UNIT- IV Motivation and

Leadership
Syllabus

Content based
Meaning &
Factors Motivation
Definition
Theories

Process Based
Motivation Types of Motives
Theories
What is Motivation

Desire or need to do something

Will to DO or NOT Do something

Definitions

 The state in which an organism experiences an inducement or

incentive to do something
(Rathus, 2014, p.192)

 Internal and external factors that stimulate desire and energy in

people to be continually interested and committed to a job, role or
subject, or to make an effort to attain a goal.
Factors affecting motivation

• External and Internal

• Conscious and Unconscious
Factors • Biological- Social- Emotional
• Natural and Ephemeral
Classification of Motivation Theories

• WHAT motivates people

Content • concerned with individual needs and
theory goals

• HOW motivation occurs

Process
Theory
Content Theories

Maslow’s Hierarchy of Needs- Abraham Maslow 1943

Alderfer’s ERG theory- Clayton Paul Alderfer 1969

Herzberg’s Two Factor Theory- Frederick Herzberg 1959

McClelland’s Achievement Need Theory- David McClelland

Incentive Theory- Clark Hull & Ors. (Started from 1940s)

Maslow’s Hierarchy of Need

 Maslow introduced the concept of Hierarchy of needs in his article

named “A theory of Human Motivation” published in 1943.
 According to this theory, individual strives to seek a higher need
when lower needs are fulfilled.
 Once a lower-level need is satisfied, it no longer serves as a source
of motivation.
 Needs are motivators only when they are unsatisfied.
Alderfer’s ERG Theory

 In 1969, Clayton P. Alderfer, simplified Maslow’s theory by categorizing hierarchy of

needs into three categories:

Growth

Relatedness

Existence
 Alderfer’s ERG theory of motivation builds on Maslow’s Hierarchy of Needs.
 It states that humans have three core types of need: Existence, Relatedness and
Growth.
 These needs may be of different levels of priority for different individuals, and
their relative importance for an individual may vary over time.
 They can move upwards, and they can move downwards.
Herzberg’s Two Factor Theory

 Frederick Herzberg, introduced his Two Factor Theory in 1959.

 He suggested that there are two kinds of factors affect motivation

Hygiene

Motivators
Hygiene Factors

 A series of hygiene factors create dissatisfaction if individuals

perceive them as inadequate or inequitable, yet individuals will not
be significantly motivated if these factors are viewed as adequate or
good.
 Hygiene factors are extrinsic
 Include factors such as salary or remuneration, job security and
working conditions.
Motivators

 They are intrinsic factors.

 Such as sense of
i. achievement
ii. Recognition
iii. responsibility, and
iv. personal growth.
 Herzberg theory conforms with satisfaction theories
which assert that “a satisfied employee tends to work in
the same organization but this satisfaction does not
always result in better performance”.
 Satisfaction does not correlate with productivity.
McClelland’s Achievement Need Theory

 In his 1961 book named as “The Achieving Society”, David

McClelland identified three basic needs that people develop and
acquire from their life experiences .
 These motivators are not inherent; we develop them through our
culture and life experiences.
 Also known as Three Needs Theory, Acquired Needs Theory,
Motivational Needs Theory, and Learned Needs Theory.
Three basic needs

Need for
Need for power
Achievement

Need for
Affiliation
Needs for achievement

 The person who have a high need for achievement seeks

achievement and tries to attain challenging goals.
 There is a strong need for feedback as to achievement and progress,
and a need for a sense of accomplishment.
 The person who have a high achievement need likes to take
personal responsibility.
Need for Affiliation

 Wants to belong to the group.

 Wants to be liked, and will often go along with whatever
the rest of the group wants to do.
 Favors collaboration over competition.
 Doesn't like high risk or uncertainty.
Need for Power

 Wants to control and influence others.

 Likes to win arguments.
 Enjoys competition and winning.
 Enjoys status and recognition.
Process Theories

Expectancy Goal Theory- Adams’ Equity

Theory- Victor H. Edwin Locke Theory- John
Vroom 1964 1968 Stacey Adam 1963
Expectancy Theory

 Victor H. Vroom, developed the expectancy theory in 1964, producing a

systematic explanatory theory of workplace motivation.
 Expectancy Theory argues that humans act according to their conscious
expectations that a particular behavior will lead to specific desirable goals.
 This theory asserts that the motivation to behave in a particular way is
determined by an individual’s expectation that behavior will lead to a particular
outcome, multiplied by the preference or valence that person has for that
outcome.
 Individual Effort

Individual Performance

Organizational Rewards

Personal Goals
Attractiveness

Bonus,
Work hard Promotion

Appraisal
Components of Expectancy Theory

• The belief of the person that her/his effort (E) will

Expectancy result in attainment of desired performance (P) goals.

• The belief of the person that she/he will receive a

Instrumentality reward (R) if the performance (P) expectation is met.

• The value of the reward according to the person

Valence
Formula for motivation

Expectancy Instrumentality Valence Motivation

Goal Theory

 Edwin Locke proposed Goal Theory in 1968.

 It proposes that motivation and performance will be high if
individuals are set specific goals which are challenging, but
accepted, and where feedback is given on performance.
Setting specific goals generates higher levels of performance
than setting general goals

The goals that are hard to achieve are linearly and positively
connected to performance. The harder the goal, the more a
person will work to reach it.
Adams’ Equity Theory

 Developed by John Stacey Adams in 1963

 Equity Theory suggests that if the individual perceives that the rewards received are
equitable, that is, fair or just in comparison with those received by others in similar
positions in or outside the organization, then the individual feels satisfied.
 Adams asserted that employees seek to maintain equity between the inputs that they bring
to a job and the outcomes that they receive from it against the perceived inputs and
outcomes of others.
Types of motives

Biological Social Personal

Biological Motives (Primary Motives)

Hunger Thirst Sex Need for

Oxygen
Regulation of Need for Need for Elimination Maternal
Body sleep avoidance of of Waste Drive
Temperature pain
Social Motives

Achievement Motive

Aggressive Motive

Power Motive
Acquisitive Motive

Curiosity Motive

Gregariousness
Personal Motives

Levels of
Force of Habit Goals of Life
Aspiration

Attitudes & Unconscious

Interests Motivation
Leadership