What is Motivation?

Motivation is a psychological
Feature that induces an individual
to act towards a desired goal.
It is the processes that account for
an individual’s intensity, direction,
and persistence of effort towards
attaining a goal.

Key Elements
1. Intensity: how hard a persontries
2. Direction: toward beneficial/avoidance goal
3. Persistence: how long a persontries
 Motivation : Components

Intensity refers to the amount of mental

and physical effort put forth by the
person.

Direction: The extent to which an

individual determines and chooses
efforts focused on a particular goal.

Persistence: The extent to which the

goal-directed effort is put forth over
time.
What is Motivation?
 De motivated!

Why do People leaveOrganizations?

 Types of Motivation.
•Extrinsic Motivation.
1. Salary.
2. Bonuses/Perks.
3. Organized activities.
4. Fear of failure/punishment
5. Promotion/Grades.
6. Punishment/Layoffs

•Intrinsic Motivation:
1. Learning and Growth opportunity.
2. Social contact and status.
3. Curiosity
4. Respect and Honour.
5. Love
Types of Motivation.

Intrinsically
Motivated.

Extrinsically
Motivated.
Motivation Process
OR
 Theories of Motivation.
•Content Theories of Motivation:
1. Mc Gregor’s Theory X& Theory Y(1960)
2. Maslow’s Hierarchy of Needs (1943,1954)
3. Hertzberg’s Motivator-Hygiene Theory (1968)
4. Alderfer’s ERGTheory (1972)

•Process Theories of Motivation.

1. Expectancy Theory, Vroom (1964)
2. Equity Theory , Adam (1963)
3. Goal Setting Theory, Edwin A Locke (1968)
4. Reinforcement Theory, Skinner(1953)
Maslow’s Hierarchy of Needs
Maslow’s Hierarchy of Needs
• Maslow’s approach was radically different from earlier
theories by Freud and Skinner.
• Accordingly to Maslow’s Theory there are four types of
need that must be satisfied before an individual can act
unselfishly.
• Maslow referred the lower needs as “deficiency needs”
because their lack causes tension.
• We are driven to satisfy the lower needs but are drawn to
meet the higher ones.
• A satisfied need motivates people.
 Physiological Needs

Physiological needs are those required to sustain life, suchas:

– Air
– Water
– Food
– Sleep
 Safety Needs
Once physiological needs are met, one's attention turns to
safety and security in order to be free from the threat of
physical and emotional harm. Such needs might be fulfilled by:
–Living in a safe area
–Medical Facilities
–Job security
–Law and Order
 Social Needs
Once a person has met the lower level physiological and safety
needs, higher level needs awaken. The first level of higher level
needs are social needs.
Social needs are those related to interaction with others and may
include:
–Friendship
–Belonging to a group
–Giving and receiving love
 Esteem Needs
Esteem needs may be classified as internal or external.
Internal esteem needs are those related to self-esteem such
as self respect and achievement
External esteem needs are those such as social status and
recognition. Some esteem needs are:
–Self-respect
–Achievement
–Attention
–Recognition
–Reputation
 Self-Actualization
Self-actualization is the top of Maslow's hierarchy of needs. It
is the quest of reaching one's full potential as a person.

Self-actualized people tend to have needs such as:

–Peace
–Truth & Justice
–Knowledge
–Meaning of life
 Vroom’s Expectancy Theory
This theory was proposed by Victor. H. Vroom in 1964, who believed that people are
motivated to perform activities to achieve some goal to the extent they expect that certain
actions on their part would help them to achieve the goal.
Vroom’s Expectancy Theory is based on the assumption that an individual’s behavior
results from the choices made by him with respect to the alternative course of action,
which is related to the psychological events occurring simultaneously with the behavior.
This means an individual selects a certain behavior over the other behaviors with an
expectation of getting results, the one desired for.
Thus, Vroom’s Expectancy Theory has its roots in the cognitive concept, i.e. how an
individual processes the different elements of motivation.
 Vroom’s Expectancy Theory
This theory is built around the concept of valence, instrumentality, and
Expectancy and, therefore, is often called as VIE theory.

•The algebraic representation of Vroom’s Expectancy theory is:

•Motivation (force) = ∑Valence x Expectancy

•Expectancy – a person’s belief that more effort will result in success. If you work harder, it
will result in better performance.
•Instrumentality – the person’s belief that there is a connection between activity and goal.
If you perform well, you will get reward.
•Valence – the degree to which a person values the reward, the results of success.
Vroom’s Expectancy Theory
 Equity Theory.
1. By Adam (1963)
2. People value fair treatment.
3. The Adam’s Equity Theory posits that people maintain a
fair relationship between the performance and rewards in
comparison to others.
4. The structure of equity in the workplace is based on the
ratio of inputs to outcomes.
 It's hard for an employee to feel motivated in the
workplace if he or she feels they were treated unfairly.
 Goal Setting Theory.
• By Edwin A Locke (1968)
• Goal setting involves establishing
SMART goals.
• On a personal level, setting goals helps
people work towards their own
objectives.
• Goals are a form of motivation that
sets the standard for self-satisfaction
with performance.
• It is considered an “open” theory, so as
new discoveries are made it is modified.
 Goal Setting Theory.
Goal setting and Feedback go hand in hand. Without
feedback, goal setting is unlikely to work. Properly-delivered
feedback is also very essential, and the following should be
followed for good feedback:
•Create a positive context for feedback.
•Use constructive and positive language.
•Focus on behaviours and strategies.
•Tailor feedback to the needs of the individuals.
•Make feedback a two-way communication process.
 What would you do?
1. You on behalf of your company participated in a design
competition for the construction of multi-storey building of a city.
Your design was highly appreciated by your management as
well as the authorities and declared the winner. Your company
rewarded you with a bonus for your outstanding job and
assigned a team to help you in the execution stage. However,
for reasons beyond your control, the project was never
executed. Will you remain motivated to work further?
 What would you do?
2. You have been working for a Leading company for nearly a
decade. The company has recently promoted you to lead one of
the verticals for your outstanding contribution over the years
and believe in your leadership skills. However, over a period of
time you learn about the unethical practices being followed by
your organization and higher management. Will you remain
motivated to work further?