Maslow's hierarchy, Two factor theory and ERG theory

1. NEED THEORIES OF
MOTIVATION
Saturday, 21st
Nov 09

2. THE PROJECT
 Details of the project

3. Course Outline
Sr. |Chap|Final Exam Chapter Heading
No.|No. |Q. No.
1. 1 1 An Introduction to Motivational Concept (260909)
2. 2 2 Motivation in the History (101009)
3. 3 3 Darwinian Theory of Evolution and Motivation (171009)
4. 4 4 Instinct and Motivation (311009)
5. 5 5 The Effect of Frustration, Conflict and Stress (051109 & 071109)
6. 6 6 Need Theories of Motivation
7. 7 7 Reinforcement/Incentive Theories
8. 8 8 Expectancy Theories of Motivation
9. 9 9 Motivation, Satisfaction, and Performance
10. 10 10 Motivation and Monetary Rewards
11. 11 11 Motivation Through MBO and Performance Appraisal
Marks Distribution:
Number of Quizzes attended + Midterm + Final assignment

4. Motivation
 Motivation is getting others to do something because
they want to do it.
 The process which encourages and guides behavior.
 The act or process of stimulating to action, providing an
incentive or motive, especially for an act.
 Motivation is the internal drive to accomplish a
particular goal. In a work setting, motivation is what
makes people want to work.
 Motivation: Goal directed behavior

5.  Need: an internal desire to be satisfied
 Want: A means to fulfill a need
 Motive: Energy arising from need, lacking or wanting of
something, leading towards the satisfaction of need/
fulfillment of want.
 Motivation: Goal directed behavior
 Incentive: A stimulus that can influence the behavior of
employees of organization
Some important points

6. DEFINITIONS
 Need:
 “the internal stimulus which causes a person to act and has
physiological and/or psychological bases”
 Motive:
 A particular class of reasons for action directed to a goal or a set
of goals.
 Valence:
 The strength of an individual’s desire for a particular outcome in
(Vroom’s expectancy theory-1964)

7. IMPORTANCE OF NEED
THEORIES
 A manager needs to understand the need structure of employees and
predict their behavior in an organization, in order to motivate them
through right kinds of incentives.
 He should place the right incentives effectively, understanding what
kind of incentive may motivate the employees towards strong desire to
perform
 He faces the challenge of assigning the right kind of job to right kind of
employees, as the tasks may or may not relate to the achievement needs
or money needs
 The need structure of employees could not be changed but the
management may change their preferences, if some needs are covered in
the basic salary structure and some are related to performance, so the
employees strive to achieve performance related goals
 Some needs like a hunger for work or doing something for the sake of
doing it/ learning it, could not be satisfied, but need activation by
manager

9. QUIZ TIME
 Describe any two of the following:
 Relationship between Social Needs and
Work
 Relationship between Physiological
Needs and Work
 Relationship between Safety needs and
work
Keeping yourself in place of manager

10. MASLOW’S HIERARCHY OF
NEEDS
• Man is a wanting creature
• It keeps on searching from the satisfaction of one need
to the other
• Satisfaction of lower level need results in the
motivation for satisfaction of next level need.
• A satisfied need does not any more motivates him
• While the upper level needs ie social, esteem and self
actualization needs can never be fully satisfied
• The needs are often found in sets of combinations.
• Since the levels of needs are overlapping, hence a
higher level need may arise before the satisfaction of
lower level need.
• So the individual may move back to the lower level
need that is not satisfied or may want to upgrade the
satisfaction of the lower level need.

11. TWO-LEVEL THEORY
 Many social scientists divide needs into two
clusters of Lower order needs and higher order
needs
 Taylor, Wolf and Webber suggested that when
people are hungry or thirsty, they can not think
about any thing other than food or water.
 The analysis of intrinsic and extrinsic motivation
generally support this theory

13. THREE-LEVEL THEORY
 As the picture indicates, the ERG model presented by
Alderfer divides the needs into three groups; existence,
relatedness and growth.
 Alderfer used the same order of needs as of Maslow
 According to him, the satisfaction of higher order or
Growth needs make them more important
 He says that all needs can be simultaneously active,
unlike Maslow’s model

15. RELATIONSHIP BETWEEN
EMPLOYEE NEEDS AND
WORK MOTIVATION
1. Satisfaction of existence needs and extrinsic
motivation
2. Relatedness needs and motivation
 Affiliative motive
 Power motive
 Competitive motive
3. Growth needs and motivation
 Competence motive
 Achievement motive