Theories of Motivation.pptx

Theories of Motivation

1. Theories of Motivation Dr.M.Deivam Assistant Professor Department of Education The Gandhigram Rural Institute (Deemed to be University) Gandhigram, Dindigul District, Tamil Nadu – 624 302

2. Introduction The Existence-Relatedness-Growth (ERG ) theory of motivation was proposed by Clayton P. Alderfer in 1969. The theory was a follow up of Abraham Maslow’s 5 stages hierarchy of needs theory . Alderfer condensed Maslow’s 5 stages to three and just like Maslow, he gave order to his three stages which were prioritized on the basis of concreteness

3. Existence These needs are the most concrete and easy to verify needs. They include lower level needs like food, water, sleep, shelter etc . It comprises of the first two levels of Maslow’s theory i.e. the physiological and the safety needs .

4. Relatedness Relatedness need are a less concrete stage as it has to do with more than one person and so, harder to verify. Needs included I this category are social needs and need for external esteem. The stage condenses the third and fourth levels of Maslow’s theory i.e. The need for belongingness and the need for self-esteem . (involvement with family, friends, coworkers and employers).

5. Growth Growth needs are the least concrete stage since it differs from person to person and often very difficult to satisfy. Needs included in this category are internal esteem and self-actualization . The stage comprises of the fourth and fifth levels of Maslow’s theory i.e. Self-esteem and Self-actualization. (the desire to be creative, productive and to complete meaningful tasks)

6. Contd., There are three forms of relationship that exist between the stages of Alderfer’s theory Satisfaction/Progression Frustration/Regression Satisfaction/Strengthening

7. Satisfaction / Progression Satisfaction of a more concrete stage increases the likelihood of progressing to a less concrete stage but there is no compulsion for satisfaction before progression .

8. Frustration / Regression If people finds it difficult to reach a particular higher stage (frustrated ), they can double their effort in a lower stage to serve as a motivator in achieving the higher one (regression).

9. Satisfaction/Strengthening Satisfaction does not necessarily lead to progression as it can also cause the individual to keep reveling in the pleasure of gratifying the lower level need (strengthening ) till he/she is capable of achieving a higher level need.

10. Differences between Maslow’s and Alderfer’s theories As against Maslow’s, Alderfer’s theory does not compel the satisfaction of a lower level need before progression to a higher level one. There is the concept of regression in Alderfer’s theory i.e. the inability to satisfy higher level need increases the desire to satisfy a more concrete one. This is absent in Maslow’s theory Alderfer’s theory allows for the order of his stages to differ from people to people as against Maslow’s which is static for everyone.

11. Herzberg’s Motivator-Hygiene Theory Herzberg’s Motivation Theory model goes by a number of different names, including Two Factor Theory, Herzberg’s Motivation-Hygiene Theory, and Duel Structure Theory . Frederick Herzberg developed the model in 1959. He did this by interviewing over 200 professionals. The interviews delved into when the interviewees were at their most and least happiest with their jobs.

12. Motivation Factors Achievement : A job must give an employee a sense of achievement. This will provide a proud feeling of having done something difficult but worthwhile. Recognition : A job must provide an employee with praise and recognition of their successes . This recognition should come from both their superiors and their peers. The work itself : The job itself must be interesting , varied, and provide enough of a challenge to keep employees motivated.

13. Contd., Responsibility : Employees should “own” their work . They should hold themselves responsible for this completion and not feel as though they are being micromanaged. Advancement : Promotion opportunities should exist for the employee. Growth : The job should give employees the opportunity to learn new skills . This can happen either on the job or through more formal training.

14. Hygiene Factors Company policies : These should be fair and clear to every employee. They must also be equivalent to those of competitors. Supervision : Supervision must be fair and appropriate . The employee should be given as much autonomy as is reasonable. Relationships : There should be no tolerance for bullying or cliques. A healthy, amiable, and appropriate relationship should exist between peers, superiors, and subordinates. Work conditions : Equipment and the working environment should be safe , fit for purpose, and hygienic .

15. Contd., Salary : The pay structure should be fair and reasonable. It should also be competitive with other organizations in the same industry. Status : The organization should maintain the status of all employees within the organization. Performing meaningful work can provide a sense of status . Security : It is important that employees feel that their job is secure and they are not under the constant threat of being laid-off.

16.  Drive Theory Of Motivation According to the drive theory of motivation or drive theory, people behave a certain way to reduce the internal tension created in the body as a result of unfulfilled biological needs. The arousal or the state of inner tension that develops within the body due to these needs is known as a ‘drive’. The drive reduction theory believes the primary motivation behind all human action is the reduction of drives.

17. References https:// egyankosh.ac.in/bitstream/123456789/23799/1/Unit-1.pdf Mangal , S. K., & MANGAL, S . ( 2019).  Psychology of learning and development . PHI Learning Pvt. Ltd .. Chauhan , S. S. (2009).  Advanced educational psychology . Vikas publishing house.

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