motivational theories
TRANSCRIPT
One of the secrets to success is recognizing that motivation follows action.
THEORY X
THEORY Y
ERG
MC CLELLANDS THEORY
PRESENTED BY
SAMEERA PATNAIK
AVINASH MOHANTY
ASSUMPTIONSASSUMPTIONS
Dislikes work and attempts to avoid Dislikes work and attempts to avoid it.it.
Has no ambition, wants no Has no ambition, wants no responsibility, and would rather responsibility, and would rather follow than lead.follow than lead.
Is self-centred and therefore does Is self-centred and therefore does not care about organizational goals.not care about organizational goals.
Resists change.Resists change.
MORE COMPENSATION
CHARACTERSTICS OF CHARACTERSTICS OF MANAGERMANAGER
Issues deadlines and Issues deadlines and ultimatums ultimatums
Distant and detached Distant and detached Aloof and arrogant Aloof and arrogant Issues instructions, directions, Issues instructions, directions,
edicts edicts Demands, never asks Demands, never asks
Does not thank or praise
Seeks to apportion blame instead of focusing on learning from the experience and preventing recurrence
Does not team-build
One-way communicator
Does not invite or welcome suggestions
Unhappy
Work can be as natural as play & rest
Love to accept & seek responsibility
Exercise self-control & self-direction in accomplishing objectives
ASSUMPTIONS
Get motivated by higher-level needs of esteem & self-actualization
Handle responsibility effectively & help in solving problems
DIFFERENCEDIFFERENCEAccording to the According to the
theory X manager, theory X manager, the extrinsic needs of the extrinsic needs of a person like wealth, a person like wealth, materialistic luxuries, materialistic luxuries, perks and bonuses perks and bonuses are the ultimate way are the ultimate way of motivating the of motivating the individual to individual to ameliorate his level ameliorate his level of performanceof performance
As for the theory Y As for the theory Y manager, he manager, he believes that if believes that if given the right given the right circumstances a circumstances a person would be person would be willing to work hard willing to work hard and even accept and even accept added responsibility added responsibility and challenge to his and challenge to his jobjob
According to the According to the theory X manager, theory X manager, people do not like to people do not like to work until they are work until they are coerced to and avoid coerced to and avoid it whenever possible. it whenever possible. What is needed to What is needed to solve this problem is solve this problem is to apply a carrot and to apply a carrot and stick approach.stick approach.
In this case, more In this case, more weight is assigned weight is assigned to the intrinsic to the intrinsic needs of a person needs of a person as compared to as compared to the concentration the concentration on the extrinsic on the extrinsic needs, which was needs, which was the main case in the main case in theory X. theory X.
ERG THEORY
GROWTH
RELATEDENESS
EXISTENCE
EXISTENCE NEEDS: Physiological and safety needs
RELATEDENESS NEEDS: Social and external needs
GROWTH NEEDS: Internal esteem and Self actualization
HOW IT DIFFERS FROM MASLOWS
THEORY
More than one level of need can cause motivation at the same time
It carries with it frustration regression element
THE GRAPES MUST BE SOUR
MCCLELLAND THEORY
ORIGINIt was shortly after world war –II
This began with an experiment TAT( Thematic apperception test)
The objective was to detect changes in motivation
With this he came out with 3 basic motivating needs
CLASSIFICATION OF NEEDS
Need for power
Need for affiliation
Need for achievement
NEED FOR POWER
The ability to induce or influence behavior
Derive satisfaction from the ability to control others
Innate drive for power
NEED FOR NEED FOR AFFILIATIONAFFILIATION
It is an unlearned motiveIt is an unlearned motiveDerive pleasure from Derive pleasure from
being lovedbeing lovedThey are concerned with They are concerned with
maintaining pleasant social maintaining pleasant social relationships relationships
NEED FOR NEED FOR ACHIEVEMENTACHIEVEMENT
Intense desire to achieveIntense desire to achieve Moderate risk takersModerate risk takers Immediate feedbackImmediate feedback Accomplishment of taskAccomplishment of task Preoccupation with the Preoccupation with the
taskstasks
IMPLICATIONSIMPLICATIONS Need for achievement is of Need for achievement is of
paramount importanceparamount importance Managers show high on power Managers show high on power
& achievement& achievement Managers Emphasize less on Managers Emphasize less on
affiliation motiveaffiliation motive Achievement motivated Achievement motivated
people can be the backbone of people can be the backbone of most organisationsmost organisations
INDIVIDUAL NEEDS
+
RESPONSIVE WORK
ENVIRONMENT
WORK MOTIVATI-ON &JOB SATISFAC
-TION
ESSENCE OF ESSENCE OF THEORYTHEORY
You can motivate by fear. And you can motivate by reward. But both of these methods are only temporary. The only lasting thing is self-motivation.
ANY QUERIES?