1. Motivation

2. The Meaning of Motivation

3. Primary Motives
Human motives are variously called physiological, biological, unlearned, or primary.
Two criteria must be met in order for a motive to be included in the primary classification: It must be unlearned, and it must be physiologically based.
Even though the brain pathways will be developed in different ways and people develop different appetites for the various physiological motives, they will all have essentially the same primary needs.

4. General Motives The Curiosity, Manipulation, and Activity Motives
The Affection Motive

5. Secondary Motives The Power Motive The Achievement Motive
Moderate Risk Taking
Need for Immediate Feedback
Satisfaction with Accomplishments
Preoccupation with the Task

6. Secondary Motives The Affiliation Motive The Security Motive
(Continued)
The Affiliation Motive
The Security Motive
The Status Motive
Intrinsic versus Extrinsic Motives

7. Work-Motivation Approaches

8. The Content Theories of Work Motivation
Maslow’s Hierarchy of Needs
Herzberg’s Two-Factor Theory of Motivation
Relation to Maslow’s Need Hierarchy
Contribution to Work Motivation
Critical Analysis of Herzberg’s Theory
Alderfer’s ERG Theory

9. The Content Theories of Work Motivation
(Continued)

10. The Content Theories of Work Motivation
(Continued)

11. The Content Theories of Work Motivation
(Continued)

12. Herzberg’s Two-Factor Theory
Hygiene Factor – work condition related to dissatisfaction caused by discomfort or pain
maintenance factor
contributes to employee’s feeling not dissatisfied
contributes to absence of complaints 9 11

13. Herzberg’s Two-Factor Theory
Hygiene Factor – work condition related to dissatisfaction caused by discomfort or pain
maintenance factor
contributes to employee’s feeling not dissatisfied
contributes to absence of complaints 9 11

14. Herzberg’s Two-Factor Theory
Motivation Factor – work condition related to the satisfaction of the need for psychological growth
job enrichment
leads to superior performance & effort 9 11

15. Motivation–Hygiene Theory of Motivation
Achievement
Achievement recognition
Work itself
Responsibility
Advancement
Growth
Salary?
Motivation factors increase job satisfaction
Hygiene factors avoid job dissatisfaction
Company policy and administration
Supervision
Interpersonal relations
Working conditions
Salary
Status
Security 10 13

16. Motivation–Hygiene Combinations
(Motivation = M, Hygiene = H) 14

17. Questions on Herzberg’s Theory
Is salary a hygiene or a motivational factor?
What role do individual differences (age, sex, social status, education) play?
What role do intrinsic job factors (work flow process) play?

18. The Content Theories of Work Motivation
(Continued)

19. The Process Theories of Work Motivation
Vroom’s Expectancy Theory of Motivation
Meaning of the Variables
Implications of the Vroom Model for Organizational Behavior
Importance of the Vroom Model

20. The Process Theories of Work Motivation
(Continued)

21. The Process Theories of Work Motivation
(Continued)
The Porter-Lawler Model
Implications for Practice
Contributions to Work Motivation

22. The Process Theories of Work Motivation
(Continued)

23. Motivational Theories X and Y
Theory X
A set of assumptions of how to manage individuals who are motivated by lower order needs
Theory Y
A set of assumptions of how to manage individuals who are motivated by higher order needs

24. Theories Applied to Needs Hierarchy
Theory Y – a set of assumptions of how to manage individuals motivated by higher order needs
Esteem
Love (Social)
Theory X – a set of assumptions of how to manage individuals motivated by lower order needs
Safety and Security
Physiological 2 5 2 7 5 2

25. McGregor’s Assumptions About People Based on Theory X
Naturally indolent
Lack ambition, dislike responsibility, and prefer to be led
Inherently self-centered and indifferent to organizational needs
Naturally resistant to change
Gullible, not bright, ready dupes 7 8

26. McGregor’s Assumptions About People Based on Theory Y
Passive and resistant behaviors not inherent; result of organizational experience
People possess
Motivation
Development potential
Capacity for assuming responsibility
Readiness to direct behavior toward organizational goals 8 9

27. McGregor’s Assumptions About People Based on Theory Y
Management’s task—arrange conditions and operational methods so people can achieve their own goals by directing efforts to organizational goals 8 9

28. 3 Motivational Need Theories
Maslow
McGregor
Alderfer
McClelland
Need for
Achievement
Self-actualization
Theory Y
Growth
Esteem
self
interpersonal
Higher
Order
Needs
Need for
Power
Belongingness (social and love)
Relatedness
Need for
Affiliation
Safety and Security interpersonal
physical
Theory X
Lower
Order
Needs
Existence
Physiological 18