7. FRAMEWORK OF MOTIVATION 1. Identifies Needs 2. Search for ways to satisfy needs 3. Engage in goal directed behavior 4. Performs 5. Receives either rewards or punishments 6. Reassesses needs deficiencies EMPLOYEE
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9. EARLY THEORIES SCIENTIFIC MANGANGEMENT REINFORCEMENT PROCESS MASLOW HERZBERG ALDERFER Mc CLELLAND VROOM ADAM PORTER LAWLER CONTEMPORARY THEORIES HUMAN RELATIONS MODEL CONTENT Theories of Motivation
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12. Maslow’s Hierarchy of Needs Self- actualization Esteem Belongingness Security Physiology Food Achievement Status Friendship Stability Job Friends Pension Base NEEDS General Examples Organizational Examples job Challenging title at work plan salary
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16. Alderfer’s ERG Theory Satisfaction-Progression Frustration-Regression Growth Needs Relatedness Needs Existence Needs
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19. ACHIEVEMENT RECOGNITION WORK ITSELF RESPONSIBILITY GROWTH ADVANCEMENT COMPANY POLICY AND ADMINISTRATION SECURITY STATUS SALARY WORKING CONDITIONS MOTIVATORS HYGIENE FACTORS
20. Content Theories of Motivation- A Comparative Perspective Self- Actualization Esteem Belongingness Safety Physiological Growth Relatedness Existence Motivator--Hygiene Theory Motivators Hygienes ERG Theory Needs Hierarchy Theory
25. Expectancy Theory of Motivation Outcome 1 + or - Outcome 3 + or - Outcome 2 + or - E-to-P Expectancy P-to-O Expectancy Outcomes & Valences Effort Performance
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Editor's Notes
In order for an employee to be motivated to perform desired behaviors and to perform them at a high level, the following conditions are necessary. Valence must be high. Instrumentality must be high. Expectancy must be high. If just one of these three factors is zero, motivation will be zero.
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