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MOTIVATION THEORIES

 MOTIVATION:  

Set of policies, procedures, practices and plans to motivate employees, in order to enhance their contentment, efficiency, and loyalty for the organization to achieve organizational goals. 

MOTIVATION PROCESS  

UNSATISFIED NEED    TENSION      DRIVES      SEARCH BEHAVIOR        SATISFIED NEED      REDUCTION OF TENSION 

1. EBRAHAM MASLOW’S THEORY OF HIERARCHY OF NEEDS 

Physiological needs (thirst, hunger and sex etc)  

Safety and Security (safety of life and security) 

Belonging & Love (To be loved and liked by others)  

Self Esteem(To be treated and respected equally) 

Self Actualization (Achieving one’s highest perceived position)  


2. FREDERICK HERZBERG’S TWO FACTOR THEORY 

  1. HYGIENE FACTORS 
  2. DISSATISFIERS
  3. Working Conditions
  4.   Company policies
  5.  Supervision
  6. Good Salary
  7.  Job Security  
  8.   Relation With Coworkers  
      9. Promotion 

 MOTIVATORS

  1. SATISFIERS
  2.  Challenging Work
  3. Authority
  4. Responsibility
  5. Advancement
  6. Growth
  7. Recognition
       8. Achievements 

3. MCCLELLEND’S THREE FACTOR THEORY 

Need for achievements

Need for Recognition

Need for power

4. EXPECTANCY THEORY OF VICTOR VROOM    

Individual’s work is based on the expectation that the act will be followed by a positive outcome. 

 5. EQUITY MODEL OF J. STAY ADAM 

Employees compare their input and output with others colleagues and see how fairly are they treated. 

6. REINFORCEMENT THEORY OF B. F SKINNER 

Behavior is the function of its consequences, rewards or punishments. 

7. GOAL SETTING THEORY OF EDWIN LOCKE 

In order to motivate, employees should be given proper and achievable goals, and the goals should be settled through their involvement.   

8. HACKMAN & OLDHAM JOB CHARACTERISTIC THEORY 

In their theory, Hackman and Oldham have emphasized that if the jobs possess core job characteristics as mentioned below, will lead to particular critical psychological states which will result in the positive outcome as mentioned below. 

CORE JOB CHARACTERISTICS 

  • Skill variety
  • Task identity
  • Task significance
  • Autonomy
  •  Feedback from job 


CRITICAL  PSYCHOLOGICAL STATES 

Meaningfulness Of Work  

Responsibility For Outcome Of Work 

 Knowledge Of Actual Work Results 


OUTCOME 

High Internal Work Motivation  

High Growth Satisfaction  

High Work Efficiency & Effectiveness 


MODERATORS  

Knowledge & Skills  

Growth Need Strength  

Context Satisfactions (Hygiene Factors)  

H & O mentioned that the above mentioned positive results can be achieved only in the presence of certain moderating factors. This means that if the employees do not possess required skills for accomplishing the job, or do not have the drive for growth or the hygiene factors (as mentioned by Herzberg) do not exist in the organization, the required or expected results cannot be achieved from the job.  

IMPORTANCE OF MOTIVATION  

Reduces Tension 

Satisfies needs  

Enhances Efficiency  

Enhances Loyalty  

Enhances Organizational Productivity 

 Quality Products  

Customer Satisfaction  

Company’s Success 

BASIC ASSUMPTIONS ABOUT MOTIVATION  

Commonly Assumed to be a good thing.Motivation is only one of the factors to enhance the productivity of the worker, other factors, like, employee’s personal features, like efficiency, education, skills, mental trends, intentions, training, and working conditions and situational factors cannot be overlooked. 

Motivation should be periodically reviewed. Motivation should not be viewed by a manager’s own perspective.All people cannot be motivated through the same ways. Motivation is a tool for manager to understand the various factors of their employees, like, efficiency, education, skills, mental trends, intentions And behavioral patterns and it leads toward better understanding of human behavior and helps managers to plan well. 



 


 






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