Motivation and It's Theories.

It is about motivation and different theories. it highlights why extrinsic motivation will not work in the long run and the leaders have to find ways to inspire the team.

1. By Subrata Dey

2. Key Elements Intensity: how hard a person tries Direction: toward beneficial/avoidance goal Persistence: how long a person tries What is Motivation? Motivation is a psychological feature that induces an individual to act towards a desired goal. It is the processes that account for an individual’s intensity, direction, and persistence of effort towards attaining a goal .

3. Theories of Motivation. Content Theories of Motivation: Mc Gregor’s Theory X & Theory Y (1960) Maslow’s Hierarchy of Needs (1943, 1954) Hertzberg’s Motivator-Hygiene Theory (1968) Alderfer’s ERG Theory (1972) Process Theories of Motivation. Expectancy Theory, Vroom (1964) Equity Theory , Adam (1963) Goal Setting Theory, Edwin A Locke (1968) Reinforcement Theory, Skinner(1953)

4. What is Motivation?

5. De motivated! Why do People leave Organizations?

6. Types of Motivation. Extrinsic Motivation. Salary. Bonuses/Perks. Organized activities. Promotion/Grades. Punishment/Layoffs Intrinsic Motivation: Learning and Growth opportunity. Social contact and status. Curiosity Respect and Honour .

7. Types of Motivation. Extrinsically Motivated. Intrinsically Motivated.

8. Theories of Motivation. Content Theories of Motivation: Mc Gregor’s Theory X & Theory Y (1960) Maslow’s Hierarchy of Needs (1943, 1954) Hertzberg’s Motivator-Hygiene Theory (1968) Alderfer’s ERG Theory (1972) Process Theories of Motivation. Expectancy Theory, Vroom (1964) Equity Theory , Adam (1963) Goal Setting Theory, Edwin A Locke (1968) Reinforcement Theory, Skinner(1953)

9. Abraham Maslow (1908-1970)

10. Maslow’s Hierarchy of Needs Maslow’s approach was radically different from earlier theories by Freud and Skinner. He studied finest human beings to prescribe his theory of motivation: Albert Einstein; Abraham Lincoln, Eleanor Roosevelt etc. Maslow’s theory was bullish on the human race. Accordingly to Maslow’s Theory there are four types of need that must be satisfied before an individual can act unselfishly. Maslow referred the lower needs as “deficiency needs” because their lack causes tension. We are driven to satisfy the lower needs but are drawn to meet the higher ones. A satisfied need ceases to motivate.

11. Physiological Needs Physiological needs are those required to sustain life, such as: Air Water Food Sleep

12. Safety Needs Once physiological needs are met, one's attention turns to safety and security in order to be free from the threat of physical and emotional harm. Such needs might be fulfilled by: Living in a safe area Medical Facilities Job security Law and Order

13. Social Needs Once a person has met the lower level physiological and safety needs, higher level needs awaken. The first level of higher level needs are social needs. Social needs are those related to interaction with others and may include: Friendship Belonging to a group Giving and receiving love

14. Esteem Needs Esteem needs may be classified as internal or external. Internal esteem needs are those related to self-esteem such as self respect and achievement External esteem needs are those such as social status and recognition. Some esteem needs are: Self-respect Achievement Attention Recognition Reputation

15. Self-Actualization Self-actualization is the summit of Maslow's hierarchy of needs. It is the quest of reaching one's full potential as a person. Self-actualized people tend to have needs such as: Peace Truth & Justice Knowledge Meaning of life

16. Limitations of Maslow’s Theory Research have established the motivational forces for physiological, safety, love and esteem needs but have failed to discover a hierarchical arrangement. For example, even if safety need is not satisfied, the social need may emerge. Self less component of human behaviour has been ignored by Maslow. The need priority model may not apply at all times in all places. The level of motivation may be permanently lower for some people. For example, a person suffering from chronic unemployment may remain satisfied for the rest of his life if only he gets enough food.

17. Theories of Motivation. Content Theories of Motivation: Mc Gregor’s Theory X & Theory Y (1960) Maslow’s Hierarchy of Needs (1943, 1954) Hertzberg’s Motivator-Hygiene Theory (1968) Alderfer’s ERG Theory (1972) Process Theories of Motivation. Expectancy Theory, Vroom (1964) Equity Theory , Adam (1963) Goal Setting Theory, Edwin A Locke (1968) Reinforcement Theory, Skinner(1953)

18. Fredrick Hertzberg (1923-2000)

19. Herzberg's Motivation-Hygiene Theory According to Hertzberg, Motivation is a two stage process. The opposite of Satisfaction is No Satisfaction. The opposite of Dissatisfaction is No Dissatisfaction. According to Hertzberg, the factors leading to job satisfaction are "separate and distinct from those that lead to job dissatisfaction.“

20. Herzberg's Motivation-Hygiene Theory Factors for Dissatisfaction Company Policies Supervision Relationship with Supervisor and Peers Work conditions Salary/Perks Status Security

21. Herzberg's Motivation-Hygiene Theory Factors for Satisfaction Growth opportunity The work itself Achievement Responsibility Recognition Advancement

22. Limitation of Herzberg's Theory The Two Factor Theory assumes that happy employees produce more. Satisfied workers may not actually be more motivated or more productive than dissatisfied workers. Herzberg's theory is that people differ in their responses to hygiene and motivating factors. Herzberg's theory does not account for these individual differences. What motivates one individual might be a de-motivator for another individual. Not applicable for blue collar workers.

23. Maslow’s vs Herzberg's Theory

24. Herzberg's Motivation-Hygiene Theory Factors of dissatisfaction are like rechargeable batteries while the factors for satisfaction are like generators.

25. Theories of Motivation. Content Theories of Motivation: Mc Gregor’s Theory X & Theory Y (1960) Maslow’s Hierarchy of Needs (1943, 1954) Hertzberg’s Motivator-Hygiene Theory (1968) Alderfer’s ERG Theory (1972) Process Theories of Motivation. Expectancy Theory, Vroom (1964) Equity Theory , Adam (1963) Goal Setting Theory, Edwin A Locke (1968) Reinforcement Theory, Skinner(1953)

26. Equity Theory. People value fair treatment. The structure of equity in the workplace is based on the ratio of inputs to outcomes.

27. Theories of Motivation. Content Theories of Motivation: Mc Gregor’s Theory X & Theory Y (1960) Maslow’s Hierarchy of Needs (1943, 1954) Hertzberg’s Motivator-Hygiene Theory (1968) Alderfer’s ERG Theory (1972) Process Theories of Motivation. Expectancy Theory, Vroom (1964) Equity Theory , Adam (1963) Goal Setting Theory, Edwin A Locke (1968) Reinforcement Theory, Skinner(1953)

28. Goal Setting Theory. Goal setting involves establishing SMART goals. People are aware of what is expected from them. On a personal level, setting goals helps people work towards their own objectives. Goals are a form of motivation that sets the standard for self-satisfaction with performance. It is considered an “open” theory, so as new discoveries are made it is modified.

29. Goal Setting Theory. Goal setting and Feedback go hand in hand. Without feedback, goal setting is unlikely to work. Properly-delivered feedback is also very essential, and the following should be followed for good feedback: Create a positive context for feedback. Use constructive and positive language. Focus on behaviours and strategies. Tailor feedback to the needs of the individuals. Make feedback a two-way communication process.

30. What would you do? 1. You on behalf of your company participated in a design competition for the construction of a landmark building of a city. Your design was highly appreciated by your management as well as the authorities and declared the winner. Your company rewarded you with a bonus for your outstanding job and assigned a team to help you in the execution stage. However, for reasons beyond your control, the project was never executed. Will you remain motivated to work further?

31. What would you do? 2. You have been working for a Leading company for nearly a decade. The company has recently promoted you to lead one of the verticals for your outstanding contribution over the years and believe in your leadership skills. However, over a period of time you learn about the unethical practices being followed by your organization and higher management. Will you remain motivated to work further?

32. What kept them going???

33. Abraham Maslow (1908-1970)

34. Stephen R Covey(1932-2012)

35. The Whole Person Body Mind Heart Spirit You manage (things) that can’t choose.  You lead people.  People have the ability to choose. Take one away, then you’re treating a person as a “thing” that you control and manage.

36. 4 Intelligences Mental (IQ)- Our ability to analyze, reason, use language, think creatively & visualize.  (Vision) Physical (PQ)- It runs respiratory, circulatory, nervous and other vital system without conscious effort. Constantly scanning the environment and fighting diseases. (Discipline) Emotional (EQ) -. It is one’s self knowledge, self awareness, social sensitivity, empathy and ability to communicate properly. It is the right brain capacity. (Passion) Spiritual (SQ)- It is central and most fundament of all the four and becomes the source of guidance to other three. SQ represents our drive for meaning and connection with infinity. (Conscience)

37. 4 Manifestations

38. 4 Needs of Person Whole Person 4 Intelligence Needs Factors Body Physical -PQ To Live Pay me fairly. Mind Mental -IQ To Grow Use me creatively. Heart Emotional-EQ To Love Treat me Kindly. Spirit Spiritual -SQ To Leave a Legacy. In serving human needs in principled ways.

39. What kept them going ??? Passion to serve the humanity and passion for the game.

40. MK Gandhi & Conscience There is a higher court than courts of justice and that is the court of conscience. It supercedes all other courts.

41. Our industry does not respect tradition: Satya Nadella‘s I truly believe that each of us must find meaning in our work. The best work happens when you know that it's not just work, but something that will improve other people's lives. This is the opportunity that drives each of us at this company.

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