Presentattion (Ruby)

Bahra University, Himachal
Pradesh
Theories of Motivation
Presented to :- Dr. Deepika Bali Mam

Presented By :-Ruby Sisodia
Table of Content
 Introduction
 Maslow’s Hierarchy Theory
 Herzberg’s Two-Factor Theory
 McClelland's Need Theory
 Vroom’s Expectancy Theory
 McGregor Theory X & Theory Y
 Alderfer’s ERG Theory
 Conclusion 2
Introduction…
◎ The word ‘Motivation’ is derived from the
Latin word movere,meaning ‘’to move’ ’It is
referred to as combination of motive and
action.
◎ Theories of motivation or motivation theory are
the study of understanding what drives a person
to work for achieving a particular goal or
outcome. 3
Abraham
Maslow Maslow’s Hierarchy
Theory
Maslow's Hierarchy of Needs Theory is
regarded as one of the most popular
theories on motivation. It is a theory of
psychology that explains that humans are
highly motivated in order to fulfill their
needs, which is based on hierarchical order
Continue…
Level 1: Physiological Needs:- Basic survival
needs such as air, water, food, shelter, sleep, and
clothing.
Level 2: Safety Needs:- Focus on physical safety,
financial security, health, and protection from harm.
Level 3: Social Needs (Love and Belonging):-
Involves relationships, social interaction,
friendship, intimacy, and a sense of belonging.
Level 4:- Esteem Needs:- Includes self-esteem and
the esteem of others, accomplishment, recognition,
and confidence.
Level 5:- Self-Actualization:- The highest level
where individuals seek personal growth, self-
improvement, and the realization of their full
Frederick Herzberg
Herzberg’s Two Factor Theory

Herzberg’s Two Factor Theory is also known
as motivation-hygiene theory. According to
Herzberg’s Theory, there are some factors
known as the motivating factors that cause
job motivation, while some other factors
known as the hygiene 6factors cause
Continue…
 Motivating factors (Herzberg’s five factors of job
satisfaction)
 Achievement
 Recognition
 Work itself
 Responsibility
 Advancement
 Hygiene factors (Herzberg’s five factors of job dissatisfaction )
 Company policy and administration

 Supervision
 Salary
 Interpersonal relationships
 Working conditions
7
David McClelland
McClelland’s Need Theory

 American psychologist David McClelland developed
his theory of needs, also called the Achievement Theory
of Motivation, in the 1960s.
 This theory is still popular in the world of psychology
and academia, but it’s also useful for business leaders
and managers.
 The more you know about the psychology of human
motivation, the better prepared
8 you are to motivate your
Continue…
1. Achievement Need:
 Individuals with a high achievement need seek to excel, to accomplish challenging tasks,
and to set and achieve personal goals.
 They prefer tasks with a moderate level of difficulty, where success is due to their efforts
and abilities.
2. Affiliation Need:
 Individuals with a high affiliation need seek harmonious relationships with others.
 They value social interactions, enjoy being part of a group, and strive for cooperation and
friendly relationships.
3. Power Need:
 McClelland identified two types of power needs: Personal Power and Institutional Power.
 Individuals with a high need for Personal Power seek to control others, whereas those with
a high need for Institutional Power seek to9 organize the efforts of a team.
Victor Vroom
Vroom’s expectancy theory

Vroom realized that an employee’s performance is
based on individual factors such as personality, skills,
knowledge, experience and abilities. He stated that
effort, performance and motivation are linked in a
person’s motivation. He uses the variables Expectancy,
Instrumentality and Valence to account for this.
10
Continue…
Expectancy is the belief that increased effort will lead to increased performance i.e. if I
work harder then this will be better. This is affected by such things as:
 Having the right resources available (e.g. raw materials, time)

 Having the right skills to do the job
Instrumentality is the belief that if you perform well that a valued outcome will be
received. The degree to which a first level outcome will lead to the second level outcome.
i.e. if I do a good job, there is something in it for me. This is affected by such things as:
 Clear understanding of the relationship between performance and outcomes – e.g. the
rules of the reward ‘game’
Valence is the importance that the individual places upon the expected outcome. For the
valence to be positive, the person must prefer attaining the outcome to not attaining it. For
example, if someone is mainly motivated by money, he or she might not value offers of
additional time off.
11
Douglas McGregor
McGregor's Theory X and
Theory Y
Douglas McGregor's Theory X and Theory Y,

proposed in the 1960s, are contrasting
perspectives on management and employee
motivation. These theories are part of
McGregor's exploration of assumptions about
12
Theory X:
Continue…
 Assumption that employees inherently dislike work and
will avoid it if possible.
 Employees need to be closely supervised, controlled, and
coerced to achieve organizational goals.
 Management tends to believe in the necessity of using
external rewards and punishments to motivate employees.
Theory Y:
 Assumes that employees view work as natural and see it as
a part of life.
 Employees can be self-motivated and creative if they find
the work meaningful.
 Management should create conditions that allow
employees to reach their full potential. 13
Clayton Alderfer
Alderfer's ERG
Theory
Clayton Alderfer's ERG Theory, proposed as an
extension of Maslow's Hierarchy of Needs, categorizes
human needs into three groups: Existence,
Relatedness, and Growth. Unlike Maslow's hierarchy,
Alderfer's ERG Theory suggests that these needs can
coexist and that individuals may move back and forth
between
14 them.
Continue…
ERG Acronym:- ERG stands for Existence, Relatedness,
and Growth, representing the three categories of human
needs.
Existence Needs:
 Concerned with providing the basic material
existence requirements such as food, water, and
shelter.
Relatedness Needs:
 Involves the desire for interpersonal relationships,
social connections, and a sense of belongingness.
Growth Needs:
15
 Focuses on the desire for personal development,
Conclusion…
Motivation theory is the study of understanding what
drives a person to work towards a particular goal or
outcome. It's relevant to all of society but is especially
important to business and management. That's because a
motivated employee is more productive, and a more
productive employee is more profitable.
16
Thanks!
Any questions?
17

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Bahra University, Himachal

Presented to :- Dr. Deepika Bali Mam

Herzberg’s Two Factor Theory

 Hygiene factors (Herzberg’s five factors of job dissatisfaction )

 Company policy and administration

McClelland’s Need Theory

Vroom’s expectancy theory

 Having the right resources available (e.g. raw materials, time)

Douglas McGregor's Theory X and Theory Y,

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