motivation theroy

PREPARED BY: Surbhi Sharma MBA 3rd Sem.

RCEW

What motivates you? What motivated you to attend class today? What motivates you to go to work

everyday? What motivates you to spend time with

friends and family?

The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.

Key Elements

1. Intensity: how hard a person tries

2. Direction: toward a beneficial goal

3. Persistence: how long a person tries

What Is Motivation?

Direction

PersistenceIntensity

Energizes behaviors Directs behaviors Enables persistence towards a goal Exists in varying strengths

Needs theories Maslow’s

hierarchy of needs

Herzberg’s two factor theory

Process theories• Expectancy Theory• Goal Setting Theory

Maslow’sMaslow’sHierarchyHierarchyof Needsof Needs

Self

Esteem

Social

Safety

Physiological

.

Satisfied needs cease to motivate students When threatened, student needs become

more basic Self-actualization drives people to utilize

their most unique abilities

Needs theories Maslow’s

hierarchy of needs

Herzberg’s two factor theory

Process theories• Expectancy Theory• Goal Setting Theory

Hygiene Factor - work condition related to dissatisfaction caused by discomfort or pain◦ maintenance factor◦ contributes to employee’s feeling not

dissatisfied◦ contributes to absence of complaints

Motivation Factor - work condition related to the satisfaction of the need for psychological growth◦ job enrichment◦ leads to superior performance & effort

Hygiene factors avoid job dissatisfaction

• Company policy & administration

• Supervision• Interpersonal relations• Working conditions• Salary• Status• Security

• Achievement• Achievement recognition • Work itself• Responsibility• Advancement• Growth

• Salary?

Motivation factors increase job satisfaction

Maslow Herzberg

Hygiene

Motivators

Factors

Social

Safety

Physiological

Self-Actualization

Esteem

Reflection…Reflection…

• summarize what you have summarize what you have learnedlearned

• make a connection from make a connection from your experience your experience • ask a questionask a question

Needs theories Maslow’s

hierarchy of needs

Herzberg’s two factor theory

Process theories• Expectancy Theory• Goal Setting Theory

Performance RewardEffort

Perceived value of reward

Perceived effort -performance probability

Perceived performance - reward probability

“If I work hard,will I get the jobdone?”

“What rewardswill I get when the job is well done?”

“What rewardsdo I value?”

Needs theories Maslow’s

hierarchy of needs

Herzberg’s two factor theory

Process theories• Expectancy Theory• Goal Setting Theory

*******************

GoalsSpecificDifficultAccepted

Effects on PersonEnergizes

Directs attentionEncourages persistencyEncourages hard work

Feedback

Performance

Goal setting is generally accepted as among the most valid and useful motivation theories in educational environments, industrial and organizational psychology, human resource management, and organizational behavior.

It's important to strike an appropriate balance between a challenging goal and a realistic goal. Setting a goal that you'll fail to achieve is possibly more de-motivating than setting a goal that's too easy. The need for success and achievement is strong, therefore people are best motivated by challenging, but realistic, goals.

Encouraging thedevelopment of goal-attainment strategies

or action plans

IncreasingTEAM’S persistence

RegulatingTEAM’S effort

DirectingTEAM’S attention

GoalsMotivate TEAMS

by...

Taskperformance

Goals

Difficult Goals Lead to Higher Performance.Difficult Goals Lead to Higher Performance.- Easy goals produce low effort and low motivation because the goal is too easy to achieve.- Impossible goals ultimately lead to lower performance

and low motivation because people begin to experience failure.

Specific Difficult Goals Lead to Higher Performance Specific Difficult Goals Lead to Higher Performance for Simple Rather Than Complex Tasks.for Simple Rather Than Complex Tasks.- Specific goals impair performance when employees do not have clear strategies for success

Feedback Enhances The Effect of Specific, Difficult Feedback Enhances The Effect of Specific, Difficult Goals.Goals.- Goals and feedback should be used together.

Insights from Goal-Setting ResearchInsights from Goal-Setting Research

Reflection…Reflection…

• summarize what you have summarize what you have learnedlearned

• make a connection from make a connection from your experience your experience • ask a questionask a question

GOOD LUCKGOOD LUCK

THANK YOU