MSC.
HRM 2019/2020
THEORIES OF MOTIVATION
PREPARED BY:
EMMANUEL NASHONI.
coverage
Introduction
Theories of Motivation
CONTENT Theories:
Maslow’s Hierarchy of Needs Theory
ERG theory
Two-factor theory
Theory X and Theory Y
PROCESS Theories:
Equity theory.
Expectancy theory.
Goal-setting theory.
INTRODUCTION
• What is motivation?
• Theories of motivation
• Importance of motivation
• Challenges of motivation
MOTIVATION
What is Motivation
• The main assumption or argument behind
motivation is that individuals behave in certain way,
works hard, put more effort because of the motive
they have.
• MOTIVE: Oxford Advanced learners dictionary
defines motive as a reason for doing something
• So inside individuals there are motives or forces
that drives them towards behaving or doing
something.
MOTIVATION CONT…
• Motivation ;
Refers to Individual forces that account for the direction,
level, and persistence of a person’s effort expended at
work.
Refers to the processes that account for an individual’s
intensity, direction, and persistence of effort toward
attaining a goal (Robbins & Judge, 2013)
Motivation is the force inside the individual that explain
why an individual chooses to do something, amount of
effort and consistence in the work being performed.
MOTIVATION CONT…
Three aspects of Motivation :
• DIRECTION: an individual’s choice when
presented with a number of possible
alternatives. i.e. where effort is put…goal
• LEVEL/INTENSITY: -the amount of effort a
person puts on the work
• PERSISTENCE: -the length of time a person
sticks with a given action i.e. maintaining effort
THEORIES OF MOTIVATION
There are TWO types of theories:
• CONTENT Theories: Focus on individual needs –
that is, physiological or psychological deficiencies
that we feel a need to reduce or eliminate.
• –PROCESS Theories: Focus on the thoughts, i.e.
the process that take place within the minds of
people and that influence their behavior.
THE CONTENT THEORIES
Maslow’s Hierarchy of Needs Theory
ERG theory
Two-factor theory
Acquired needs theory
MASLOW’S HIERARCHY OF NEEDS THEORY
Developed by Abraham Maslow.
• Identifies five levels of individual needs. These are
lower-order and higher-order level needs
• Lower-order needs:
• Physiological, safety, and social needs.
• Desires for physical and social well being.
• Higher-order needs:
• Esteem and self-actualization needs.
• Desire for psychological growth and development.
HIERARCHY OF NEED
• Physiological
–Hunger, thirst, shelter, sex,
• Safety
–Security and protection from physical & emotional
• Social
–Affection, belonging, acceptance, friendship
• Esteem
–Self respect, autonomy, status, recognition, attention
• Self actualization
–Growth, self fulfillment
Maslow theory
Assumes that some needs are more important
than others and must be satisfied before the
other needs can serve as motivators.
• Deficit principle: A satisfied need is not a
motivator of behavior.
• Progression principle: A need at one level does
not become activated until the next lower-level
need is satisfied.
ERG Theory
Developed by Clayton Alderfer.
Three need levels:
• Existence needs —desires for physiological
and material well-being.
• Relatedness needs —desires for satisfying
interpersonal relationships.
• Growth needs —desires for continued
psychological growth and development.
Herzberg Two- Factor Theory
Also known as MOTIVATOR-HYGIENE theory
Developed by Frederick Herzberg.
Identifies two different factors as primary
causes of job satisfaction and job
dissatisfaction.
–Motivator
–Hygiene
Two -Factor Theory
Hygiene factors:
–These are elements of the job context; sources
of job dissatisfaction.
–For example: Salaries, work conditions,
supervision, policies, relationships etc
–Job dissatisfaction results when hygiene
factors are poor.
–Improving the hygiene factors only decreases
job dissatisfaction.
Two- Factor Theory CONT…
Satisfier /Motivator factors:
–These are elements of job content; a sources
of job satisfaction and motivation
–For instance: achievement, recognition,
personal growth, meaningful work
–Presence or absence of motivators is the key
link to satisfaction.
Theory X and Theory Y
Developed by D. McGregor
Theory X
• People have an inherent dislike of work
• People prefer to be directed and to avoid
responsibility
• The work is of secondary importance and
managers must push employee to work
Theory Y
Theory Y is more optimistic
• Work is natural as play or rest
• People want to and can derive a great deal of
satisfaction from work
• People have the capacity to accept even seek
responsibility and to apply imagination,
ingenuity, and creativity to organizational
problems
Process theories of Motivation
How people make choices to work hard or not.
Based on:
–Individual preferences
–Available Rewards
–Possible work outcomes
Types of process theories:
–Equity theory.
–Expectancy theory.
–Goal-setting theory.
Equity Theory
Developed by J. Stacy Adams.
Assumes that when people believe that they
have been treated unfairly in comparison to
others, they will try to eliminate the
discomfort and restore a perceived sense of
equity to the situation.
•Perceived inequity.
•Perceived equity.
Equity theory
Equity Theory CONT…
Negative inequity.
•Individual feels he/she has received relatively
less than others in proportion to work inputs.
Positive inequity.
•Individual feels he/she has received relatively
more than others in proportion to work
inputs.
Equity Theory CONT…
People responds or reacts to negative equity or
behaviors by .
–Changing work inputs.
–Changing the outcomes received.
–Leave the situation.
–Changing the comparison person.
–Psychologically distorting the comparisons.
–Changing the inputs or outputs of the comparison
person.
Equity Theory CONT…
Implications of equity theory to Management:
–Underpaid people experience anger.
–Overpaid people experience guilt.
–Perceptions of rewards determine motivational
outcomes.
–Negative consequences of equity comparisons
should be minimized, if not eliminated.
–Do not underestimate the impact of pay or reward as
a source of equity controversies in the workplace.
Expectancy Theory
Developed by Victor Vroom.
Assumes that individual’s motivation is a
function of three aspects or variables:
–Expectancy —belief that working hard will result
in desired level of performance.
–Instrumentality —belief that successful
performance will be followed by rewards.
–Valence —value of the reward is highly
acceptable
Expectancy theory cont…
Expectancy Theory cont…
Motivation (M), expectancy (E),
instrumentality (I), and valence (V) are related
to one another in a multiplicative fashion:
M=ExIxV
If either E, I, or V is low, motivation will be low.
Goal-setting theory
Developed by Edwin Locke.
Assumes that a properly set and well-
managed task goals can be highly motivating.
Difficult goals are more likely to lead to higher
performance than are less difficult ones.
Specific goals are more likely to lead to higher
performance than vague or very general ones.
Goal-setting theory
Key issues and principles in the goal-setting
process:
–Set specific goals.
–Set challenging goals.
–Build goal acceptance and commitment.
–Clarify goal priorities.
–Provide feedback on goal accomplishment.
–Reward goal accomplishment.
Importance of Motivation
It helps to explain why individuals in the
organisation behave in the way they behave
Helps managers to identify and understand
what and how to motivate employees,
Motivators
–Intrinsic motivators/rewards
–Extrinsic motivators/rewards
Challenges in Motivation
The main challenge is that individual needs
differ from one individual to another
The challenge is individual needs are not
static…are dynamic i.e. changes from one
situation to another.
THE END
Thank you for listening
