Theories of Motivation

 

Theories of Motivation

As we know the most important skill one has to acquaint is the ‘Motivation’. The term has its own implications and advances. Generally, motivation is a strength to inspire the peoples with their willingness to complete the task.

As there are different theories that prescribe the motivation importance and actual implications to reality. Now, we take a look on numerous theories of the motivation that paves a way to need and requisite by which an individual or entity is going to inspire.

Following are some of the theories of Motivation:

1. Maslow’s Need of Hierarchy (1943)

2. Alderfer’s ERG Theory (1969)

3. Herzberg’s Two Factor Theory (1987)

4. Vroom’s Expectancy Theory (1964)

5. McGregor’s Theory X and Theory Y (1960’s)

6. Urwick’s Theory Z (1980’s)

7. McClelland’s Need Theory (1960’s)

8. Skinner’s Reinforcement Theory (1987)

9. Adam’s Equity Theory (1965)

10. Locke’s Goal Setting Theory (1990)

1. Maslow’s Need of Hierarchy (1943)

Abraham Maslow developed the Hierarchy of Needs model in 1943 in the USA, and the Hierarchy of Needs theory remains valid today for understanding human motivation, management training, and personal development.

 Here the basic agenda of the theory is that an individual gets motivated when he accomplished one need. Hence as one needs to be satisfied others arise and the sequence continues. Maslow's Hierarchy of Needs states that we must satisfy each need, in turn, starting with the first, which deals with the most obvious needs for survival itself.

1.    Physiological needs: It mainly includes the basic necessity of life for survival such as air, food, drink, shelter, warmth, sleep, etc. Once the physiological needs are satisfied, a person could move on to the next level which is the need for safety.

2.    Safety needs: After the fulfillment of the physiological need to feeling safe proceeds. It requires from the safety of the people when living in society and includes elements like security, order, law, education, health, stability, etc.

3.    Social needs: When humans safely live in society they will need to feel loved and accepted by others. They have affection towards work group, family, friends, relationships and other belongingness etc.

4.    Esteem needs: Here, apart from love and affection people seek self respect and esteem from the society. They are looking for respect and recognition for their achievement. It mainly includes self-esteem, achievement, mastery, independence, status, dominance, prestige, managerial responsibility, etc.

5.    Self-Actualization needs: It is the topmost pyramid of motivation theory. Once one overcomes the lower levels of all four needs from the pyramid he or she is in the self-actualization phase. The person enables one to master of his ability, follow dreams, and desire to grow further. It includes realizing personal potential, self-fulfillment, seeking personal growth, creativity, and experiences.

Merits of Maslow’s Theory:

1.    This theory is very simple and easy to understand

2.    It helps the organization hot to motivate the employees

3.    It accounts for both inter-personal and intra-personal variations in human behavior.

4.    It takes into account human nature

5.    Relevant in all Fields and also applicable in today’s era.

Demerits

1.    Not all individual think in the same way

2.    Cultural differences

3.    Lack of direct cause and effect relationship between need and behavior.

4.    Difficult to measure such as self actualization need.

2. Alderfer’s ERG Theory (1969)

The theory is typically based on three important parameters names ERG.

E means Existence, R means Relatedness, and G means Growth.

This theory is based on Maslow's needs Hierarchy theory. Here Existence theory covers physiological and safety needs. Relatedness covers Social needs and Growth parameters cover Esteem and Self Actualization needs.

3. Herzberg’s Two Factor Theory (1987)

The theory is basically dependent on Two factors.

1)    Hygiene Factor: It is related to job dissatisfaction and Extrinsic in nature. It produces no growth but prevents loss. It produces a zero levels of motivation.

2)    Motivational Factors: It is related to the nature of work and intrinsic in nature. It is useful to increase the productivity of the organization.

Hygiene Factors

·         Wages

·         Company policy

·         Job security

·         Working conditions

·         Status

·         Supervision

·         Relations

Motivational Factors

·         Job itself

·         Recognition

·         Reward

·         Achievement

·         Responsibility

·         Advancement

·         Growth.

4. Vroom’s Expectancy Theory (1964)

According to scientist Vroom’s Motivation is a combination of Expectancy, Instrumentality and Valence. Hence, there three parameter are important to compute the Motivation.

It is based on two important assumptions. One is due to efforts desired results came out and the other is due to your efforts one may opt the rewards.

1. Expectancy: It deals with the efforts one has to taken

2. Instrumentality: It reflects actual performance one should give

3. Valence: It shows due to efforts reward one should to gain.

5. McGregor’s Theory X and Theory Y (1960’s)

The theory is based on workers' participation in the organization.  It is typically divided into two subdivisions.

1. Theory X: It is Negative Factor. It typically considers works that are inherently lazy in nature. They are self-centered one with no specific ambition. Hence management control is needed and organization is Top to Down in nature.

2. Theory Y: It is a positive factor. It considers workers are active in nature. They have ambition with concern to the organizations and motivated ones.

6. Urwick’s Theory Z (1980’s):

It typically depends on bonding between employees and the organization. It acts as a connecting link between McGregor’s Theory X and Theory Y.

7. McClelland’s Need Theory (1960’s)

McClelland’s Need Theory depends on Three different set of needs. All three needs are relevant to Maslow’s Theory. As Achievement Needs

to be correlated with factors.

1. Need for Achievement: It considers the efforts of an individual towards the need of satisfaction.

2. Need for Affiliation: It reflects the need for belongingness with concern to the society for an individual.

3. Need for Power: This means that power to influence the people.

8. Skinner’s Reinforcement Theory (1987)

This theory is dependent on an Experiment conducted by scientist Skinner. It is Operant Conditioning theory prescribes the relationship between needs and consequences. It typically involves three sets of parameters.

1. Positive: Includes factors like appreciation, grades, rewards so one could be motivated in a positive manner.

2. Negative: There are two variables one is desirable and the other is undesirable so the person gets motivated.

3. Punishments: Here, a person has to choose between two undesirable variables. Like deduction in the salary of the latecomers for an organization. So by means of punishment an individual get motivated.

9. Adam’s Equity Theory (1965)

It clearly reflects that equality among all employees. It makes an attempt to maintain the balance between Input and output in the organization. Input indicates efforts, cost, education for an individual and output indicates reward and recognition in this regard.

10. Locke’s Goal-Setting Theory (1990):

Here, the major focus is to set the goals of the organization with participation from all employees or subordinates. It is an effective extension of the concept of Management By Objective (MBO) which implies a SMART goal.

Reference Video:

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