Subject : Organizational Behavior
Course code: 22MBADSE103
Semester - I
MODULE 5
Motivation
Learning Outcomes
• Appraise the implications of motivational
theories in the modern context
Content
Definition and importance, Theories of motivation
Content Theories - Need Hierarchy Theory, Hygiene
Motivation Theory, Existence Relatedness Growth
(ERG) Theory, Theory X-Y, Three needs theory.
Process Theories- Equity Theory, Expectancy Theory,
Application of motivation concepts at workplace
settings – Discussion
Pre-reads
• [Link]
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Motivation Meaning
• Encouragement
An encouraging or being encouraged
• Inspiration
A prompting of something to be written or said driving
force
• Incentive
Something that stimulates one to take action, work harder,
etc.; stimulus
• Stimulation
A pushing or goading toward action.
• Impetus
The definition of impetus is the force that makes something
happen or that makes a body move.
Importance of Motivation
A set of energetic
• Increased employee commitment
forces that originate
• Improved employee satisfaction
• Ongoing employee development
within and outside an
• Improved employee efficiency employee that initiates
• Leads to stability of work force work-related effort and
determines its
direction, intensity,
and persistence
• What do you do?
• How hard do you do
it?
• How long do you do
it?
- MOTIVATION is derived from the
term “motive”.
- “MOTIVE” is an inner state that
energizes, activates or moves
and directs or channels
behavior towards goal.
- MOTIVATION is the process that
starts with a psychological or
physiological deficiency or need
that activates behavior or a
drive that is aimed at a goal or
“incentive”.
Three basic phases of motivation
- EFFORT
The strength of a person’s work related
behavior is determined by the amount of
effort devoted for the activity.
[Link]
- PERSISTENCE
Should be persistence in efforts i.e.
individuals should put their efforts
continuously until the goal is achieved.
- DIRECTION
The goal achievement requires a clear
direction in addition to persistent hard
work. Direction enhances the level and
quality of output.
NATURE OF MOTIVATION
i. Motivation is a continuous
process
ii. Motivation is a psychological
concept
iii. The entire individual is
motivated
iv. Frustrated individual fails to
be motivated
v. Goals lead to motivation
vi. The self-concept as a unifying
force
Types of Motivation
Positive Motivation Negative Motivation
• Based on reward • Based on fear or force
• Incentives • Punishes if the employee
• Improved performance don’t act accordingly
• Achieved by cooperation • Fear act as a push
of employees mechanism
• Employees have a feeling • Causes anger and
of happiness frustration
Motivation Process
Motivation Need Theories
Content Versus Process Motivation Theories
• Content theories
– explain why people have different
needs at different times
· Process theories
· describe the processes through which
needs are translated into behavior
Content Theories of Motivation
Maslow’s Alderfer’s Herzberg’s McClelland’s
Need Hierarchy ERG Theory Theory Learned Needs
Self- Need for
Actualization Achievement
Growth Motivators
Need for
Esteem
Power
Need for
Belongingness Relatedness
Affiliation
Safety Hygienes
Existence
Physiological
Maslow’s Need Hierarchy Theory
Organizational Aspects
• Job challenge, performance, advancement,
creativity, growth, training, self-image.
• Status, responsibilities, recognition
• Cohesive and supportive coworkers, teams,
other work groups, supervisors,
subordinates, customers
• Work safety, job security, health insurance
• Work place conditions (air, water,
temperature), base salary
Herzberg’s Two-Factor Theory
• Hygiene Factor - work condition related to
dissatisfaction caused by discomfort or pain, essential
for existence of motivation at workplace. These do not lead to positive satisfaction for
long-term.
– maintenance factor
– contributes to employee’s feeling not dissatisfied
– contributes to absence of complaints
Motivation Factor - work condition related to the
satisfaction of the need for psychological growth
– job enrichment
– leads to superior performance & effort
Motivational Factors
• The motivational factors
yield positive
satisfaction.
• These factors motivate
the employees for a
superior performance.
• These factors are called
satisfiers. These are
factors involved in
performing the job.
ERG Theory (Clayton Alderfer)
Existence Relatedness Growth (ERG) Theory
[Link] Needs
Include all material and physiological desires (e.g., food, water, air, clothing,
safety, physical love and affection). Maslow's first two levels.
[Link] Needs
Encompass social and external esteem; relationships with significant others
like family, friends, co-workers and employers . This also means to be
recognized and feel secure as part of a group or family. Maslow's third and
fourth levels.
[Link] Needs
Internal esteem and self actualization; these impel a person to make creative
or productive effects on himself and the environment (e.g., to progress
toward one's ideal self). Maslow's fourth and fifth levels. This includes desires
to be creative and productive, and to complete meaningful tasks.
Theory X - Y
Theory Y - a set of
SA assumptions of how to
Esteem manage individuals
motivated by higher
Love (Social) order needs
Theory X - a set of
Safety & Security assumptions of how to
manage individuals
motivated by lower
Physiological
order needs
Assumptions About People Based on
Theory X -Y
Adapted from Table 5.1 which is from “The Human Side of Enterprise” by Douglas M. McGregor, reprinted from Management Review, November 1957. Copyright 1957
American Management Association International. Reprinted by permission of American Management Association International, New York, NY. All rights reserved.
[Link]
Three needs theory
theory - McClelland's
of needs
▪ McClelland's theory of needs states that the need for achievement (nAch), the need for
power (nPow), and the need for affiliation (nAff) help explain motivation.
Contd…. Three needs theory
• Need for Achievement (nAch)
– The drive to excel, to achieve in relation to a set of standards, to strive to
succeed
• Need for Power (nPow)
– The need to make others behave in a way that they would not have behaved
otherwise
• Need for Affiliation (nAff)
– The desire for friendly and close interpersonal relationships
• People have varying levels of each of the three needs.
– Hard to measure
PROCESS THEORIES
Process Theories
Process theory: Why and how motivation occurs?
The process theories on the other hand explore how behavior is
caused, sustained or stopped by the motivational factors. There are four
predominant process theories that include reinforcement, expectancy,
equity and goal setting. The process theories mainly imply that individual
choices are based on preferences, reward factors and sense of
accomplishment.
Equity theory/Organizational Justice
Expectancy theory
Managerial Implications of Expectancy theory
According to Expectancy theory-
Motivation= Valence x Instrumentality x
Expectancy
Motivation is fostered when the employee
believes three things:
That effort will result in performance
That performance will result in
outcomes
That those outcomes will be valuable
Article discussion Expectancy Theory
• [Link]
[Link]/en/em
ployee-motivatio
n-theories/vroo
m-expectancy-m
otivation-theory.
php
• Interactive
session with an
Equity Theory
• What emotion do you
feel in this case?
• What methods can be
used to restore equity?
Equity Theory
• Stems from the sense of people’s justice and
fairness.
• Workers seek a fair balance between the
effort put in a job and what they obtain out of
it.
Adam’s Equity Theory
Relevant Information
Activities –
1. Case Study: Need-Based Perspectives on Motivation
• [Link]
nts/cases/[Link]
2. Case Study - Process-Based Perspectives on Motivation
• [Link]
nts/cases/[Link]
3. LinkedIn course –
The role of HR in workplaces ([Link])(52
Min)
4. Industry Practitioner’s session
Relevant Information
Additional Reading
[Link]
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Videos
Motivation
[Link]
motivational+videos+from+linkdein&aqs
=chrome..69i57j33i10i160.55719j0j15&sourceid=chrome&ie=UTF-8
[Link]
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Happy Learning!!