Presentation On Motivation Theory
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Motivation Theory Presentation Transcript:
1.Motivation
2.Definition The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal – specifically, an organizational goal.
Three key elements:
Intensity – how hard a person tries
Direction – effort that is channeled toward, and consistent with, organizational goals
Persistence – how long a person can maintain effort
3.Nature Of Motivation Internal Feeling
Complex Process
Continuous Process
Dynamic Process
Different From Satisfaction
4.MASLOW’S THEORY
5.Each of us is motivated by needs.
Maslow believed that we must satisfy each need in turn ,starting with the first , which deals with the most obvious need for survival itself.
Only when the lower needs of physical and emotional well being are satisfied are we concerned with the higher order needs of influence & personal development.
Conversely ,if the things that satisfy our lower order needs are swept away , we are no longer concerned about the maintenance of our higher order needs
6.Maslow’s Theory
Maslow’s theory maintains that a person does not feel a higher need until the needs of the current level have been satisfied. Maslow's basic needs are as follows:
7.Maslow’s Need Hierarchy
8.Basic Human Needs
Food
Air
Water
Clothing
9.Love and Belonging
Affection
Acceptance
Inclusion
10. Safety and Security
Protection
Stability
Pain Avoidance
Routine/Order
11.Esteem
Self-Respect
Self-Esteem
Respected by Others
Self-Actualization
Achieve full potential
Fulfillment
12.ALDERFER’S ERG Model
13.Existence Needs
14.Relatedness Needs
Desires for satisfying interpersonal relationships(such as involvement with family, friends, co-workers and employers). The third and fourth levels of Maslow.
15.Growth Needs
Desires for continued psychological growth and development(such as the desire to be creative, productive and to complete meaningful tasks ). Maslow's fourth and fifth levels.
16. E.R.G. Theory (Cont.)
Satisfaction-progression:
move up the hierarchy as needs are satisfied
Frustration-regression:
move down the hierarchy when a need is frustrated
Deficiency cycle:
more strongly desire existence needs when they are unsatisfied
Enrichment cycle:
more strongly desire growth needs when they are satisfied
17. The frustration-regression principle
The ERG theory acknowledges that if a higher level need remains unfulfilled, the person may regress towards lower level needs, which appear easier to satisfy. This is known as: the frustration-regression principle. This principle impacts workplace motivation. For example, if growth opportunities are not offered to the employees , they may regress towards relatedness needs, and socialize more with co-workers. If management can recognize these conditions early, steps can be taken to satisfy the frustrated needs until the subordinate is able to pursue growth again.
18. McCLELLAND’S Theory
-Need for Power (nPow).
-Need for Achievement (nAch)
-Need for Affiliation (nAff).
19. McClelland’s Theory(Contd.)
Strong Need for achievement people
The desire to do something better or more efficiently, to solve problems, or to master complex tasks. Take responsibility for results of behavior. Willing to take calculated risks. Set moderate achievement goals. Prefer to set performance standards for themselves. Prefer no routine tasks to routine assignments. Welcome feedback about how well they are doing.
20. McClelland’s Theory(Contd.)
Strong Need for Power people
The desire to control other persons, to influence their behavior, or to be responsible for other people. A finer distinction can be made between: The need for Personal Power and , The need for Social Power Focuses on "controlling the means of influencing the behavior of another person” Having strong effects on other people Means of influence: anything available to the person to control the behavior of another Actively searches for means of influence
21. McClelland’s Theory(Contd.)
Strong Need for Affiliation people
The desire to establish and maintain friendly and warm relations with other persons. Focuses on "establishing, maintaining, and restoring positive affective relations with others“. Want close, warm interpersonal relationships. Seek the approval of others, especially those about whom they care. Like other people, want other people to like them, and want to be in the company of others.
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Motivation Theory Presentation Transcript:
1.Motivation
2.Definition The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal – specifically, an organizational goal.
Three key elements:
Intensity – how hard a person tries
Direction – effort that is channeled toward, and consistent with, organizational goals
Persistence – how long a person can maintain effort
3.Nature Of Motivation Internal Feeling
Complex Process
Continuous Process
Dynamic Process
Different From Satisfaction
4.MASLOW’S THEORY
5.Each of us is motivated by needs.
Maslow believed that we must satisfy each need in turn ,starting with the first , which deals with the most obvious need for survival itself.
Only when the lower needs of physical and emotional well being are satisfied are we concerned with the higher order needs of influence & personal development.
Conversely ,if the things that satisfy our lower order needs are swept away , we are no longer concerned about the maintenance of our higher order needs
6.Maslow’s Theory
Maslow’s theory maintains that a person does not feel a higher need until the needs of the current level have been satisfied. Maslow's basic needs are as follows:
7.Maslow’s Need Hierarchy
8.Basic Human Needs
Food
Air
Water
Clothing
9.Love and Belonging
Affection
Acceptance
Inclusion
10. Safety and Security
Protection
Stability
Pain Avoidance
Routine/Order
11.Esteem
Self-Respect
Self-Esteem
Respected by Others
Self-Actualization
Achieve full potential
Fulfillment
12.ALDERFER’S ERG Model
13.Existence Needs
14.Relatedness Needs
Desires for satisfying interpersonal relationships(such as involvement with family, friends, co-workers and employers). The third and fourth levels of Maslow.
15.Growth Needs
Desires for continued psychological growth and development(such as the desire to be creative, productive and to complete meaningful tasks ). Maslow's fourth and fifth levels.
16. E.R.G. Theory (Cont.)
Satisfaction-progression:
move up the hierarchy as needs are satisfied
Frustration-regression:
move down the hierarchy when a need is frustrated
Deficiency cycle:
more strongly desire existence needs when they are unsatisfied
Enrichment cycle:
more strongly desire growth needs when they are satisfied
17. The frustration-regression principle
The ERG theory acknowledges that if a higher level need remains unfulfilled, the person may regress towards lower level needs, which appear easier to satisfy. This is known as: the frustration-regression principle. This principle impacts workplace motivation. For example, if growth opportunities are not offered to the employees , they may regress towards relatedness needs, and socialize more with co-workers. If management can recognize these conditions early, steps can be taken to satisfy the frustrated needs until the subordinate is able to pursue growth again.
18. McCLELLAND’S Theory
-Need for Power (nPow).
-Need for Achievement (nAch)
-Need for Affiliation (nAff).
19. McClelland’s Theory(Contd.)
Strong Need for achievement people
The desire to do something better or more efficiently, to solve problems, or to master complex tasks. Take responsibility for results of behavior. Willing to take calculated risks. Set moderate achievement goals. Prefer to set performance standards for themselves. Prefer no routine tasks to routine assignments. Welcome feedback about how well they are doing.
20. McClelland’s Theory(Contd.)
Strong Need for Power people
The desire to control other persons, to influence their behavior, or to be responsible for other people. A finer distinction can be made between: The need for Personal Power and , The need for Social Power Focuses on "controlling the means of influencing the behavior of another person” Having strong effects on other people Means of influence: anything available to the person to control the behavior of another Actively searches for means of influence
21. McClelland’s Theory(Contd.)
Strong Need for Affiliation people
The desire to establish and maintain friendly and warm relations with other persons. Focuses on "establishing, maintaining, and restoring positive affective relations with others“. Want close, warm interpersonal relationships. Seek the approval of others, especially those about whom they care. Like other people, want other people to like them, and want to be in the company of others.
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