CONTENT THEORIES OF

Presented by:Under the guidance of:Prof. Shiv Kr. Belli (Dept. of F. M.S.)
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Anjani Kr. Singh Beauty Sinha Chanchal Sadh Haqiqat Ali Kushagra Jain

 Motivation is a kind of force which energies

people to behave in certain way.

Starts with a physiological or

psychological deficiency or need that activates a behavior or a drive that is aimed at a goal or incentive.

NEED
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DRIVES

INCENTIVE

Need Created by physiological or psychological deficiency or imbalance. Ex. Quest food, water, companions. Drives Provides an energizing thrust and direction to any deficiency. Ex. Hunger, thirst, affiliation. Incentives Alleviate a need, reduces a drive, restores the balance. 3 Ex. Getting food, water and friend.

Importance of Motivation
A motivated employee generally is more

quality oriented as well as more productive.

The secret behind the success of ISRO

has been its employees motivation who are both capable of using and are willing to use the advanced technology to reach the goals.
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Motivation arouse enthusiasm and

CONTENT THEORIES of
MOTIVATION
Content theories of motivation focus on

the content of the motivator. These theories of motivation attempt to identify what things motivate people. All of the theories depend on the individuals perception of what is a valued motivator. Abraham Maslow, David McClelland and Frederick Herzberg gave three most widely

HIERARCHY of NEEDS
Self actualization Esteem needs Social needs

Safety needs
Physiological needs

HIERARCHY of NEEDS
Framed by A. Maslow, a U.S. humanistic

psychologist. Basic concept: Only unsatisfied needs act as motivators. Different human needs have different levels

of importance. Once a given level of need is satisfied, it no longer serves to motivate instead a next higher level is activated. Further up the hierarchy the person will go, the more individuality, humanness and

1. Psychological Needs
A chronically hungry person will never

strive to compose music or build a brave new world, his first quest is something that he can eat. Physical survival- basic, powerful and obvious need. Ex. Food, drink, oxygen, sleep, sex and other sensory stimulations. Organizational context- salary, basic working conditions.
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2. Safety Need
Readily observed in infants and young

children because of their relative helplessness and dependence on adults. In organizational context- job security, increase in salary, safe working conditions, the acquisition of insurance and owning ones own house are regarded as safety seeking. Religious and philosophical belief systempeople want to be safe in their ways of expression too.

3. Social Needs
Belonging and love need. longing for affectionate relationship with

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others. being loved and accepted instrumental to healthy feelings of worth. Otherwise feel futility, emptiness and hostility. compatible work group, peer acceptance, professional friendship, friendly supervision.

4. Self Esteem Needs

Subsidiary sets- self respect and respect

from others. 1. Desire for competence, personal strength, achievement, freedom.

Person needs to know he is worthwhile and capable of mastering tasks and challenges in life.

2. Prestige, recognition, acceptance, attention,

status, reputation, appreciation.

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Person needs to be appreciated, valued and recognized.

5. Self Actualization Needs.

Self-actualization needs describe the

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desire to live up to ones full potential. Desire to become everything that one is capable of. Transformation of self perception into reality. Maslow conspired its as highest level of needs. Practically its distinctive and its never fully satisfied as its the human tendency

Herzbergs Two Factor Theory

Extended work of Maslow. Conducted a motivational study on 200

accountants and engineers. The theory revolves around the two basic factors associated with job satisfaction and job dissatisfaction. 1. Hygiene factor-(Work behavior) 2. Motivation factor-(Job Satisfaction) 13

Hygiene factor
According to hygiene factors are source

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of job dissatisfaction , job context or work setting. The most surprising factor of this theory is salary. Therefore , improving a hygiene factor, such as working conditions, will not make people satisfied with their work ; it will only prevent them from being dissatisfied.

Motivator factor
These factors are related to job content

and performance. Factors like sense of achievement, recognition, responsibility, advancement and growth increases the job satisfaction. The technique of enrichment was suggested as way of building satisfiers into job content.
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The hygienes and motivators

Hygiene factor in Job dissatisfaction
Organizational

Motivator factor in Job satisfaction

Achievement
Recognition Work itself

Policies Quality of Supervision Working Condition Base Wage Or Salary Relationships With Dissatisfaction 16 Subordinates

Responsibility
Advancement Growth Appreciation

Satisfaction

E.R.G. Theory
A modification of Maslow's need hierarchy was

proposed by Clay Alderfer. Proposed three primary categories of human needs. Existence : The basic physiological needs ( hunger and thirst ) and protection from physical danger. Relatedness : Social and affiliation needs and the need for respect and positive regard from others. 17 Growth : The need to develop and realize

 There is no relative level of

precedence among the three needs. All may be activated at same time. The relative drive of motivation depends upon the persons background or cultural environment. Ex. The natives of spain and japan place social need before the psychological needs.
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A comparative study
HERZBERG
Motivation Factor

MASLOW
Self-actualization
Esteem(self) Esteem(others) Social Safety(others) Safety(material)

ALDERFER

Growth

Hygiene Factors
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Relatedness

Physiological

Existence

Acquired Need Theory

By McClellend and his co-workers. Categorized needs into three parts.

1.

Need for achievement (nAch)

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Drive satisfaction from achieving goals. They really want is success and positive feedback, avoids both the low-risk and highrisk situations. Prefer to work alone rather than in a team Ex. A sales personal with challanging quota to earn bonus.

2. Need for affiliation (nAff)

Satisfaction from social and interpersonal acivities. Want to get close to people psychologically. strive to maintain good relationships by way of trust and understanding. prefer cooperation more than competition. Working in a team motivates them. Ex. Customer service representatives working for group bonus.

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3. Need for power (nPow)

Wants to lead the others, this may be personal or institutional. Personal power individuals want to direct and influence others. individuals with a high need for institutional power wants to organize the efforts of others for the success of the organization. Ex. Head of special task force or a committee.
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