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Motivation

Theories
Uy, Raven V.
IBE02
CONTENT

THEORIES
Hierarchy of Needs
Theory
of Abraham Maslow
An individual must be in good health,
safe and secure with meaningful
relationships and confidence before an
individual to be reproductive.

Individuals most basic needs must be


met before they become motivated in
achieving higher level of needs.
ERG Theory of Clayton
Alderfer
In motivating people, they are confronted with
three sets of needs.
ERG Theory of Clayton
Alderfer
It suggests that people can be motivated by needs
from more than one level at the same time. There is
not necessarily a strict progression from one level to
the next.

It acknowledges that the importance of the needs


varies for each person and as circumstances change.
Some people might put a higher value on growth
than relationships at certain stages of their lives.

It has a "frustration-regression" element. This means


that that if needs remain unsatisfied at one of the
higher levels, the person will become frustrated, and
go back to pursuing lower level needs again.
Acquired Needs Theory

of David McClelland

An individuals specific needs are


acquired over time and shaped by
ones life experiences.
Acquired Needs Theory

of David McClelland

A persons motivation and effectiveness


in certain job functions are influenced
by the need for achievement, affiliation
and power.
Acquired Needs Theory

of David McClelland
Two Factor Theory
of Frederick Herzberg
PROCESS
THEORIES
Expectancy Theory
of Victor Vroom
People will choose how to behave
depending on the outcome they expect as
a result of their behavior.
Equity Theory
of Stacey Adams

People become demotivated, reduced input and seek


change/improvements whenever they feel that their work is
not fairly rewarded.
Goal Setting Theory of
Edwin Locke
A goal acts as a target in which an it acts as a
motivation for the workers/employees to
achieve it.

Specific and challenging goals along with


appropriate feedback contribute to higher and
better task performance

GOALS indicate and give direction to an


employee about what needs to be done and
how much efforts are required to be put in.
CONTENT vs. PROCESS
CONTENT PROCESS
Focus on factors Provide description
within a person that and analysis of how
energize, direct, behavior is
sustain and stop energized, sustained
behavior. and stopped.

Look into the specific


needs that motivates
people.

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