Description
The PPT describes about various theories of motivation.
Motivation
Motivation : Concept
? Motivation is a result of the interaction of the
individual and the situation. ? Level of motivation both between individual and within individuals at different times.
Motivation: It is a process that accounts for an individuals’ intensity, direction and persistence of effort towards achieving a goal.
Hierarchy of Needs
? Proposed by Abraham
Maslow ? Identified hierarchy of five needs ? Focus on satisfying next level needs ? Strengths:
? Intuitive logic ? Ease of understanding
? Limitations
? No practical support for
Maslow Hierarchy of Needs
validation ? Assumption of rigid
Theory X and Y : Douglas McGregor
Theory X Assumptions
? Dislikes work and attempts ?
Theory Y Assumptions
? Work can be as natural as
?
? ?
to avoid it. play & rest. Has no ambition, wants no ? People will be self-directed responsibility, and would to meet their work objectives rather follow than lead. if they are committed to them. Is self-centered and therefore does not care ? People will be committed to about organizational goals. their objectives if rewards are in place that address Resists change. higher needs such as selfIs gullible and not fulfillment. particularly intelligent. ? Most people can handle responsibility because
Theory X and Y
? Strengths
? Presents two distinct views of human beings.
? Limitations
? No evidence to confirm that either set of
assumptions is valid.
Two Factor Theory : Herzberg
Contrasting view of Satisfaction and Dissatisfaction
Two Factor Theory : Herzberg
? Limitations
? Inconsistent with previous research
? No overall measurement of satisfaction utilized ? Subjective in nature
Contemporary theories of Mangement
? McClellands theory of Management : David
McCelland
? Need for achievement ? Need for Power ? Need for Affiliation.
Cognitive Evaluation Theory
Providing an extrinsic reward for a behavior that
had been previously intrinsically rewarding tends
to decrease the overall level of motivation.
This theory may be relevant to jobs that are neither extremely dull or extremely interesting.
Goal-setting Theory : Edwin Locke
? Basic Premise
Specific and difficult goals with self-generated feedback lead to higher performance
? Dependent on
1) Relationship between goal and performance
2) Task Characteristic
3) National Culture
? Advantages
Leads to higher degree of focus and persistence 2) Initiates strategy development 3) Motivates individual to work harder
1)
Management by Objective (MBO)
A program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal process. Key Elements 1. Goal specificity 2. Decision making 3. Explicit time period 4. Performance feedback
Management by Objective (MBO)
? Limitations
? Unrealistic expectations
? Lack of commitment ? Improper reward allocation ? Cultural incompatibilities
Self-efficacy Theory
? Definition: The individuals belief that he/she is
capable of performing task. ? Increase in self-efficacy leads to higher degree of confidence in one’s ability. ? It tends to respond to negative feed back by increased effort and motivation. ? Means to increase self-efficacy
Enactive mastering 2. Vicarious modeling 3. Verbal persuasion 4. Arousal
1.
Reinforcement Theory
? Counterpoint to Goal setting Theory based on
behavioral approach
? Assumes that behavior is function of
consequences.
? Ignores inner state of an individual such as
attitude, feelings and expectations.
Equity Theory
Basic Premise: Individuals compare their job inputs and outcomes with others and respond to overcome any inequities.
? Referent Comparisons:
inequity:
Change their inputs 2. Change their outcomes 3. Distort perceptions of self and others 4. Leave the field.
1.
Self-inside 2. Self-outside 3. Other-inside 4. Other-outside
1.
? Consequences of
Organisational Justice
? Distributive justice: Fairness of amount and
allocation of reward
? Procedural justice : Fairness of process used to
distribute rewards
? Interactional justice : Degree of dignity, concern
and respect.
Expectancy Theory : Victor Vroom
? Widely accepted theory of motivation focuses on
three relationships: 1. Effort-Performance Relationship 2. Performance- Reward Relationship 3. Rewards-Personal Goals
This theory helps to explain a lack of motivation among the workers on their job.
doc_517164131.pptx
The PPT describes about various theories of motivation.
Motivation
Motivation : Concept
? Motivation is a result of the interaction of the
individual and the situation. ? Level of motivation both between individual and within individuals at different times.
Motivation: It is a process that accounts for an individuals’ intensity, direction and persistence of effort towards achieving a goal.
Hierarchy of Needs
? Proposed by Abraham
Maslow ? Identified hierarchy of five needs ? Focus on satisfying next level needs ? Strengths:
? Intuitive logic ? Ease of understanding
? Limitations
? No practical support for
Maslow Hierarchy of Needs
validation ? Assumption of rigid
Theory X and Y : Douglas McGregor
Theory X Assumptions
? Dislikes work and attempts ?
Theory Y Assumptions
? Work can be as natural as
?
? ?
to avoid it. play & rest. Has no ambition, wants no ? People will be self-directed responsibility, and would to meet their work objectives rather follow than lead. if they are committed to them. Is self-centered and therefore does not care ? People will be committed to about organizational goals. their objectives if rewards are in place that address Resists change. higher needs such as selfIs gullible and not fulfillment. particularly intelligent. ? Most people can handle responsibility because
Theory X and Y
? Strengths
? Presents two distinct views of human beings.
? Limitations
? No evidence to confirm that either set of
assumptions is valid.
Two Factor Theory : Herzberg
Contrasting view of Satisfaction and Dissatisfaction
Two Factor Theory : Herzberg
? Limitations
? Inconsistent with previous research
? No overall measurement of satisfaction utilized ? Subjective in nature
Contemporary theories of Mangement
? McClellands theory of Management : David
McCelland
? Need for achievement ? Need for Power ? Need for Affiliation.
Cognitive Evaluation Theory
Providing an extrinsic reward for a behavior that
had been previously intrinsically rewarding tends
to decrease the overall level of motivation.
This theory may be relevant to jobs that are neither extremely dull or extremely interesting.
Goal-setting Theory : Edwin Locke
? Basic Premise
Specific and difficult goals with self-generated feedback lead to higher performance
? Dependent on
1) Relationship between goal and performance
2) Task Characteristic
3) National Culture
? Advantages
Leads to higher degree of focus and persistence 2) Initiates strategy development 3) Motivates individual to work harder
1)
Management by Objective (MBO)
A program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal process. Key Elements 1. Goal specificity 2. Decision making 3. Explicit time period 4. Performance feedback
Management by Objective (MBO)
? Limitations
? Unrealistic expectations
? Lack of commitment ? Improper reward allocation ? Cultural incompatibilities
Self-efficacy Theory
? Definition: The individuals belief that he/she is
capable of performing task. ? Increase in self-efficacy leads to higher degree of confidence in one’s ability. ? It tends to respond to negative feed back by increased effort and motivation. ? Means to increase self-efficacy
Enactive mastering 2. Vicarious modeling 3. Verbal persuasion 4. Arousal
1.
Reinforcement Theory
? Counterpoint to Goal setting Theory based on
behavioral approach
? Assumes that behavior is function of
consequences.
? Ignores inner state of an individual such as
attitude, feelings and expectations.
Equity Theory
Basic Premise: Individuals compare their job inputs and outcomes with others and respond to overcome any inequities.
? Referent Comparisons:
inequity:
Change their inputs 2. Change their outcomes 3. Distort perceptions of self and others 4. Leave the field.
1.
Self-inside 2. Self-outside 3. Other-inside 4. Other-outside
1.
? Consequences of
Organisational Justice
? Distributive justice: Fairness of amount and
allocation of reward
? Procedural justice : Fairness of process used to
distribute rewards
? Interactional justice : Degree of dignity, concern
and respect.
Expectancy Theory : Victor Vroom
? Widely accepted theory of motivation focuses on
three relationships: 1. Effort-Performance Relationship 2. Performance- Reward Relationship 3. Rewards-Personal Goals
This theory helps to explain a lack of motivation among the workers on their job.
doc_517164131.pptx