Organisational Behaviour

&
Human Resources Management

MBA ( BA & QF) Sem- I (Batch 2020- 2022)

Presented by: Prof. Harshita Mankad Varghese

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 Motivation - Contemporary Theories of
Motivation, Self-Determination Theory, Job
Engagement,
Lecture 7

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Contemporary Theories of Motivation
Learned Needs Theory

Goal Setting Theory

Reinforcement Theory

Equity Theory

Expectancy Theory
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Learned Needs Theory - McClelland
David McClelland built on this work in his 1961 book, "The Achieving Society."

He identified three motivators that he believed we all have:

1. A need for ACHIEVEMENT
2. A need for AFFILIATION
3. A need for POWER.

People will have different characteristics depending on their dominant motivator. These motivators are not inherent
and we develop them through our culture and life experiences.

According to McClelland, these motivators are learned (which is why this theory is sometimes called the Learned Needs Theory).
McClelland says that, regardless of our gender, culture, or age, we all have three motivating drivers, and one of these will be our dominant motivating
driver. This dominant motivator is largely dependent on our culture and life experiences.

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Learned Needs Theory - McClelland

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Goal Setting Theory
In 1960’s, Edwin Locke put forward the Goal-setting theory of motivation. This theory states that goal
setting is essentially linked to task performance.

It states that specific and challenging goals along with appropriate feedback contribute to
higher and better task performance.

In simple words, goals indicate and give direction to an employee about what needs to be done and
how much efforts are required to be put in.

1. Clear, particular and difficult goals are greater motivating factors than easy, general and vague
goals.
2. Goals should be realistic.
3. Employee participation is not mandatory in goal setting, though it is preferred.

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Reinforcement Theory
Reinforcement theory of motivation was proposed by BF Skinner and his associates ( Book : Schedules of
Reinforcement in 1957).

It states that individual’s behaviour is a function of its consequences.

It is based on “law of effect”, i.e, individual’s behaviour with positive consequences tends to be repeated, but
individual’s behaviour with negative consequences tends not to be repeated.

Positive Negative Punishment Extinction

Reinforcement Reinforcement (Removing positive (Removing negative
( Introducing positive (Removing negative consequences) consequences)
consequences) consequences)

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Self Determinism
In psychology, self-determination is an important concept that refers to each person's ability to
make choices and manage their own life. This ability plays an important role in psychological
health and well-being. Self-determination allows people to feel that they have control over their
choices and lives.
Self-determination theory grew out of the work of psychologists Edward Deci and Richard Ryan, who
first introduced their ideas in their 1985 book Self-Determination and Intrinsic Motivation in Human
Behavior. They developed a theory of motivation which suggested that people tend to be driven by a
need to grow and gain fulfillment.

Self-determination theory suggests that people are motivated to grow and change by three
innate and universal psychological needs.

This theory suggests that people are able to become self-determined when their needs for
competence, connection, and autonomy are fulfilled.

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Self Determinism
The concept of intrinsic motivation, or engaging in activities for the inherent rewards of the behavior itself,
plays an important role in self-determination theory.

Two key assumptions of the theory:

The need for growth drives
behavior.
The first assumption of self-
determination theory is that
people are actively directed
toward growth.
Gaining mastery over challenges
and taking in new experiences
are essential for developing a
cohesive
10 sense of self.
Autonomous motivation is
important.
While people are often motivated
to act by external rewards such as
money, prizes, and acclaim
(known as extrinsic motivation),
self-determination theory focuses
primarily on internal sources of
motivation such as a need to gain
knowledge or independence
(known as intrinsic motivation).
Equity Theory
Adam’s Equity Theory, also known as the Equity Theory of Motivation, was developed in 1963 by John Stacey
Adams, a workplace behavioral psychologist.

Input Output

• The number of hours worked (effort). •Salary

•Bonus
• The commitment shown. •Pension
• The enthusiasm shown. •Annual holiday allowance
• The experience brought to the role. •Company car
• Any personal sacrifices made. •Stock options
•Recognition
• The responsibilities and duties of the •Promotion
individual in the role. • Performance appraisals
• The loyalty the individual has • Flexibility of work arrangements
demonstrated to superiors or the •Sense of achievement
organization. •Learning
• The flexibility shown by the individual, for
example, by accepting assignments at very
short notice or with very tight deadlines.
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Equity Theory

Individuals Others
Output Output

Individuals Others
Inputs Input

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Expectancy Theory
Victor Vroom's expectancy theory ( 1964) assumes that behavior results from conscious
choices among alternatives whose purpose it is to maximize pleasure and to minimize pain.

Vroom stresses and focuses on outcomes,

and not on needs unlike Maslow and
Herzberg. The theory states that the
intensity of a tendency to perform in a
particular manner is dependent on the
intensity of an expectation that the
performance will be followed by a definite
outcome and on the appeal of the
outcome to the individual.

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