Title: Theories of Motivation in Management
Headings: Theories of Motivation in Management
Theories of Motivation in Management
Theories of Motivation in Management. This article will help you to learn about:
Theories of Motivation in Management # Employee Motivation Theories:
1. Maslow’s Need Hierarchy Theory:
Propositions:
Maslow put the following important propositions about human behaviour:
Categories of Needs:
He described five classes of needs as under:
1. Physiological Needs:
These needs have few common features:
2. Safety Needs:
3. Social or Love Needs:
4. Esteem Needs:
5. Self-Actualization Needs:
Evaluation of Maslow’s Theory:
It has the following merits:
Shortcomings:
Many researchers have pointed out some deficiencies in Maslow’s theory as follows:
2. Motivation—Hygiene Theory:
Hygiene Factors:
Motivators:
These maintenance and motivational factors are described in the following Table 12.1:
Features and Implications of Herzberg’s Theory:
Herzberg’s theory led to the following conclusions:
Critical Appraisal of Herzberg’s Theory:
Herzberg’s theory is important in the following way:
In spite of the seemingly value and importance, Herzberg’s theory has also been criticized by behavioural scientists on a number of points:
Theories of Motivation in Management # Work Motivation Theories:
Some of the important theories are explained as under:
(i) Monistic or Economic Theory of Motivation:
The theory assumes that:
(ii) Hierarchy of Needs Theory:
Maslow’s need hierarchy theory covers the following aspects:
According to Maslow, there are five general categories of needs given in an order:
I. Physiological Needs:
II. Security Needs:
III. Belongingness Needs or Social Needs:
IV. Esteem Needs:
Esteem needs are of two types:
V. Self-Actualization Needs:
Criticism of Maslow’s Need Hierarchy Theory:
Maslow’s need hierarchy theory is criticized on the following grounds:
(iii) Theory of Douglas McGregor:
I. Theory X’:
The important assumptions underlying this theory are as follows:
Conclusion of Theory X:
II. Theory Y:
The important assumptions of Theory Y, described by McGregor are:
Conclusion of Theory Y:
Theory X:
Theory Y:
Criticism:
(iv) Herzberg’s Motivation-Hygiene Theory:
(A) Traditional:
(B) Herzberg’s Viewpoint:
He asked these people to describe two important incidents at their jobs:
(A) Motivational Factors or Satisfiers:
Some of these factors are:
(B) Hygiene Factors:
Some of the hygiene factors are:
Criticism:
Herzberg theory is criticized on the following reasons:
(v) Equity Theory of Motivation:
This theory of motivation is based on two assumptions about human behaviour:
Major Components of Equity Theory:
Other highlights of the theory are:
Criticism:
Adams theory is criticized on the following reasons:
Theories of Motivation in Management # Motivational Theories in the Workplace
There are many different motivation theories such as:
These all theories are broadly classified into three categories:
1. Theories Based on Human Needs:
(i) Maslow’s Theory:
The following important proposition has been advanced by Abraham Harold Maslow (April 1, 1908 – June 8, 1970) about human behaviour in analysing his model:
(a) Man is Wanting Animal:
(b) A Satisfied Need is No More a Motivator:
(c) Needs Have Hierarchy of Importance:
Maslow’s Need Hierarchy:
Maslow has suggested the following hierarchy of needs which an individual attempts to satisfy in an order:
Starting at the bottom and working upwards, the various needs can be understood as follows:
(a) Basic Physiological Needs:
(b) Safety and Security Needs:
(c) Belongingness, Social or Love Needs:
(d) Esteem and Status Needs:
(e) Self-Actualisation or Self-Realisation Needs:
The hierarchy of needs as given by A.H. Maslow and discussed above may be shown by the following diagram:
Lower Order and Higher Order Needs:
(i) Lower Order Needs:
(ii) Higher-Order Needs:
Critical Appraisal of the Model:
The criticisms of the theory include the following:
Extent of Application in Organizations:
(ii) Herzberg’s Motivation Hygiene Theory:
Frederick Herzberg- (Hygiene and Motivation Factors):
However, Herzberg’s model is labeled with the following criticism:
Distinction between Maslow’s and Herzberg’s Theories:
Comparison of Herzberg and Maslow Models:
(iii) McClelland’s Need Theory:
They are defined as follows:
a. Need for Achievement:
Through his research, McClelland identified the following three characteristics of high-need achievers:
b. Need for Power:
People who have a high need for power are characterized by:
c. Need for Affiliation:
The people with high need for affiliation have these chara­cteristics:
2. Theories Based on Human Nature:
(i) McGregor’s Participation Theory:
Theory X is based on the following assumptions:
On the contrary, theory Y assumes that:
Comparison of Theories X and Y:
The difference between two sets of assumptions can be visualised as follows:
(ii) Urwick’s Theory Z:
The two propositions in Urwick’s theory are that:
History of Theory Z:
Further abstraction from the list above:
Performance-Related Pay (PRP):
An aside for those reading to understand how to motivate people at work:
Theory Z is based on the following four postulates:
(iii) Argyris’s Theory:
3. Theories Based on Expectancy of Human Beings:
(i) Vroom’s Expectancy Theory:
Thus, the key constructs in the expectancy theory of motivation are:
Thus, Vroom’s Motivation can also be expressed in the form of an equation as follows:
This is affected by such things as:
This is affected by such things as:
So, if he perceives that any one of these is true:
The important ones are:
The theory focuses on three things:
This leads us to a conclusion that:
(ii) The Porter and Lawler Model:
(iii) Clayton Alderfer’s ERG Theory:
The major conclusions of this theory are:
Process Theories of Motivation:
1. Needs-Goal Theory:
2. Vroom Expectancy Theory:
3. Equity Theory:
4. Porter-Lawler Theory:
Porter and Lawler Model of Motivation:
This model is based on four basic assumptions about human behaviour:
The Various Elements of Porter and Lawler Model:
Let us briefly discuss the main elements of the model:
1. Effort:
2. Performance:
3. Satisfaction:
Theories of Motivation in Management # Theories of Motivation:
The theories of motivation are broadly classified into two as content, and process:
1. Content Theories of Motivation:
These theories attempt to identify what things motivate people. Some of these theories are:
(i) Maslow’s Theory of Hierarchy of Needs:
(ii) McClelland’s Theory of Achievement, Power, and Affiliation Needs:
The three needs include:
(iii) Herzberg’s Two-Factor Theory of Motivation:
He concluded that there were two types of motivation:
(iv) McGregor’s X and Y Theory of Motivation:
Theory X is the traditional view of direction and control, based on these assumptions:
Theory Y is based on the integration of individual and organisational goals, assumes:
2. Process Theories of Motivation:
Two major process theories are:
(i) Vroom’s Expectancy – Valence Theory of Motivation:
He explains that motivation depends on two things:
(ii) Skinner’s Reinforcement Theory of Motivation:
Consequences can be thought of as:
(a) Reinforcement:
(b) Punishment:

Content: These needs relate to social processes, relationships or belongingness. Man is a social being. He wants love, affection, friendship, and association with social groups. These are the needs for human relations. When persons physiological and safety needs are satisfied, social needs become impor­tant motivators of behaviour. 4. Esteem Needs: ADVERTISEMENTS: Next in Maslow’s hierarchy are es­teem or ego needs. These are of two types- (a) self- esteem needs, and (b) esteem for others.