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    Basic Motivation Concept PDF

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    teta
    This document provides an overview of several theories of motivation: 1. Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic psychological needs for safety, social belonging, and self-actualization. 2. McGregor's Theory X and Theory Y describe assumptions about employees - Theory X sees them as lazy and undisciplined while Theory Y sees them as creative and self-motivated. 3. Herzberg's two-factor theory associates job satisfaction with intrinsic factors and dissatisfaction with extrinsic factors like pay and supervision. The document then discusses additional theories of motivation including McClelland's need for achievement, cognitive evaluation theory, goal setting theory, and expectancy theory.

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    Basic Motivation Concept PDF

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    teta
    128 views18 pages
    This document provides an overview of several theories of motivation: 1. Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic psychological needs for safety, social belonging, and self-actualization. 2. McGregor's Theory X and Theory Y describe assumptions about employees - Theory X sees them as lazy and undisciplined while Theory Y sees them as creative and self-motivated. 3. Herzberg's two-factor theory associates job satisfaction with intrinsic factors and dissatisfaction with extrinsic factors like pay and supervision. The document then discusses additional theories of motivation including McClelland's need for achievement, cognitive evaluation theory, goal setting theory, and expectancy theory.

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    This document provides an overview of several theories of motivation: 1. Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic psychological needs for safety, social belonging, and self-actualization. 2. McGregor's Theory X and Theory Y describe assumptions about employees - Theory X sees them as lazy and undisciplined while Theory Y sees them as creative and self-motivated. 3. Herzberg's two-factor theory associates job satisfaction with intrinsic factors and dissatisfaction with extrinsic factors like pay and supervision. The document then discusses additional theories of motivation including McClelland's need for achievement, cognitive evaluation theory, goal setting theory, and expectancy theory.

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    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    128 views18 pages

    Basic Motivation Concept PDF

    Uploaded by

    teta
    This document provides an overview of several theories of motivation: 1. Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic psychological needs for safety, social belonging, and self-actualization. 2. McGregor's Theory X and Theory Y describe assumptions about employees - Theory X sees them as lazy and undisciplined while Theory Y sees them as creative and self-motivated. 3. Herzberg's two-factor theory associates job satisfaction with intrinsic factors and dissatisfaction with extrinsic factors like pay and supervision. The document then discusses additional theories of motivation including McClelland's need for achievement, cognitive evaluation theory, goal setting theory, and expectancy theory.

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    © All Rights Reserved
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    of 18

    BASIC

    MOTIVATION
    CONCEPT.
    BRYAN YUWANDA LENGGANA PUTRA     195020307111046

    FAIQ MUHAMMAD FAWWAZ                    195020307111047

    CANTIKA AGATHA SITUMORANG              195020307111067

    AATHIFAH TETA FITRANTI                      195020307111072

    NADIA AMANDA PUTR AHMAD                  195020307111074


    the willingness to exert high
    WHAT IS level of effort toward
    organizational goals,
    MOTIVATION ? conditioned by the effort’s
    ability to satisfy some individual
    need.
    Early Theories of Motivation
    HIERARCHY OF
    NEEDS THEORY self
    actualization

    esteem

    social

    safety

    psychological
    THEORY X AND THEORY Y
    •THEORY X

     the assumption that employees dislike work , are azy, dislike responsibilty, and must be

    coerced to perform.

    •THEORY Y

    The assumption that employees like work, are creative, seek responsibility, and can

    exercise self-direction.
    TWO
    FACTOR
    A theory that relates intrinsic factors to
    job satisfaction and associates extrinsic THEORY
    factors with dissatisfaction. Also called
    motivation hygiene theory.
    MCCLELLAND’S
    THEORY OF NEEDS

    Need for achievement (nAch)


    Need for power (nPow)
    Need for affiliation (nAff)
    ALDERFER’S ERG THEORY
    Contemporary Theories of
    Motivation
    COGNITIVE EVALUATION
    THEORY
    allocating extrinsic rewards

    for behavior that had been previously

    intrinsically rewarding tends to

    decrease the overall level of motivation

    if the rewards are seen as controlling.


    TASK CHARACTERISTIC THEORY
    two important reviews of the theory of task

    characteristics:

    requisite task attributes theory

    the job characteristic model :

    1. Skill Variety

    2. Task Identify

    3. Task Significance

    4. Autonomy

    5.Feedback
    Core dimensions Characteristics of the work model can be combined into a single
    cognitive index, namely the Mivating potential score (MPS) for calculating MPS as
    presented below.
    GOAL SETTING THEORY

    Is a theory that specific and difficult goals, with feedback, lead to higher
    performance.’
    The goal is to tell what work should be done and how much effort should
    be expended.
    Clear goal - increase business.
    Awards - generate more effort than without awards.
    However, not all awards are effective.
    Other factors that can influence goals-performance:
    - Goal Commitment
    - Adequate Self-efficacy
    REINFORCEMET
    THEORY
    A theory that says that behavior is a function of its consequences.

    CONCEPTS :
    •BEHAVIOR IS ENVIROMENTAL CAUSE
    •BEHAVIOR CAN BE MODIFIED
    •REINFORCED BEHAVIOR TENDS TO BE
    REPEATED
    EQUITY THEORY
    A theory that says that individuals compare their job inputs and outcomes with
    those of others and then respond to eliminate any inequities. Based on equity theory,
    employees who perceive inequity will make one of six choices:
    1.Change inputs
    2.Change outcomes
    3.Distort perceptions of self
    4.Distort perceptions of others
    5.Choose a different referent
    6.Leave the field
    EXPECTANCY THEORY
    A theory that says that the strength of a 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.


    MOTIVATIONAL MONEY
    The importance of money as a motivator has been consistently
    straightened out by behavior.
    Money is also a medium of exchange.
    Money that runs the scorecard function.
    Based on equity theory, money has symbols other than its exchange
    rate.
    reinforcement theory and hope prove the value of money as a
    motivator.
    it's hard to argue that money doesn't motivate.
    Money may theoretically be able to motivate us to higher levels of
    performance, but most managers are not given enough flexibility to
    do many things.
    THANK YOU :')
    any questions?

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