4.

Teori Motivasi : Content Theories

Perilaku Organisasi
Fakultas Ekonomi
Universitas Padjadjaran
Bandung 2004

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 Tujuan Pengajaran
 Pengertian dan Model Motivasi
 Teori hirarki kebutuhan Maslow
 Teori dua faktor Frederick Herzberg
 Teori kebutuhan McClelland
 Alderfer’s ERG theory

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 Pengertian dan Model Motivasi
Pengertian

The willing to exert high levels of effort toward organization

goals, conditioned by effort to satisfy some individual need

Model Motivasi
 Teori hirarki kebutuhan Maslow
 Teori dua faktor Frederick Herzberg
 Teori kebutuhan McClelland
 Alderfer’s ERG theory

Source : Stephen P. Robbins 3

 The Motivational Process : An Initial Model

I
Need deficiencies
“I want to perform well to
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earn the promotion.”
Need deficiencies II
reassessed by the Search for ways satisfy
employee needs
“I still want the promotion. “I need to show the manager
I’ve got to try another that I want the promotion
approach.” work on tough assignments,
The Employee work extra hours, help co-
worker.”
V
Rewards of
punishments
“Received recognition III
award; granted the Goal directed behavior
opportunity to attend
IV “The Promotion.”
training program.”
Performance (evaluation
of goal accomplished)
“Highest ratings on quantity,
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quality and cost containment.”
 Teori hirarki kebutuhan Maslow

“That people’s needs depend on what they already

have. In a sense, then, a satisfied needs isn’t a
motivator. Human needs, organized in a hierarchy of
importance, are physiological, safety, belongingness,
esteem, and self actualization”

Source : Gibson 5
 Maslow’s Hierarchy of Needs

Self
actualization

Esteem

Social / Belongingness

Safety

Physiological

Source : Stephen P. Robbins 6

 TEORI DUA FAKTOR FREDERICK HERZBERG

View that job satisfaction results from the presence of

intrinsic motivators and that job dissatisfaction stems from
not having extrinsic factors

Source : Gibson 7
Traditional and Herzberg Views of Satisfaction-Dissatifaction

I. Traditional
High job High job
dissatisfaction satisfaction

II. Herzberg’s two-factor view

Low job High job
satisfaction satisfaction
(motivator)

Low job High job

dissatisfaction satisfaction
(hygiene)

Source : Gibson 8
 Teori Kebutuhan McClelland

Learned Needs Theory

Theory that proposes that a person with a strong need will be
motivated to use appropriate behaviors to satisfy the need. A
person’s needs are learned from the culture of a society

Thematis Apperception Test (TAT)

Projective test that uses a person’s analysis of picture to
evaluate such individual differences as need for achivement,
need for power, and need for affiliation

Source : Gibson 9
 The theory focus on three needs

1. Need for achievement

The drive to excel, to achieve in relation to a set of standards,

to strive to succeed

2. Need for power

The need to make others behave in a way that they wouldn’t

have behaved otherwise

3. Need for affiliation

The desire for friendly and close interpersonal relationships

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 Alderfer’s ERG theory

Theory developed and tested by Alderfer that categorized

needs as existence, related-ness and growth

Existence; needs satisfied by such as food, air, water, pay and working conditions

Related-ness; needs satisfied by meaningful social and interpersonal relationship

Growth; needs satisfied by an individual making creative or productive contributions

Source : Gibson 11
 ERG Theory Relationships among Frustration, Importance
and Satisfaction of Needs

Frustration Importance Satisfaction

of growth needs of growth needs of growth needs

Frustration Importance Satisfaction

of relatedness needs of relatedness needs of relatedness needs

Frustration Importance Satisfaction

of existence needs of existence needs of existence needs

Source : Gibson 12
A graphic Comparison of Four Content Theories of Motivation

Maslow Herzberg Alderfer Mc Clelland

(need hierarchy) (two factor theory)
The work itself
Need for
Self-actualization - Responsibility Growth
achievement
Higher - Advancement
order Esteem Motivators - Growth
needs
Achievement
Belongingness,
Recognition
social and love
Need for
Quality of Relatedness
power
Physiological interpersonal relations
among peers, with
Basic Hygiens supervisor, with
needs conditions subordinates
Need for
Job security Existence affiliation
Working conditions
Salary

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