Republic of the Philippines

EASTERN VISAYAS STATE UNIVERSITY

Tacloban City

GRADUATE SCHOOL
_____________________________________________________________________
Name : ERICA JEAN P. ROSADA
Program : MAED-ASE
Subject : Psychological Foundations of Education
Schedule : Every Sunday, 7:30-5:30
Professor : Remedios Reyes, Ph. D.

MOTIVATION
\mō-tə-ˈvā-shən\

A. Definitions of Motivation

 derived from the Latin word movere which means “to move”

 Berelson and Steiner: “A motive is an inner state that energizes, activates, or

moves and directs or channels behavior goals.’

 Lillis: “It is the stimulation of any emotion or desire operating upon one’s will and
promoting or driving it to action.”

 The Encyclopedia of Management: “Motivation refers to degree of readiness of

an organism to pursue some designated goal and implies the determination of
the nature and locus of the forces, including the degree of readiness.”

 Dubin: “Motivation is the complex of forces starting and keeping a person at work
in an organization.”

 Vance: “Motivation implies any emotion or desire which so conditions one’s will
that the individual is properly lead into action.”
 Vitiles: “Motivation represents an unsatisfied need which creates a state of
tension or disequilibrium, causing the individual to make in a goal-directed
pattern towards restoring a state of equilibrium by satisfying the need.”
 Memoria: “A willingness to expend energy to achieve a goal or reward. It is a
force that activates dormant energies and sets in motion the action of the people.
It is the function that kindles a burning passion for action among the human
begins of an organization.”

B. Natures of Motivation

 One motive may result in many different behaviors.

 Motives are the energizing forces within us.
 The same behavior may result from many different motives.
 Motives may operate in harmony or in conflict.
 Behavior can be used as an estimate of an individual's motives.
 Motives come and go.
 Motives interact with the environment.
C. Key Concepts of Motivation

1. Motivations are commonly separated into drives and motives.

 Drives are primarily biological like thirst, hunger, sleepiness, and the need to
reproduce-all of which lead us to seek out and take part in certain activities.
 Motives are primarily driven by social and psychological mechanisms, such
as work, family, and relationships. They include factors like praise and
approval.
 Both drives and motives can be manipulatd by stimulation and deprivation.

2. Motivations can be intrinsic or extrinsic.

 Extrinsic motivation is something outside the person that energizes behavior.
 Money, fame, power
 Intrinsic motivation is something within the person that energizes behavior.
 Interest, curiosity, personal challenge and improvement.

D. Theories of Motivation

 Content theories explain why people have different needs at different times.
 Process theories describe the processes through which needs are translated
into behavior.
 The main content theories are Maslow’s Need Hierarchy, Alderfer’s
ERG Theory, McClelland’s Acquired Needs Theory and Herzberg’s Two-
Factor Theory.
 The main process theories are Adam’s Equity Theory, Vroom’s Expectancy
Theory, Locke’s Goal Setting Theory and Skinner’s Reinforcement Theory.

CONTENT THEORIES:

1. Abraham Maslow’s Need Hierarchy

 Needs are arranged in a ladder-like steps.
 Lower motives must be satisfied before advancing to higher needs.
 Once a need is met, it is no longer motivating.

2. Clayton Alderfer’s ERG Theory

 a modification of Maslow’s Hierarchy of Needs
 Three categories of needs:
 Existence-physical and material wants
 Relatedness-desires for interpersonal relationships
 Growth-desires to be creative and productive; to use one’s skills
 Needs are not met in any order but simultaneously to different degrees.
Some people place more priority on higher needs than lower needs.
 Maslow’s Need Hierarchy versus Alderfer’s ERG Theory

ERG Model of Motivation

3. David McClelland’s Acquired Needs Theory

 Consists of 3 specific needs:
 Achievement-motive to meet some standard of excellence or to compete
 Affiliation-motive to develop and maintain close and meaningful
relationships
 Power-desire to influence and control others and the environment
 Needs are acquired through interaction with environment

4. Frederick Herzberg’s Two-Factor Theory

 also referred to as the Motivation-Hygiene Theory
 Motivation Factors
 work conditions related to the satisfaction of the need for psychological
growth
 factors that directly motivate people to work harder
 Hygiene Factors
 work conditions related to dissatisfaction caused by discomfort or pain
 factors that can demotivate if not present but do not motivate
employees to work harder

Content Theories Summary

PROCESS THEORIES:

1. Stacey Adam’s Equity Theory

 When people feel fairly or advantageously treated they are more likely to be
motivated; when they feel unfairly treated they are highly prone to feelings of
demotivation.
 People hold beliefs about their inputs and outputs.
 People compare themselves to a referent other.
 People form beliefs about other’s inputs and outputs.
 People compare their input/output ratio with other’s input/output ratios.
 Perceptions of inequity motivate behavior to restore equity.

2. Victor Vroom’s Expectancy Theory

 The theory attempts to explain why people behave the way they do.
 A person behaves the way they do because they are motivated to select that
behavior ahead of others because of what they expect the result of that
behavior to be.
 People want to maximize pleasure and minimize pain.
 An individual within a team will be motivated when they believe they can hit
their targets, they know they will be rewarded for hitting those targets, and
they value the reward.

 Within the theory there are three variables at play:

 Expectancy-belief that increase in effort will result in an increase in
performance
 Instrumentality-belief that increased performance will lead to certain
outcomes
 Valence-the importance that the individual places upon the expected
outcome
 All three factors must be present to motivate employees effectively.

2. Edwin Locke’s Goal Setting Theory

 Employees are motivated by clear, well-defined goals and feedback, and that a
little workplace challenge is no bad thing.
  Setting specific, challenging performance goals and the commitment to these
goals are key determinants to motivation. Goals describe a desired future,
and these established goals can drive the behavior.

 The important motivating factor is the challenging goal.

4. B.F. Skinner’s Reinforcement Theory

 Individual’s behavior is a function of its consequences.
 It is based on the Law of Effect.
 The fundamental concepts of the theory is reinforcement, punishment, and
extinction.
 Reinforcement is a stimulus that is given immediately after a behavior that will
increase the likelihood that the target behavior will be repeated.
 Punishment is a stimulus that is given immediately after a behavior that will
decrease.
 Punishment and reinforcement are further divided into 2 types, positive and
negative.

References:

https://hubpages.com/business/Nature-of-Motivation
http://www.yourarticlelibrary.com/essay/motivation-essay/essay-on-motivation-meaning-
nature-types-and-importance/63864
https://yourbusiness.azcentral.com/maslows-theory-vs-erg-12074.html
https://www.verywellmind.com/what-is-motivation-2795378
http://www.edpsycinteractive.org/topics/motivation/motivate.html
https://www.tankonyvtar.hu/hu/tartalom/tamop412A/2011-
0023_Psychology/030300.scorml
https://yourbusiness.azcentral.com/maslows-theory-vs-erg-12074.html
https://expertprogrammanagement.com/2018/04/herzbergs-two-factor-theory/
https://www.yourcoach.be/en/employee-motivation-theories/stacey-adams-equity-
theory.php
https://peakon.com/blog/future-work/edwin-locke-goal-setting-theory/