THEORIES OF MOTIVATION IN MANAGEMENT

• MOTIVATION - Is the answer to the question "why we do what we do"; can be classified in 2 different perspectives: Content and Process.
• CONTENT THEORIES - Deal with "what" motivates people and are concerned with individual need and goals.
• ABRAHAM MASLOW'S HIERARCHY OF NEEDS - an individual strives to seek a higher need when lower needs are fulfilled. Needs are motivators only when they are unsatisfied.
• PHYSIOLOGICAL NEEDS - Maslow's hierarchy of needs; include the most basic needs for humans to survive such as water, air, and food.
• SAFETY AND SECURITY NEEDS - Maslow's hierarchy of needs; which include personal security, health, well-being, and safety against accidents remain.
• BELONGING NEEDS - Maslow's hierarchy of needs; where people need to feel a sense of belonging and acceptance. It is about relationships, families,and friendship.
• SELF-ESTEEM NEEDS - Maslow's hierarchy of needs; where people look to be respected and aims for self-respect. Achievement needs and respect for others are a these levels.
• SELF-ACTUALIZATION - Maslow's hierarchy of needs; pertains to realizing the person's full potential.
• ALDERFER'S ERG THEORY - Simplified maslow's theory by categorizing the hierarchy of needs into three(3) categories.
• EXISTENCE NEEDS - ERG theory; include physiological and safety needs such as food, water, and good working conditions.
• RELATEDNESS NEEDS - ERG Theory; belonging needs; refer to social and interpersonal needs.
• GROWTH NEEDS - ERG Theory; self-esteem and self-actualization needs; involve the desire to make personal contributions to the organization's achievement goals.
• HERZBERG'S TWO(2) FACTOR THEORY - Suggested that there are two kinds of factor that affect motivation, and they do it in different ways.
• HYGIENE FACTOR - HERZBERG'S THEORY; create dissatisfaction if individuals perceive them as inadequate or inequitable, yet individuals will not be significantly motivated if these factors are viewed as inadequate or good; this factor is extrinsic and include factors such as salary or remuneration, job security, and working conditions. Determines dissatisfaction.
• MOTIVATORS - Herzberg's theory; are intrinsic factors such as a sense of achievement, recognition, responsibility, and personal growth. Determines satisfactions.
• McLELLAND'S ACHIEVEMENT NEED THEORY -Identified three(3) basic needs that people develop and acquire from their life experiences.
• NEED FOR ACHIEVEMENT - Achievement need theory; seeks achievement and tries to attain challenging goals. There is a strong need for feedback as to achievement and progress, and a need for sense o accomplishment. The person who has a high achievement need likes to take personal responsibility.
• NEED FOR AFFILIATION - Achievement need theory; the person who has a high need for this needs harmonious relationships with people and needs to be accepted by other people.
• NEED FOR POWER - Achievement need theory; requires power wants to direct and command other people. Most managers have a high need for power.
• McLELLAND'S ACHIEVEMENT NEED THEORY - NEED FOR ACHIEVEMENT, NEED FOR AFFILIATION, NEED FOR POWER
• HERZBERG'S TWO(2) FACTOR THEORY - HYGIENE FACTOR, MOTIVATORS
• ALDERFER'S ERG THEORY - EXISTENCE NEEDS, RELATEDNESS NEEDS, GROWTH NEEDS.
• ABRAHAM MASLOW'S HIERARCHY OF NEEDS - PHYSIOLOGICAL NEEDS, SAFETY AND SECURITY NEEDS, BELONGING NEEDS, SELF-ESTEEM NEEDS, SELF-ACTUALIZATION NEEDS.
• INCENTIVE THEORY - Suggests that employees will increase his/her effort to obtain the desired reward. This is based on the general principle of reinforcement. Desired outcome usually "MONEY". This theory is coherent. Early economic theories where man is supposed to be rational and forecasts are based on the principle of "economic man".
• PROCESS THEORIES - Deal with the "process" of motivation and are concerned with "how" motivation occurs.
• EXPECTANCY THEORY - This theory argues that humans act according to their conscious expectations that a particular behavior will lead to specific desirable goals, producing a systematic explanatory theory of workplace motivation. Determined by an individual's expectation that behavior will lead to a particular outcome.
• COMPONENTS OF EXPECTANCY THEORY - EXPECTANCY, INSTRUMENTALITY, VALENCE
• EXPECTANCY - Component of expectancy theory; the belief of the person that his/her effort will result in the attainment of desired performance goals.
• INSTRUMENTALITY - Component of expectancy theory; the belief of the person that s/he will receive a reward if the performance expectation is met.
• VALENCE - Component of expectancy theory; the value of the reward according to the person.
• GOAL THEORY - PROPOSED BY EDWIN LOCKE IN 1968. Says that motivation and performance will be high if individuals set specific goals, which are challenging, but accepted; where feedback is given on performance.
• GOAL THEORY WORKS ON THE FOLLOWING CONCEPTS - SPECIFIC GOALS WOULD RESULT IN BETTER PERFORMANCE THAN GENERAL GOALS, THE DIFFICULTY OF GOALS HAS A DIRECT RELATIONSHIP TO THE PERFORMANCE OF THE INDIVIDUAL, GOAL SETTING REQUIRES CERTAIN CONDITIONS TO WORK: ABILITIES, RESOURCES, COMMITTED. PERFORMANCE FEEDBACK AND PARTICIPATION SHOULD BE LINKED TO GOAL SETTING.
• GOAL SPECIFICITY - plays an important role in motivation; refers to quantifiable goals.
• ADAM'S EQUITY THEORY - Suggests that if the individual perceives that the rewards received are equitable.
• ELEMENTS OF ADAM'S EQUITY THEORY - OUTPUT, INPUT, COMPARISON
• OUTPUT - Element of equity theory; refer to the rewards, benefits, accomplishments, and recognition that an employee may receive from performing a task or role.
• INPUT - Element of equity theory; include effort, time, experience, skills, traits that an employee invests in performing a task or role.
• COMPARISON - Element of equity theory; the evaluation of an employee about other workers' inputs invested and outputs received from doing the same task or role.