MOTIVATION

Plan

I. Definition of motivation
II.The importance of motivation
III. The types of motivation
IV.Early Theories of Motivation
V.Contemporary Theories of Motivation
Introduction
I. Defining Motivation

Motivation is an internal process. Whether we define it as a drive or a need, motivation

is a condition inside us that desires a change, either in the self or the environment. When
we tap into this well of energy, motivation endows the person with the drive and
direction needed to engage with the environment in an adaptive, open-ended, and
problem-solving sort of way (Reeve, 2015).
McFarland "Motivation refers to the way in which urges, drives, desires, aspirations,
striving, needs direct, control or explain the behaviour of human beings."”
“Motivation is a general term applying to the entire class of drives, desires, needs,
wishes and similar forces that induce an individual or a group of people to work.” –
Koontz and O’Donnell
 I. Defining Motivation

The major component of motivation

Direction

Intensity Persistence
II. The importance of Motivation

 Finding ways to increase motivation is crucial because it allows us to change behaviour, develop
competences, be creative, set goals, grow interests, make plans, develop talents, and boost
engagement. Applying motivational science to everyday life. helps us to motivate employees,
coach athletes, counsel clients, and engage students.
 The benefits of motivation are visible in how we live our lives. As we are constantly responding
to changes in our environment, we need motivation to take corrective action in the face of
fluctuating circumstances. Motivation is a vital resource that allows us to adapt, function
productively, and maintain wellbeing in the face of a constantly changing stream of opportunities
and threats.
 III. The types of motivation
Intrinsic
Intrinsic motivation is not tangible and
difficult to measure (Internal)
Some examples include...
.Personal Enjoyment and Pleasure
.Skill development and Competency
.Power or Social Status
Extrinsic
Extrinsic motivation is tangible and usually
easily measurable (External) Some examples
include
.Commissions and Bonuses Extra
.Time Off and/or Vacations
.Promotion and Raises
III. Early theories of Motivation

Maslow’s hierarchy of needs Theory

McGregor’s Theory X & Theory Y
Herzberg’s two-factor Theory
Maslow’s hierarchy of needs
 Yes
Esteem needs Seek satisfaction of
Satisfied Self actualization needs

No
Concentrate on fulfilling
Seek satisfaction of esteem needs
Of esteem needs

Yes

Social needs
satisfied

Concentrate on fulfilling
No
of social needs

Seek satisfaction of
Social need

Yes

Safety Need
Satisfied
No
Concentrate on fulfilling
of safety needs

Seek satisfaction of
safety needs

Yes
Concentrate on fulfilling
Physiological needs No of Physiological needs
satisfied
McGregor’s Theory X & Theory Y
 Herzberg’s two factor Theory

EXTRINSIC AND INTRINSIC

RELATED AND RELATED
TO DISSATISFACTION TO SATISFACTION
IV. Contemporary theories of Motivation

 Goal-Setting Theory :
Management By Objectives (MBO)
 Reinforcement Theory
 Equity Theory
 Expectancy Theory
 Goal-Setting Theory :
Management By Objectives (MBO)
 MBO is a systematic way to use Goal-Setting.
 Goal must be smart :
 Specific
 Measurable
 Attainable
 Relevant
 Time based
 Four common ingredients to MBO programs :
 Goal Specificity
 Participative Decision Making
 Explicit Time Period
 Performance Feedback
 Reinforcement Theory

Theory says that behavior is a function of its consequences.

 Behaviour is environmentally caused
 Thought (internal cogitative event) is not important
 Feelings, attitudes, and expectations are ignored

 Behaviour is controlled by its consequences – reinforcers

 Is not a motivational theory but a means of analysis of behaviour
 Reinforcement strongly influences behaviour but is not likely to be the sole cause

11/03/2022
 Equity Theory

 Equity theory of Motivation was formulated by J. Stancy Adams. It is based on assumptions that members of
an organisation have a strong expectation of equity, fairness or justice in treatment, on the part of
management.
This theory is based on two assumptions about human behaviour :
1) Individuals make contributions (Inputs) for which they expect certain outcomes (Rewards).

2) Individuals decide whether or not a particular exchange is satisfactory, by comparing their inputs &
outcomes to those others in the form of a ratio.
 Vroom’s expectancy Theory of Motivation

The expectancy theory was formulated by Victor Vroom. According to this people will be motivated to do
things to reach a goal if they believe in the worth of that goal and if they can see that what they do will
help them in achieving it.
Conclusion
Thank you for your attention!