THEORIES OF MOTIVATION

PROCESS THEORY

Introduction
Robert Dubin has defined motivation as something that moves the person to action and continues him in the course of action already initiated.

It may also be defined as the process of simulating someone to adopt a desired course of action.

Theories of Motivation
Models

Early Theories
Human Relations Model

Contemporary Theories

Scientific Management

Content Theories

Process Theories

Theory Z

Achievement Theory

ERG Theory

Hygiene Theory

Need Hierarchy Theory Equity Theory

Theory X & Theory Y

Performance Satisfaction Theory

Goal Setting Theory

Reinforcement Theory

Expectancy Theory

Process Theories
Process theory describes the process through which needs are translated into behaviour. Basically, process theories of motivation focus on how workers

influence their own behavior.

Process theories of motivation are about a cognitive rational process. They concentrate on the psychological and behavioural processes that motivates an individual.

Theory X & Theory Y

Proposed by Douglas McGregor.
Theory X

Theory Y

Dislike for work. Unambitious and prefer to be directed by others. Avoid responsibility. Lack creativity and resist change. Focus on physiological and safety needs to motivate. External control and close supervision is required. Centralisation of authority and autocratic leadership.

Work is natural like rest or play. Ambitious and capable of directing their own behaviour. Accept & seek responsibility under proper conditions. Creativity widely spread. Social-esteem and self-actualisation are sources of motivation.

Self-direction and self-control.

Decentralisation and participation in decision-making. Democratic leadership.

Motivation Model
THEORY X
Management Staff

THEORY Y

Tight Control and no development

Giving responsibility, liberating and developmental.

Staff Management

Vrooms Expectancy Theory

Proposed by Victor Vroom, states that motivation is a process which

ultimately leads to satisfaction. It says that individuals preference is

related to the outcome, and expected outcome determines motivation. Its basically a relationship between effort, performance

and reward.
These are:

Effort - Performance Relationship

Performance - Reward Relationship

Rewards - Personal Goal Relationship.

This theory is also known as the VIE theory of motivation. The

concepts in the theory are:

Valence - It is the strength of ones preference for a particular outcome.

Instrumentality - It is the strength of belief about the certainty of an outcome.

Expectancy - It is a belief that efforts will lead to

performance and outcome.
Motivation=(Valence Instrumentality Expectancy)

Motivation Model
Person exerts work effort Workrelated outcomes

To achieve

Task performance

And realise

Expectancy Can I achieve the desired level of task performance?

Instrumentality What work outcomes will be received as a result of the performance?

Valence How highly do I value work outcomes?

Equity Theory
Proposed by J.Stacy Adams. It is based on the assumption that

members of an organisation expect justice, balance and

fairness in the treatment of their employers. The two main variables are inputs and outputs.

Inputs - Contribution which an individual perceives that he puts

into his job. Output - Rewards which the individual receives from the organisation and form his job.

Motivation Model

Personal Rewards & Personal Inputs

Are compared to

Others Rewards & Others Inputs

With the result

Perceived Equity The individual is satisfied and does not change behaviour.

Perceived Inequity The individual feels discomfort and acts to eliminate the inequity.

Useful guidelines to Managers

Firstly, it tells the manager equity motive is one of the important motives of employees.

Secondly, perceptions and feelings are as important in

motivation.

Thirdly, while determining a wage and salary structure in the organisation managers must pay attention to equity considerations.

Reinforcement Theory
Proposed by B.F.Skinner, states that individuals behaviour is a

function of its consequences. It overlooks the internal state and

focuses totally on individuals external action. Following methods are used according to this theory:

Positive reinforcement Negative reinforcement

Punishment
Extinction.

Motivation Model
Positive Applies stimulus Negative Removes stimulus

Reinforcement Increase the frequency of desirable behaviour. Punishment Decreases the frequency of undesirable behaviour. Positive Punishment Negative Punishment

Positive Reinforcement

Negative Reinforcement

Motivation Model
Praise Positive Reinforcement

Correct Refrain from public reprimand Negative Reinforcement

Prepare Report

Offer no price

Extinction

Incorrect

Reprimand

Punishment

Performance Satisfaction Theory

Proposed by Porter and Lawler. It is based on the assumption that satisfaction leads to performance and dissatisfaction limits the performance of individuals. The effort expended to accomplish a task is determined by the perceived value of rewards that will result from finishing the task and the probability that those rewards will materialize.

Concepts of the Model

Value of rewards : An individual evaluates the reward that he is

likely to receive after the performance of the task.

Perceived effort reward probability : An individual places a probability of receiving a reward for the effort put forward by him.

Effort : The effort of an individual expends in relation to the

rewards perceived by him.

Abilities & Traits : The effort that an individual is willing to expend depends on this.

Role perception : A role is the expected way of behaviour of an

individual.

Performance : This is related to the accomplishment of tasks or attaining goals.

Intrinsic rewards : The rewards that is received while the job is being performed.

Extrinsic reward : Rewards that are received after the job is completed.

Perceived equitable rewards : The feeling of an individual that the

reward is fair and equitable to the effort he expends.

Satisfaction : This is the degree of contentment an individual feels.

Motivation Model

1.Value of Reward

4. Abilities & Traits 7. Intrinsic Rewards

9. Perceived equitable rewards

3. Effort

6. Performance (Accomplishment)

10. Satisfaction

2. Perceived effort reward probability

5. Role Perception

8. Extrinsic Rewards

Goal Setting Theory

Proposed by Edwin Locke, states that goal setting is essentially

linked to task performance.

Features

Possibilities of the Theory

Willingness to work Specific & clear goal Realistic and challenging goal Better and appropriate feedback Employees participation

Self-efficiency Goal commitment

Motivation Model

Goals need to be Specific Difficult Participatively set

Goals Motivate by Directing attention Encouraging effort Encouraging persistence Fostering goal attainment strategies and action plans.

Improved performance

Feedback on performance.

References

Organizational Behavior - Sarma V.S. Veluri Business Management - Dr. C.B. Gupta.