Motivational theories

This presentation discusses about motivational theories in Principles of Management

1. MOTIVATION THEORIES
R.Arun Kumar, AP/Mech, RIT

2. MOTIVATION :
Motivation refers to the process by which a person’s effort are
energized, directed and sustained toward attaining a goal.
Key elements:
Energy (measure of driving force)
Direction (positive motivation)
Persistence (effort to achieve goals)
R.Arun Kumar, AP/Mech, RIT

3. TYPES OF MOTIVATION :
Positive motivation (based on recognition)
Negative motivation (based on threat)
Extrinsic motivation (based on external driven force like
salary)
Intrinsic motivation (based on self motivation)

R.Arun Kumar, AP/Mech, RIT

4. EARLY THEORIES OF MOTIVATION :
Four motivation theories that represents the foundation for
motivation are:
Maslow’s hierarchy of needs theory
McGregor’s theory X and theory Y
Herzberg’s two – factor theory
McClelland’s three needs theory
R.Arun Kumar, AP/Mech, RIT

5. EARLY THEORIES OF MOTIVATION :
1. Maslow’s Hierarchy of needs theory (1960s to 1970s):
Abraham Maslow, a psychologist who proposed that within every
person the five needs are:
a) Physiological needs (basic needs)
b) Safety needs (security needs)
c) Social needs (affection, friendship, etc.)
d) Esteem needs (self respect, autonomy)
e) Self actualization needs (growth)
Lower order needs are predominantly satisfied externally, while
higher order needs are satisfied internally.
R.Arun Kumar, AP/Mech, RIT

6. EARLY THEORIES OF MOTIVATION :
2. McGregor’s X theory and Y theory:
Douglas McGregor is the one who proposed.
Theory X is negative view of people. Assumes that workers will
have little dislike, small ambition, etc.
Theory Y is positive view of people. Assumes employees enjoy
the work.
R.Arun Kumar, AP/Mech, RIT

7. EARLY THEORIES OF MOTIVATION :
2. McGregor’s X theory and Y theory:
A manager should rely more on Y theory to ensure job
satisfaction of his employees.
R.Arun Kumar, AP/Mech, RIT

8. EARLY THEORIES OF MOTIVATION :
3. Herzberg’s two – factor theory:
Also called as motivation – hygiene theory.
Proposes that, intrinsic factors are related to job satisfaction
and extrinsic factors are related to dissatisfaction.

R.Arun Kumar, AP/Mech, RIT

9. EARLY THEORIES OF MOTIVATION :
3. Herzberg’s two – factor theory:
Removing dissatisfaction factors doesn’t mean that, the
employee will be satisfied and vice versa.
He called the extrinsic factors that lead to dissatisfaction as
hygiene factors.
Intrinsic factors that lead to satisfaction as motivators.
R.Arun Kumar, AP/Mech, RIT

10. EARLY THEORIES OF MOTIVATION :
4. McClelland’s three needs theory:
David McClelland and his associates proposed that there are
three needs that are major motivators in work.
1. need for achievement (nAch), 2. need for power (nPow),
3. need for affiliation (nAff)
R.Arun Kumar, AP/Mech, RIT

11. EARLY THEORIES OF MOTIVATION :
4. McClelland’s three needs theory:
nAch deals with the factors that self drives every employee
towards goal.
nPow deals with the factors that are need to make others
behave in disciplined way.
nAff deals with the factors required for friendly and close
interpersonal relationship.
R.Arun Kumar, AP/Mech, RIT

12. CONTEMPORARY THEORIES OF MOTIVATION :
1. Goal setting theory:
Goal setting theory says that, working towards a goal is a
major source of job motivation.
The specificity of the goal itself acts as an internal stimulus.
Its not that difficult goals leads to motivation, but achievement
motivation is stimulated by moderately challenging goals.
R.Arun Kumar, AP/Mech, RIT

13. 1. Goal setting theory:
People will do better if they get feedback on how well they are
progressing towards their goals.
Self generated feedback (where an employee monitors his or her
own performance) is more powerful motivator than feedback
coming from someone else.
R.Arun Kumar, AP/Mech, RIT

14. 1. Goal setting theory:
Three factors that influence goal performance relationship are:
1.Goal commitment
2.Adequate self – efficacy
3.National culture

R.Arun Kumar, AP/Mech, RIT

15. 1. Goal setting theory:
a) Goal commitment:
Goal setting theory assumes that an individual is committed to a
goal.
Commitment is likely when goals are made public.
When an individual has internal locus of control.
When the goals are self set.

R.Arun Kumar, AP/Mech, RIT

16. 1. Goal setting theory:
b) Self efficacy:
Self efficacy refers to an individual’s belief that he or she is capable of
performing a task.
1.Higher efficacy 2. Lower efficacy
R.Arun Kumar, AP/Mech, RIT

17. 1. Goal setting theory:
c) National culture:
Goal-setting theory is culture bound.
It may work out in few countries but not in all the countries.
R.Arun Kumar, AP/Mech, RIT

18. R.Arun Kumar, AP/Mech, RIT

19. https://www.youtube.com/watch?v=NK8-LhqF4N0
https://www.youtube.com/watch?v=xI3R5qXHVZY

R.Arun Kumar, AP/Mech, RIT

20. MOTIVATION THEORIES
R.Arun Kumar, AP/Mech, RIT

21. CONTEMPORARY THEORIES OF MOTIVATION :
2. Reinforcement theory:
Reinforcement theory says that behaviour is a function of its
consequences.
Consequences that immediately follow a behaviour and increase
the probability that behaviour will be repeated are called
reinforcers.
R.Arun Kumar, AP/Mech, RIT

22. CONTEMPORARY THEORIES OF MOTIVATION :
2. Reinforcement theory:
Ignores factors such as goals, expectations and needs.
Focuses only on the effect / result of a work.
People tends to engage in desired behaviors if they are
rewarded for doing so.

R.Arun Kumar, AP/Mech, RIT

23. CONTEMPORARY THEORIES OF MOTIVATION :
2. Reinforcement theory:
Managers can influence employees behaviour by using
positive reinforcers for actions that help the organization to
achieve its goals.
Managers should ignore undesirable behaviour.
R.Arun Kumar, AP/Mech, RIT

24. CONTEMPORARY THEORIES OF MOTIVATION :
3. Job design theory:
Managers need to look at ways to design motivating jobs.
Job design is defined as how various tasks are combined to
form a complete job?
Thus a job design must motivate all the employees to work hard.
R.Arun Kumar, AP/Mech, RIT

25. CONTEMPORARY THEORIES OF MOTIVATION :
3. Job design theory:
Job enlargement
Job scope: Number of different tasks required in a job and frequency with
which those task are repeated.
Job enrichment
R.Arun Kumar, AP/Mech, RIT

26. CONTEMPORARY THEORIES OF MOTIVATION :
3. Job design theory:
Job characteristics model (JCM) identifies five core job
dimensions, their interrelationships and their impact on
employee’s output.
i) Skill variety – degree to which a job requires variety of activities.
ii) Task identity – degree of identifiable piece of work.
iii) Task significance - degree to which the job has a substantial
impact on lives / work of other.
iv) Autonomy – degree to which a job provides freedom.
v) Feedback – degree to which individual gets information on
effectiveness of his work
R.Arun Kumar, AP/Mech, RIT

27. CONTEMPORARY THEORIES OF MOTIVATION :
3. Job design theory:
R.Arun Kumar, AP/Mech, RIT

28. CONTEMPORARY THEORIES OF MOTIVATION :
3. Job design theory:
R.Arun Kumar, AP/Mech, RIT

29. CONTEMPORARY THEORIES OF MOTIVATION :
4. Equity theory:
The term equity is related to concept of fairness and equal
treatment compared with others who behave in similar
ways.
R.Arun Kumar, AP/Mech, RIT

30. CONTEMPORARY THEORIES OF MOTIVATION :
4. Equity theory:
Comparing marks / grade with friends.
When you are offered job of Rs.8,00,000 p.a. you would feel
enthusiastic while joining.
After reporting to job, you find an other student of same
qualification is offered Rs.9,00,000 p.a.
R.Arun Kumar, AP/Mech, RIT

31. CONTEMPORARY THEORIES OF MOTIVATION :
4. Equity theory:
Equity theory, developed by J. Stacey Adams, proposes that
employees used to compare, their inputs : outputs ratio with
their colleague.
If it is not equitable, then he / she would analyze whether she is
under rewarded or over rewarded.
R.Arun Kumar, AP/Mech, RIT

32. CONTEMPORARY THEORIES OF MOTIVATION :
4. Equity theory:
R.Arun Kumar, AP/Mech, RIT

33. CONTEMPORARY THEORIES OF MOTIVATION :
4. Equity theory:
Referents: Indicates the comparative counterpart.
The three important variable of equity theory are:
1. Persons – Colleague
2. System – Policies and procedures
3. Self – Internal assessment
R.Arun Kumar, AP/Mech, RIT

34. CONTEMPORARY THEORIES OF MOTIVATION :
4. Equity theory:
Equity theory focuses on
Distributive justice – fairness in allocation.
Procedural justice – fairness in allocation procedure.
R.Arun Kumar, AP/Mech, RIT

35. CONTEMPORARY THEORIES OF MOTIVATION :
5. Expectancy theory:
Proposed by Vroom.
States that an individual tends to act in a certain way based on
expectation that act will be followed by attractiveness of
outcome.
R.Arun Kumar, AP/Mech, RIT

36. CONTEMPORARY THEORIES OF MOTIVATION :
5. Expectancy theory:
The three variables are:
1. Effort – performance linkage (Expectancy):
The probability that exerting a given amount of effort will lead to
performance.
2. Performance – reward linkage (Instrumentality):
The belief that performing at a particular level will lead to the
attainment of a desired outcome.
3. Rewards – personal goals linkage (Attractiveness):
R.Arun Kumar, AP/Mech, RIT

37. CONTEMPORARY THEORIES OF MOTIVATION :
5. Expectancy theory:
R.Arun Kumar, AP/Mech, RIT

38. CONTEMPORARY THEORIES OF MOTIVATION :
5. Expectancy theory:
R.Arun Kumar, AP/Mech, RIT