Motivation

Sohail Arif Hamza Zaka Akhtar

Motivation
Motivation is a term that refers to a process that controls, and sustains certain behaviors. There are two types of motivation Extrinsic Motivation. Doing something that you have to. Intrinsic Motivation. Doing something that you want to.

Motivational Theories
There are three groups of motivational theories
Internal theories External theories Process theories

Internal Theories
Internal Theories
Suggest that variables within the individual give rise to motivation and behavior For Example: Maslows hierarchy of needs Theory, ERG Theory.

Maslows Needs Theory

According to Maslow theory he says that people are motivated by five needs that are triggered in a hierarchical order. Lower-level needs must be satisfied before higher-level needs become motivators. A need that is satisfied no longer motivates. There are more ways to satisfy higher-level than there are ways to satisfy lower-level needs.

Maslows Needs Theory Hierarchy

Self-Actualisation

S-A Esteem

Social

Safety

Physiological

Maslows Needs Theory

1. Biological and Physiological needs - air, food, drink, warmth, sleep, etc. 2. Safety needs - protection from elements, security, order, law, limits, stability, etc. 3. Social Needs- work group, family, affection, relationships, etc. 4. Esteem needs - self-esteem, achievement, mastery, independence, status, dominance, prestige, managerial responsibility, etc.

5. Self-Actualization needs - realizing personal potential, self-fulfillment, seeking personal growth and peak experiences.

ERG Theory (Introduction)

To address some of the limitation of Maslow theory as a theory of motivation, Clayton Alderfer proposed the ERG theory, ERG stand for existence, relatedness and growth. which is similar to the Maslow need hierarchy theory. it also describe needs as a hierarchy though there are some common aspects between Maslow needs theory and ERG theory, but it also has differences in some important aspects.

ERG Theory
ERG Theory: ERG theory suggested that movement between the need levels is not necessarily straightforward. Failure to meet a higher- level need could cause an individual to go back to a lower-level need.

Hierarchy of ERG Theory

ERG Theory
Existence needs- These include need for basic material necessities. In short, it includes an individuals physiological and physical safety needs.

Relatedness needs- These include the aspiration individuals have for maintaining significant interpersonal relationships (be it with family, peers or superiors), getting public fame and recognition. Maslows social needs and external component of esteem needs fall under this class of need.
Growth needs- These include need for self-development and personal growth and advancement. Maslows self-actualization needs and intrinsic component of esteem needs fall under this category of need.

External Theories
External Theories:

Focus on environmental elements to explain behavior For Example: Herzberg's Two-factor theory

Herzberg's Two-factor theory

Motivation theory which argues that the factors which cause satisfaction on the job are different than those which cause dissatisfaction.

The Two Factors of Herzberg's Theory

Hygiene Factor - work condition related to dissatisfaction caused by discomfort or pain
maintenance factor contributes to employees 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

Herzbergs Two-Factor Theory

Dissatisfaction and demotivation Not dissatisfied but not motivated Positive satisfaction and motivation

Hygiene Factors
Company policies
Quality of supervision Relations with others Personal life Rate of pay Job security Working conditions

Motivational Factors
Achievement

Career advancement
Personal growth Job interest Recognition Responsibility

Process Theories
Process Theories:

Emphasize the nature of the interaction between the individual and the environment For Example: Equity theory

Equity Theory
Equity Theory The core of the equity theory is the principle of balance or equity. As per this motivation theory, an individuals motivation level is correlated to his perception of equity, fairness and justice practiced by the management. Higher is individuals perception of fairness, greater is the motivation level and vice versa.

Assumptions of the Equity Theory

1.The theory demonstrates that the individuals are concerned both with their own rewards and also with what others get in their comparison. 2.Employees expect a fair and equitable return for their contribution to their jobs. 3.Employees decide what their equitable return should be after comparing their inputs and outcomes with those of their colleagues.

Assumptions of the Equity Theory

4.Employees who perceive themselves as being in an inequitable scenario will attempt to reduce the inequity either by distorting inputs and/or outcomes psychologically, by directly altering inputs and/or outputs, or by quitting the organization.

Relation Equity
Relation Equity A relationship is formed based on the expectations of potential cost and rewards However, can having a fixed set of expectation all the time be the possible factor in undermining the equity of the relationship

Other Theories
There are other theories of motivation as well, such as McGregor Theory of Needs.

McGregor Theory of Needs

McGregor Theory of Needs Says that for understanding needs in people, which holds significance in understanding motivations and behaviors. It is subdivided into three categories o The Need for Achievement o The Need for Affiliation o The Need for Power.

McGregor Theory of Needs

Need for Achievement refers to the notion of getting ahead and succeeding. Need for Affiliation is the desire to be around people and be well-received socially. Need for Power is the desire for control over others and over yourself.

Theory X assumptions, management's role and control employees

People have an inherent dislike for work and will avoid it whenever possible. People must be controlled, directed, or threatened with punishment in order to get them to achieve the organizational objectives. People prefer to be directed, do not want responsibility, and have little or no ambition. People seek security above all else.

Theory Y assumptions, management's role is to develop the potential in employees

Work is as natural as play and rest. People will exercise self-direction if they are committed to the objectives. Commitment to objectives is a function of the rewards associated with their achievement. People learn to accept and seek responsibility. People have potential.