The document discusses motivation and different motivation theories including Maslow's hierarchy of needs and Herzberg's two-factor theory. Maslow proposed that people are motivated to fulfill basic physiological needs, safety needs, social needs, esteem needs, and self-actualization needs in that order. Herzberg suggested there are hygiene factors like salary and working conditions that prevent dissatisfaction but do not motivate, and motivators like achievement and recognition that positively motivate performance. The document analyzes how these theories apply to employee motivation.

4. Motivation is the psychological process that leads to Choice of behavior that results in Some level of job performance The Motivation-Behavior-Job Performance Sequence

7. Need for Power - a manifest (easily perceived) need that concerns an individual’s need to make an impact on others, influence others, change people or events, and make a difference in life. People with a need for power look for positions of leadership.

8. Need for Affiliation - a manifest (easily perceived) need that concerns an individual’s need to establish and maintain warm, close, meaningful relationships with other people. People with high need for affiliation view the organization as a chance to form new and satisfying relationships.

9. Need for Achievement – a need that concerns individuals’ issues of excellence, competition, challenging goals, persistence, and overcoming difficulties. A person needs to have three distinct characteristics: personal responsibility, feedback & moderate risks.

13. Physiological Safety & Security Love (Social) Esteem SA

18. Motivators or Hygienes: Below are 12 job factors given that contribute to job satisfaction. To determine whether hygienes are important or motivators , rate each of the following. Then add each column vertically. Points will tell you which you value more : Very Important Some What Important Not Important 5 4 3 2 1

24. ISSUE MASLOW HERZBERG 1. TYPE OF THEORY DESCRIPTIVE PRESCRIPTIVE 2. SATISFACTION PERFORMANCE RELATIONSHIP UNSATISFIED NEEDS ENERGIZE BEHAVIOUR,THIS BEHAVIOUR CAUSES PERFORMANCE NEEDS CAUSES PERFORMANCE 3. EFFECT OF NEED SATISFACTION A SATISFIED NEED IS NOT A MOTIVATOR A SATISFIED (HYGIENE) NEED IS NOT A MOTIVATOR,OTHER SATISFIED NEEDS ARE MOTIVATORS. 4. NEED ORDER HIERARCHY OF NEEDS NO HIERARCHY 5. EFFECT OF PAY PAY IS A MOTIVATOR PAY IS NOT A MOTIVATOR 6. EFFECT OF NEEDS ALL NEEDS ARE MOTIVATORS AT VARIOUS TIMES ONLY SOME NEEDS ARE MOTIVATORS 7. WORKER LEVEL RELEVENT FOR ALL WORKERS RELEVANT FOR PROFESSIONAL WORKERS.