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Theories of Motivation

The document discusses several theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's theory of needs, goal setting theory, self-efficacy theory, expectancy theory, and self-determination theory. These theories aim to explain what motivates individuals and how motivation can be increased in work and other contexts.

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Udit Raj
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42 views36 pages

Theories of Motivation

The document discusses several theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's theory of needs, goal setting theory, self-efficacy theory, expectancy theory, and self-determination theory. These theories aim to explain what motivates individuals and how motivation can be increased in work and other contexts.

Uploaded by

Udit Raj
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Theories of Motivation

Motivation

The processes that account for an individual’s intensity, direction and


persistence of effort toward attaining a goal.
Motivation: 3 key elements

Intensity - how hard you try

Direction - quality, alignment

Persistence - how long can you maintain it


Early Theories of Motivation
Maslow’s Hierarchy of Needs
Two-Factor Theory
McClelland’s Theory of Needs
Maslow’s Hierarchy of Needs

As each need becomes substantially


satisfied, the next one becomes dominant
Maslow’s Hierarchy of Needs

So if you want to motivate someone, you need to understand what level of the
hierarchy that person is currently on and focus on satisfying needs at or
above that level.
Two-Factor Theory

Frederick Herzberg

“What do people want from their jobs?”

- describe situations in which people felt


exceptionally good or bad about their jobs.
Two-Factor Theory

Motivation Hygiene Theory: A theory that relates intrinsic factors to job


satisfaction and associates extrinsic factors with dissatisfaction

Satisfaction?

Dissatisfaction?
Two-Factor Theory
Hygiene factors:

Factors such as company policy


and administration, supervision,
and salary - that, when adequate
in a job, placate workers.

When these factors are


adequate, people will not
be dissatisfied.
Two-Factor Theory
McClelland’s Theory of Needs

David McClelland & his associates

A theory that states achievement, power,


and affiliation are three important
needs that help explain motivation.
McClelland’s Theory of Needs
McClelland’s Theory of Needs
McClelland’s Theory of Needs

Relationship between nAch & Job performance:

- Strong motivation when high degree of personal responsibility,


feedback, & intermediate degree of risk

- High need to achieve does not necessarily make someone a good


manager

- Affiliation & power tend to be closely related to managerial success


Contemporary Theories of
Motivation
Self-Determination Theory
Goal Setting Theory
Self-Efficacy Theory
Expectancy Theory
Self-Determination Theory

People prefer to feel they have control over their actions, so anything that
makes a previously enjoyed task feel more like an obligation than a freely
chosen activity will undermine motivation.
Self-Determination Theory

Beneficial effects of intrinsic motivation and harmful effects of extrinsic


motivation.

Cognitive evaluation theory: extrinsic rewards will reduce intrinsic interest in a


task.

When people are paid for work, it feels less like something they want to do and
more like something they have to do.
Self-Determination Theory
Extrinsic motivation - quantity of work

Intrinsic motivation - quality of work

Intrinsic motivation predicts performance whether or not there are incentives,


however, it may be less of a predictor when incentives are tied to
performance directly (such as with monetary bonuses) rather than indirectly.
Self-Determination Theory

Self-concordance: The degree to which people’s reasons for pursuing goals


are consistent with their interests and core values.

People who pursue work goals for intrinsic reasons are more satisfied with
their jobs, feel they fit into their organizations better, and may perform better.
Self-Determination Theory

Individuals who pursue goals because of intrinsic interest:

- more likely to attain goals are


- happier when they do
- and are happy even if they do not
Self-Determination Theory

Extrinsically motivated people can still perform acceptably, though they


experience higher levels of strain.

People who pursue goals for extrinsic reasons:

- are less likely to attain goals


- less happy even when they do
Self-Determination Theory

So takeaway:

You: Try and choose your work for intrinsic reasons

Managers: Provide intrinsic & extrinsic motivation


Goal-Setting Theory

Edwin Locke

Goal specificity, challenge,


and feedback on performance

Intentions to work toward a goal are considered


a major source of work motivation
Goal-Setting Theory

specific goals increase performance;

difficult goals, when accepted, result in higher performance than do easy


goals;

feedback leads to higher performance than does non-feedback

Wait, but WHY?


Goal-Setting Theory
1. Specificity seems to act as an internal stimulus
2. Once hard task is accepted, you put in more effort
3. Feedback highlights discrepancies and provides direction

Self-generated feedback: monitor their own progress or receive feedback


from the task process itself - is more powerful than externally generated feedback.

Will you work harder if you set your own goals?


Goal-Setting Theory
Factors influencing goal-performance relationship:

1. Goal Commitment: believes can achieve it, wants to achieve it


a. Goals are made public, self-set, internal locus of control, based on ability

2. Task Characteristics: simple/well-defined, well-learned, independent,


achievable

3. National Culture: Collectivist? Individualist?


Goal-Setting Theory

Promotion Focus: A self-regulation strategy that involves striving for goals


through advancement and accomplishment.

Preventive Focus: A self-regulation strategy that involves striving for goals by


fulfilling duties and obligations.
Goal-Setting Theory
Set goals that are tangible, verifiable and measurable.
Self-Efficacy Theory

Belief in one's ability to succeed in


specific situations or accomplish a task.

Social-Cognitive Theory
OR
Social Learning Theory
Self-Efficacy Theory

People with low self-efficacy are more


likely to lessen their effort or give up
altogether, while those with high
self-efficacy will try harder to master
the challenge.
Self-Efficacy Theory

Ways to increase self-efficacy


Self-Efficacy Theory

Feedback & Self-Efficacy:

Individuals high in self-efficacy seem to respond to negative feedback with


increased effort and motivation, while those low in self-efficacy are likely to
lessen their effort after negative feedback.
Expectancy Theory
Victor Vroom

(Strength) Tendency to act in a


certain way depends on the strength
of an expectation that the act will be
followed by a given outcome and
on the attractiveness of that
outcome to the individual.
Expectancy Theory

You will be motivated to exert a high level of effort when you believe that it
will lead to a good performance appraisal,

A good appraisal will lead to organizational rewards such as salary increases


and/or intrinsic rewards, and that the rewards will satisfy you personal goals.
Expectancy Theory
Expectancy Theory

If I give maximum effort, will it be recognised in my appraisal?

If I get good appraisal, will there be any organisational rewards?

If I am rewarded, are the rewards attractive to me?

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