1.
Yenna Monica D. P.

2.
What is MOTIVATION?
Derived from the Latin word
„MOVERE‟ which means
„to move‟
The processes that account for an
individual’s intensity, direction, and
persistence of effort towards
attaining a goal.

3.
 Effort
- concerns the magnitude or intensity of
employee‟s work – related behaviour.
 Direction
- quality of an employee‟s work – that
is the investment of sustained
effort in a direction that benefits
the employer.
 Persistence
- concerns the sustained efforts
employee manifested in their work-
related activities

4.
3 Major Types of Motivation Theories
 Content Theories of Motivation
WHAT motivates us
 Process Theories
WHY and HOW motivation occurs
 Reinforcement Theories
HOW outcomes influence
behaviors

5.
Type Characteristic
s
Theories Example
Content
Concerned
With
identifying
specific factors
that motivates
people
*Need
Hierarchy
*Existence
relatedness
growth
•Motivation –
Hygiene
• Learned
needs
Satisfying
people’s
needs for
pay,
Promotion
and
recognition

6.
Content Perspectives on Motivation
• Content Perspectives
– Approaches to motivation that try to
answer the question, “What factors in
the workplace motivate people?”
• Content Perspectives of Motivation
– Maslow‟s Hierarchy of Needs
– Aldefer‟s ERG Theory
– McGregory‟s Theory X and Theory Y
– Herzberg‟s Two-Factor Theory
– McClelland‟s Achievement,
Power, and Affiliation Needs


7.
Abraham Maslow’s Hierarchy of Needs
Content Theories of Motivation

8.
Alderfer’s ERG Theory
Existence refers to our concern with basic material
existence requirements; what Maslow called physiological
and safety needs.
Relatedness refers to the desire we have for maintaining
interpersonal relationships; similar to Maslow's
social/love need, and the external component of his
esteem need.
Growth refers to an intrinsic desire for personal
development; the intrinsic component of Maslow's
esteem need, and self-actualization
ERG theory demonstrates that more than one need may
be operative at the same time
Alderfer also deals with frustration-regression. That is, if
a higher-order need is frustrated, an individual then
seeks to increase the satisfaction of a lower-order need.
Content Theories of Motivation

9.
Alderfer’s ERG Theory
Frustration – Regression
Enough remuneration
Provision for health insurance
Increasing use of teams and committee‟s
ERG Theory Findings:
Cultural differences influence needs,
needs are influenced by individual‟s
Personal values
People are motivated by different
Needs at different times in their
lives.

10.
McGregor’s Theory X and Theory Y
• Taught psychology at MIT.
• At Antioch College, McGregor found that his
classroom teaching of human relations did not
always work in practice.
• From these experiences, his ideas evolve and lead
him to recognize the influence of assumptions we
make about people and our managerial style.
Content Theories of Motivation
McGregor‟s Theory X and Theory Y
– Theory X
• Assumes that workers have little ambition,
dislike work, avoid responsibility, and
require close supervision.
– Theory Y
• Assumes that workers can exercise self-
direction, desire responsibility, and like to
work.
– Motivation is maximized by participative
decision making, interesting jobs, and good
group relations.

11.
THEORY X THEORY Y
• Work is inherently
distasteful to most people.
• Most people are not
ambitious, have little
desire for responsibility,
and prefer to be directed.
• Most people have little
capacity for creativity in
solving organizational
problems.
• Motivation occurs only at
the physiological and
safety levels.
• Most people must be
closely controlled and
often coerced to achieve
organizational objectives.
• Work is as natural as play, if
the conditions are favorable.
• Self-control is often
indispensable in achieving
organizational goals.
• The capacity for creativity in
solving organizational
problems is widely
distributed in the population.
• Motivation occurs at the
social, esteem, and self-
actualization levels, as well as
physiological and security
levels.
• People can be self-directed
and creative at work if
properly motivated.

12.
Fredrick Herzberg’s Theory of
Motivation
• Developed a unique and exciting
motivation theory
• Frederick Herzberg's theory of
motivation is also called 'Two Factor
Theory', 'Dual Factor Theory' and
'Hygiene / Maintenance Theory of
Motivation‟
• focused attention on the work
environment to identify factors that arouse
in people either positive or negative
attitudes toward their work.
Content Theories of Motivation

13.
Fredrick Herzberg’s Theory of
Motivation
Content Theories of Motivation

14.
Fredrick Herzberg’s Theory of
Motivation
Content Theories of Motivation
Job satisfaction and Job dissatisfaction are important concepts of
Herzberg‟s motivation – hygiene theory.
School administrators may neglect to consider that dissatisfied
teachers may weaken the educational program.
Basic motivational principles and techniques can help
administrators meet teacher needs.

15.
Fredrick Herzberg’s Theory of
Motivation
Theories of Motivation
TIPS THAT CAN HELP SCHOOL ADMINISTRATORS IMPROVE
TEACHER JOB SATISFACTION
a. USE PRAISE TO RECOGNIZE EXEMPLARY BEHAVIOUR
b. ROTATE FACULTY MEETING LOCATIONS
c. INSTITUTE A “5-10 REPORT” FROM TEACHERS
d. EMPOWER TEACHERS
e. RECOGNIZE GROUP ACCOMPLISHMENTS
f. DO NOT OVELOOK LITTLE THINGS
g. CREATE A “ BRAGGING WALL” IN THE FACULTY ROOM
h. FOLLOW UP ON REQUEST/S
i. SELECT A FACULTY MEMBER OF THE MONTH
j. INSTITUTE A TEACHER FOR A DAY PROGRAM

16.
Fredrick Herzberg’s Theory of
Motivation
Content Theories of Motivation
Herzberg‟s Motivation-Hygiene Theory
– Job satisfaction and job dissatisfaction are created by
different factors.
• Hygiene factors: extrinsic (environmental) factors that
create job dissatisfaction.
• Motivators: intrinsic (psychological) factors that create
job satisfaction.
– Attempted to explain why job satisfaction does not result in
increased performance.
• The opposite of satisfaction is not dissatisfaction, but
rather no satisfaction

17.
David McClelland’s Learned Needs
Theory
Content Theories of Motivation
People acquire or learn certain
needs from their
•Culture
•Family
•Personal and occupational experiences
•Type of organization for which a person works

18.
David McClelland’s Learned Needs
Theory
Content Theories of Motivation
Three-Needs Theory
There are three major acquired needs that are major motives in
work:
– Need for achievement (nAch)
• The drive to excel and succeed
– Need for power (nPow)
• The need to influence the behavior of others
– Need of affiliation (nAff)
• The desire for interpersonal relationships

19.
David McClelland’s Learned Needs
Theory
Content Theories of Motivation
Need for Achievement ( nAch)
• they want to accomplish
reasonably challenging but
attainable goals through their own
effort.
• they prefer working alone rather
than in teams
• they choose tasks with a
moderate degree of difficulty

20.
David McClelland’s Learned Needs
Theory
Content Theories of Motivation
Need for Power( nPow)
• people with a high need for
power want to influence others,
take control and change people
and/or situations
• rely on persuasive
communication and make
suggestions in meetings

21.
David McClelland’s Learned Needs
Theory
Content Theories of Motivation
Need for Power( nPow)
• people with a high need for
power want to influence others,
take control and change people
and/or situations
• rely on persuasive
communication and make
suggestions in meetings
two types of power:
personalized power
•enjoy their power for its own
sake, use it to advance personal
interest , display it as a status symbol
Socialized power
•have an interest in organizational
goals, have a desire to be useful to
the organization and society
•more effective administrators;
•exercises power for the benefit of others

22.
David McClelland’s Learned Needs
Theory
Content Theories of Motivation
HIGH NEED OF POWER AND
ACHIEVEMENT
critical for high-performing
administrators
People with these high needs are
particularly good at increasing
moral, creating clear
expectations for achievement

23.
David McClelland’s Learned Needs
Theory
Content Theories of Motivation
Need for Competence
• desires to do quality work
• wants to develop skills
Need for Affiliation (N-Affil)
• need to feel a sense of
involvement and "belonging"
within a social group

24.
COMPARISON of CONTENT THEORIES
of MOTIVATION

25.
Yenna Monica D. P.