answer the question, What motivates? No consideration of individual differences. Simplistic in their approach. Examples:- Maslow’s Hierarchy of Needs, Herzberg’s Two Factor Theory
?
Process theories (1960’s- present)
? Attempts to answer the question, How are we motivated? ? Assumes everyone is different. ? Cognitive approach ? Complex ? Examples:- Vroom’s VIE theory, Porter and Lawler’s model.
Process theories
Needs theories ? Maslow’s hierarchy of needs ? Herzberg’s two factor theory ? Aldefer ERG Theory , ? McClelland
?
Vroom
?
Expectancy Theory Goal Setting Theory
?
? ?
, Porter & Lawler, Adams, Locke, Heider, Kelley
Extrinsic motivation
Related to tangible rewards, e.g. salary, security, promotion, conditions of work
Intrinsic motivation Related to psychological rewards, e.g. a sense of challenge and achievement, receiving appreciation
Figure 12.2
?
? ?
?
? ?
Maslow’s Hierarchy of Needs Safety/Security Needs Physical Needs Social/Belonging Needs Ego or Esteem Needs Self-actualization
Maslow’s Hierarchy of Needs
Self
Esteem
Social
Safety
Physiological
Chapter 6
Prentice Hall, 2001
11
Motivation as a means of satisfying human needs Five types of needs: Physiological: food, water, sleep, exercise, etc. Safety: security, shelter, normalcy in daily life Belongingness: affection and acceptance as part of a family or a group Esteem or status: respect from others; need to feel competent, confident, important, and appreciated; self-respect Self-actualization: the need to realize one’s own potential, to achieve dreams & ambitions; hunger for knowledge and understanding; to do things for the sake ? of doing them
?
?
?
?
?
Existence – Relatedness – Growth The existence group is concerned mainly with providing basic material existence. The second group is the individuals need to maintain interpersonal relationship with other members in the group. The final group is the intrinsic desire to grow and develop personally.
?
?
?
?
The major conclusions of this theory are : In an individual, more than one need may be operative at the same time. If a higher need goes unsatisfied than the desire to satisfy a lower need intensifies. It also contains the frustration-regression dimension.
?
McClelland’s Needs Theory •?? The need for Achievement(nAch) ?? is the drive to accomplish challenging goals. •?? The need for Power(nPow) ?? is the desire to control others; to influence others’ behavior according to one’s wishes. •?? The need for Affiliation(nAff) ?? is the desire for close relationships with others.
Traditional view
Satisfaction Dissatisfaction
Herzberg's view
Motivators Satisfaction Hygiene Factors No dissatisfaction Dissatisfaction No satisfaction
Herzberg’s Two-Factor Theory
Dissatisfaction and demotivation Not dissatisfied but not motivated Positive satisfaction and motivation
Hygiene Factors
•Company policies
•Quality of supervision •Relations with others •Personal life •Rate of pay •Job security •Working conditions
Motivational Factors
•Achievement
•Career advancement
•Personal growth •Job interest •Recognition •Responsibility
Maslow
Self-Actualisation Esteem
Herzberg
Motivators
Social Safety Physiological
Hygiene Factors
Expectancy Theory
(Vroom) 1
2
Individual Effort
Individual Performance
Organisational Rewards
3
1. Effort-Performance relationship = Expectancy 2. Performance-Rewards relationship = Instrumentality 3. Rewards-Personal goals relationship = Valence
Personal Goals
Chapter 6
Prentice Hall, 2001
21
Your tutor offers you £1 million if you memorise the textbook by tomorrow morning.
Expectancy
Effort - Performance Link
No matter how much effort you put in, probably not possible
Instrumentality
Performance - Rewards Link
Your tutor does not look like someone who has £1 million
Valence
Rewards - Personal Goals Link
There are a lot of wonderful things you could do with £1 million
to memorise the text in 24 hours
E=0 I=0 V=1
Conclusion: Though you value the reward, you will not be motivated to do this task.
Goals
Specific Difficult Accepted
Effects on Person
Directs attention Energises Encourages persistency New strategies developed
Performance
Feedback
Goal Setting Theory of Edwin Locke :
A goal is what a person tries to attain, accomplish, or achieve. ?? Goals tell an employee what needs to be done and how much effort will need to be expended. ?? A specific hard goal that is understood and accepted by the individual acts as an internal stimulus. ?? Specific hard goals produce a higher level of output than does the generalized goal of “do your best.” ?? The specificity of the goal itself acts as an internal stimulus. ?? Feedback is critical and acts to guide behavior.
?
?
The goal setting theory states that when the goals to be achieved are set at a higher standard than in that case employees are motivated to perform better and put in maximum effort Self-efficacy” i.e. individual’s belief that he or she is capable of performing a hard task.
?? The strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. The theory focuses on three relationships: ? ?? effort-performance relationship. ? ?? performance-reward relationship. ? ?? reward-personal goals relationship.
?
Expectancy Theory ?? Effort-performance relationship: ?? the probability perceived by the individual that exerting a given amount of effort will lead to performance. ?? Performance-reward relationship: ?? the degree to which the individual believes that performing at a particular level will lead to the attainment of a desired outcome. ?? Reward-personal goals relationship: ?? the degree to which organizational rewards satisfy an individual’s personal goals or needs and the attractiveness of those potential rewards for the individual
?
motivated to perform better when their is a belief that the better performance will lead to good performance appraisal and that this shall result into realization of personal goal in form of some reward.
?
?
?
?
?
Actual performance in a job is primarily determined by the effort spent. But it is also affected by the person’s ability to do the job and also by individual’s perception of what the required task is. So performance is the responsible factor that leads to intrinsic as well as extrinsic rewards. These rewards, along with the equity of individual leads to satisfaction. Hence, satisfaction of the individual depends upon the fairness of the reward.
Abilities & traits Value of rewards
Intrinsic rewards
Effort
performance
Perceived equity of rewards
Satisfact
Perceived effort –reward probability
Role perception Expectancy Extrinsic rewards
doc_819276041.ppt
Describing about various motivation theories like maslow's hierarchy, clayton alderfer's ERG theory, McClelland's needs theory, herzberg's two factor theory, expectancy theory.
?? Motivation is the willingness of a person to exert high levels of effort to satisfy some individual need or want. ? The effort is a measure of intensity. ? Need – Some internal state that makes certain outcomes appear attractive
?
External stimulation
Need
Drive
Goal
Satisfaction
A lot of our motives are said to be cyclic.
?
Motives tend to be divided into two groups.
? Primary motives (basic drives) innate/inborn. ? Secondary motives:- learned,
? Purpose:- self preservation/species preservation. ? Acquired as part of the socialisation process.
?
Only consider our secondary motives once our primary motives have been satisfied.
?
Primary motives
Hunger Thirst Sleep Temperature regulation ? Elimination ? Avoidance of pain ? ? ? ?
?
Secondary motives
? Gregariousness (common social motive) ? Curiosity ? Ambition ? Competition ? Aggression ? Interests ? Attitudes
?
Content theories (1940’s-1960’s)
? ? ? ? Attempts to answer the question, What motivates? No consideration of individual differences. Simplistic in their approach. Examples:- Maslow’s Hierarchy of Needs, Herzberg’s Two Factor Theory
?
Process theories (1960’s- present)
? Attempts to answer the question, How are we motivated? ? Assumes everyone is different. ? Cognitive approach ? Complex ? Examples:- Vroom’s VIE theory, Porter and Lawler’s model.
Process theories
Needs theories ? Maslow’s hierarchy of needs ? Herzberg’s two factor theory ? Aldefer ERG Theory , ? McClelland
?
Vroom
?
Expectancy Theory Goal Setting Theory
?
? ?
, Porter & Lawler, Adams, Locke, Heider, Kelley
Extrinsic motivation
Related to tangible rewards, e.g. salary, security, promotion, conditions of work
Intrinsic motivation Related to psychological rewards, e.g. a sense of challenge and achievement, receiving appreciation
Figure 12.2
?
? ?
?
? ?
Maslow’s Hierarchy of Needs Safety/Security Needs Physical Needs Social/Belonging Needs Ego or Esteem Needs Self-actualization
Maslow’s Hierarchy of Needs
Self
Esteem
Social
Safety
Physiological
Chapter 6
Prentice Hall, 2001
11
Motivation as a means of satisfying human needs Five types of needs: Physiological: food, water, sleep, exercise, etc. Safety: security, shelter, normalcy in daily life Belongingness: affection and acceptance as part of a family or a group Esteem or status: respect from others; need to feel competent, confident, important, and appreciated; self-respect Self-actualization: the need to realize one’s own potential, to achieve dreams & ambitions; hunger for knowledge and understanding; to do things for the sake ? of doing them
?
?
?
?
?
Existence – Relatedness – Growth The existence group is concerned mainly with providing basic material existence. The second group is the individuals need to maintain interpersonal relationship with other members in the group. The final group is the intrinsic desire to grow and develop personally.
?
?
?
?
The major conclusions of this theory are : In an individual, more than one need may be operative at the same time. If a higher need goes unsatisfied than the desire to satisfy a lower need intensifies. It also contains the frustration-regression dimension.
?
McClelland’s Needs Theory •?? The need for Achievement(nAch) ?? is the drive to accomplish challenging goals. •?? The need for Power(nPow) ?? is the desire to control others; to influence others’ behavior according to one’s wishes. •?? The need for Affiliation(nAff) ?? is the desire for close relationships with others.
Traditional view
Satisfaction Dissatisfaction
Herzberg's view
Motivators Satisfaction Hygiene Factors No dissatisfaction Dissatisfaction No satisfaction
Herzberg’s Two-Factor Theory
Dissatisfaction and demotivation Not dissatisfied but not motivated Positive satisfaction and motivation
Hygiene Factors
•Company policies
•Quality of supervision •Relations with others •Personal life •Rate of pay •Job security •Working conditions
Motivational Factors
•Achievement
•Career advancement
•Personal growth •Job interest •Recognition •Responsibility
Maslow
Self-Actualisation Esteem
Herzberg
Motivators
Social Safety Physiological
Hygiene Factors
Expectancy Theory
(Vroom) 1
2
Individual Effort
Individual Performance
Organisational Rewards
3
1. Effort-Performance relationship = Expectancy 2. Performance-Rewards relationship = Instrumentality 3. Rewards-Personal goals relationship = Valence
Personal Goals
Chapter 6
Prentice Hall, 2001
21
Your tutor offers you £1 million if you memorise the textbook by tomorrow morning.
Expectancy
Effort - Performance Link
No matter how much effort you put in, probably not possible
Instrumentality
Performance - Rewards Link
Your tutor does not look like someone who has £1 million
Valence
Rewards - Personal Goals Link
There are a lot of wonderful things you could do with £1 million
to memorise the text in 24 hours
E=0 I=0 V=1
Conclusion: Though you value the reward, you will not be motivated to do this task.
Goals
Specific Difficult Accepted
Effects on Person
Directs attention Energises Encourages persistency New strategies developed
Performance
Feedback
Goal Setting Theory of Edwin Locke :
A goal is what a person tries to attain, accomplish, or achieve. ?? Goals tell an employee what needs to be done and how much effort will need to be expended. ?? A specific hard goal that is understood and accepted by the individual acts as an internal stimulus. ?? Specific hard goals produce a higher level of output than does the generalized goal of “do your best.” ?? The specificity of the goal itself acts as an internal stimulus. ?? Feedback is critical and acts to guide behavior.
?
?
The goal setting theory states that when the goals to be achieved are set at a higher standard than in that case employees are motivated to perform better and put in maximum effort Self-efficacy” i.e. individual’s belief that he or she is capable of performing a hard task.
?? The strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. The theory focuses on three relationships: ? ?? effort-performance relationship. ? ?? performance-reward relationship. ? ?? reward-personal goals relationship.
?
Expectancy Theory ?? Effort-performance relationship: ?? the probability perceived by the individual that exerting a given amount of effort will lead to performance. ?? Performance-reward relationship: ?? the degree to which the individual believes that performing at a particular level will lead to the attainment of a desired outcome. ?? Reward-personal goals relationship: ?? the degree to which organizational rewards satisfy an individual’s personal goals or needs and the attractiveness of those potential rewards for the individual
?
motivated to perform better when their is a belief that the better performance will lead to good performance appraisal and that this shall result into realization of personal goal in form of some reward.
?
?
?
?
?
Actual performance in a job is primarily determined by the effort spent. But it is also affected by the person’s ability to do the job and also by individual’s perception of what the required task is. So performance is the responsible factor that leads to intrinsic as well as extrinsic rewards. These rewards, along with the equity of individual leads to satisfaction. Hence, satisfaction of the individual depends upon the fairness of the reward.
Abilities & traits Value of rewards
Intrinsic rewards
Effort
performance
Perceived equity of rewards
Satisfact
Perceived effort –reward probability
Role perception Expectancy Extrinsic rewards
doc_819276041.ppt