MOtivation Theories
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The document discusses various theories of motivation. It defines motivation as the individual forces that account for the direction, level, and persistence of a person's effort. It outlines two types of motivation theories: content theories, which focus on individual needs, and process theories, which focus on cognitive processes. Several prominent motivation theories are then summarized, including Maslow's hierarchy of needs, McGregor's Theory X and Theory Y, ERG theory, equity theory, expectancy theory, cognitive evaluation theory, self-efficacy theory, and reinforcement theory.
MOtivation Theories
- 2. What is Motivation? Motivation Individual forces that account for the direction, level, and persistence of a person’s effort expended at work. • Direction - an individual’s choice when presented with a number of possible alternatives. • Level - the amount of effort a person puts forth. • Persistence - the length of time a person sticks with a given action.
- 3. Two types of motivation theories – Content theories • Focus on individual needs – that is, physiological or psychological deficiencies that we feel a compulsion to reduce or eliminate. – Process theories • Focus on the thoughts, or cognitive processes, that take place within the minds of people and that influence their behavior. THEORIES OF MOTIVATION
- 4. THEORIES OF MOTIVATION CONTENT THEORIES – Abraham Maslow's Hierarchy of Needs Theory – Douglas McGregor’s Theory X and Theory Y – ERG Theory – Frederick Herzberg’s Two- Factor Theory
- 5. PROCESS THEORIES – Victor H Vroom Expectancy Theory – Equity Theory – Cognitive Evaluation Theory – Self- Efficacy Theory – Reinforcement Theory
- 7. NEED HOME JOB SELF- ACTULISATION Education, Religion, Hobbies, Personal growth Training, Advancement, Growth, Creativity ESTEEM Approval of family, Friends, Community Recognition, High status, Responsibilities BELONGINGNESS Family, Friends, Clubs Teams, Departments, Coworkers, Clients, Supervisors, Subordinates SAFETY Freedom from war, poison, violence Work safety, job security, Health insurance PHYSIOLOGICAL Food, Water, Sex Heat, Air, Basic salary
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- 9. Theory X In this theory, management assumes employees are inherently lazy and will avoid work if they can and that they inherently dislike work Theory Y In this theory, management assumes employees may be ambitious and self-motivated and exercise self-control.
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- 13. Clayton Paul Alderfer further developed Maslow's hierarchy of needs by categorizing the hierarchy into his ERG theory (Existence, Relatedness and Growth). a) Existence group: concerned with providing the basic material existence requirements of humans. b)Relatedness : the desire people have for maintaining important interpersonal relationships c) growth needs: an intrinsic desire for personal development. These include the intrinsic component from Maslow's esteem category and the characteristics included under self-actualization.
- 14. PROCESS THEORIES – Equity Theory – Cognitive Evaluation Theory – Victor H Vroom Expectancy Theory – Self- Efficacy Theory – Reinforcement Theory
- 15. 1) Equity theory
- 17. 2) Cognitive Evaluation Theory
- 18. Cognitive Evaluation Theory is designed to explain the effects of external consequences on internal motivation. CET uses three propositions to explain how consequences affect internal motivation: a) External events set will impact intrinsic motivation for optimally challenging activities to the extent that they influence perceived competence.
- 19. b) Events relevant to the initiation and regulation of behavior have three potential aspects, each with a significant function (informational aspect, controlling aspect, amotivating). c) Personal events differ in their qualitative aspects and, like external events, can have differing functional significances. Events deemed internally informational facilitate self- determined functioning and maintain or enhance intrinsic motivation.
- 20. 3) VROOM’S EXPECTANCY THEORY 3. Rewards-Personal goals relationship = Valence 1. Effort-Performance relationship = Expectancy 2. Performance-Rewards relationship = Instrumentality Individual Effort Individual Performance Personal Goals Organizational Rewards 1 2 3
- 21. Expectancy theory proposes, the motivation of the behavior selection is determined by the desirability of the outcome.
- 22. 4) Self- Efficacy Theory (social cognitive or social learning theory) Self-efficacy is the extent or strength of one's belief in one's own ability to complete tasks and reach goals. Self-efficacy affects every area of human behaviour. By determining the beliefs a person holds regarding his or her power to affect situations, it strongly influences both the power a person actually has to face challenges competently and the choices a person is most likely to make.
Editor's Notes
- #20: informational aspect facilitates an internal perceived locus of causality and perceived competence, thus positively influencing intrinsic motivation. controlling aspect facilitates an external perceived locus of causality (a person’s perception of the cause of success or failure), thus negatively influencing intrinsic motivation and increasing extrinsic compliance or defiance. amotivating aspect facilitates perceived incompetence, and undermining intrinsic motivation while promoting disinterest in the task.