Motivation Theories

Early Theories

Contemporary Theories

Scientific Management

Human Relations Model

Content theories

Process Theories

Maslows Need Hierarchy Theory

Hezberg Two Factor Theory

Alderfers ERG Theory

Achievement Motivation Theory

Goal Setting Theory

Vrooms Expectancy Theory

Adams Equity Theory

 According to Maslow, lower needs take priority. They must be fulfilled before the others are activated. There is some basic common sense here -- it's pointless to worry about whether a given color looks good on you when you are dying of starvation, or being threatened with your life. There are some basic things that take precedence over all else. Or at least logically should, if people were rational. But is that a safe assumption? According to the theory, if you are hungry and have inadequate shelter, you won't go to church. Can't do the higher things until you have the lower things. But the poor tend to be more religious than the rich. Both within a given culture, and across nations. So the theory makes the wrong prediction here.

 Or take education: how often do you hear "I can't go to class today, I haven't had sex in three days!"? Do all physiological needs including sex have to be satisfied before "higher" needs? (Besides, wouldn't the authors of the Kama Sutra argue that sex was a kind of self-expression more like art than a physiological need? that would put it in the self-actualization box). Again, the theory doesn't seem to predict correctly. Cultural critique: Does Maslow's classification really reflect the order in which needs are satisfied, or is it more about classifying needs from a kind of "tastefulness" perspective, with lofty goals like personal growth and creativity at the top, and "base" instincts like sex and hunger at the bottom? And is self-actualization actually a fundamental need? Or just something that can be done if you have the leisure time?

The ERG theory is another form of content theory developed by Alderfer. This is also based on the needs of the individuals. To say, the ERG theory was proposed thus thinking that it will basically overcome the limitations of the Maslow's hierarchy of needs theory. However, this too is in the form of a hierarchy but only comprising of three levels. In other words, unlike the Maslow's theory which has five levels of needs the ERG theory has simplified the levels of individual needs in to just three levels.

The three levels of needs identified by Alderfer are, Existence ( Physiological & Safety needs) Relatedness ( Social & External Esteem needs) Growth ( Internal Esteem & Self Actualization needs )

Alderfer basically reduced the number of levels in his hierarchy thus combining each of the levels together. In other words, the first level in his hierarchy was formed by grouping both the physiology and safety needs together. Then he combined the social and external esteem needs as the second level and last of all the internal esteem and self actualization needs as the third and final level. However, he went into say that the first level of needs which is existence still have the priority over the other two levels of needs. And hence, the order of the needs may not exact be the same for all individuals and thus could rather change depending on the individual.

It doesn't always happen that the individuals are motivated to satisfy the lower level first in order to go to the next level as in the Maslow's hierarchy of needs theory. For example, an individual will be motivated to perform the tasks because of his need for recognition is fulfilled rather than for a safer working environment. Unlike in Maslow's hierarchy, the ERG theory allows for different levels of needs to be pursued simultaneously. He further went into say that, according to his theory the individuals may expect to satisfy a higher level of needs and those who are unable to satisfy that level ( frustration regression process) will eventually be frustrated and look to satisfy the lower level that seems to be much more easier to satisfy in order to motivate them. This will motivate the individuals for the moment with the hope that they could satisfy the higher level in the times to come. In such situations, it is thus important for the employers to identify this and help them to satisfy the lower level of needs in order to motivate them.

The 3 Needs theory also known as the Acquired theory or the Learned theory, is another content theory developed by McClelland around 1961. Like the other content theories, this theory is also based on the needs of the individuals. In his theory, what McClelland tries to explain is the fact that motivation of an individual could basically result from three dominant needs. The three dominant needs identified are, The need for achievement The need for power The need for affiliation

According to McClelland, human motivation is thus dominated by these three needs. In other words, some individuals will look for tasks that will help them to achieve something, paving way to motivate them. Likewise some others may need power and some may look for affiliation. However, he also went into say that even though all these needs are present in each and every individual, there is basically one need that dominates the individuals when it comes to most people. For example, an individual will want to achieve certain things, will want to maintain good relations with others but at the same time, more than anything else they may want lead the others in order to motivate them

The need for Achievement

Having said that, the need for achievement basically means the extend to which an individual wants to perform tasks that are difficult and indeed challenging. To say, in order to motivate an individual with a need for achievement they probably have to be given difficult and challenging tasks. They will basically go to achieve goals that are challenging and realistic. In other words, what they really want is success and positive feedback, avoids both the low risk and high risk situations, and prefer to work alone rather than in a team with other high achievers. That way, they really tend to be motivated if they happen to believe the tasks they are given to perform are indeed challenging.

The need for power

Likewise, individuals with the need for power will basically want to lead the others. This may be two types meaning to say personal and institutional. . In other words, some individuals will look for personal power while the other may need for institutional power. Individuals with a need for personal power will thus want to direct and influence others. What actually mean by this is that, if they are not allowed to lead the others then they probably will be demotivated. Saying that, individuals with a high need for institutional power wants to organize the efforts of others for the success of the organization. For example, individuals with the need for institutional power are more likely to be motivated if they are provided with status oriented positions, managerial posts and leadership.

The need for Affiliation

And to say, individuals with the need for affiliation basically look for good, friendly interpersonal relationships with others. In others words, they really want to feel like that they are accepted by others and liked by others, they basically strive to maintain good relationships by way of trust and understanding, they prefer cooperation more than competition, As a result, indivi duals with a high need for affiliation do prefer to work as a team and work in customer service environments which will lead to motivate them.

And finally, it should be said that all of the content theories are based on the fact that in order to motivate the people their needs have to be satisfied or fulfilled. Individual need do vary from one individual to another, and that is why it is important to understand these theories properly in order to motivate the individuals effectively.