MOTIVATION THEORY.pptx
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The document discusses different theories of motivation. It first defines motivation and describes its characteristics. It then outlines two main types of motivation: intrinsic and extrinsic. The document summarizes two motivational theories: 1) Maslow's hierarchy of needs theory which proposes that human behavior is goal-directed and motivated by fulfilling different needs, from basic physiological needs to higher order needs. 2) Herzberg's motivation-hygiene theory which identifies two factors that affect employee behavior - hygiene factors related to job conditions and motivational factors related to job content that influence satisfaction. The theory suggests improving motivational factors like achievement and responsibility to increase satisfaction.
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The two-factor theory, developed by Frederick Herzberg, states that job satisfaction and dissatisfaction are influenced by separate factors. Satisfaction is influenced by motivators related to the work itself, such as achievement and recognition. Dissatisfaction is influenced by hygiene factors unrelated to the work, like company policies and salary. Herzberg developed this theory based on interviews with engineers and accountants about times they felt exceptionally satisfied or dissatisfied with their jobs. The theory distinguishes between motivators that provide satisfaction and hygiene factors whose absence can cause dissatisfaction but not presence satisfaction.Expectancy theory
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The two-factor theory, developed by Frederick Herzberg, states that job satisfaction and dissatisfaction are influenced by separate factors. Satisfaction is influenced by motivators related to the work itself, such as achievement and recognition. Dissatisfaction is influenced by hygiene factors unrelated to the work, like company policies and salary. Herzberg developed this theory based on interviews with engineers and accountants about times they felt exceptionally satisfied or dissatisfied with their jobs. The theory distinguishes between motivators that provide satisfaction and hygiene factors whose absence can cause dissatisfaction but not presence satisfaction.influences on employee behaviour 
influences on employee behaviour universitas muhammadiyah yogyakarta
油
Identify that influence employee behavior
Describe outcomes resulting from behavior and tell how they influence future behavior
State how a supervisors leadership and expectations for employees can affect their behavior
Define motivation and describe the main approaches to understanding motivation at work
influences on employee behaviour
influences on employee behaviour universitas muhammadiyah yogyakarta
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Identify that influence employee behavior
Describe outcomes resulting from behavior and tell how they influence future behavior
State how a supervisors leadership and expectations for employees can affect their behavior
Define motivation and describe the main approaches to understanding motivation at work
7. motivation, theories of motivation
7. motivation, theories of motivationDr. Parveen Kaur Nagpal
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Motivation - Meaning, Intrinsic and extrinsic motivation, Theories of Motivation, Need Theories, Process Theories, A. Maslow Need Hierarchy, F. Herzberg Dual Factor, Mc Gregor Theory X and Theory Y, Ways of Motivating through Carrot and Stick in Organizations7. motivation, theories of motivation
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This document discusses several theories of motivation. It begins by outlining the importance of motivation in the workplace in reducing turnover and absenteeism. Maslow's hierarchy of needs is described, with physiological, safety, social, esteem, and self-actualization needs. McGregor's Theory X and Theory Y are covered, contrasting assumptions about employee work preferences. Herzberg's two-factor theory distinguishes between hygiene factors like pay that prevent dissatisfaction and motivational factors like recognition that create satisfaction.3.motivation
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This document discusses several theories of motivation. It begins by outlining the importance of motivation in the workplace in reducing turnover and absenteeism. Maslow's hierarchy of needs is described, with physiological, safety, social, esteem, and self-actualization needs. McGregor's Theory X and Theory Y are covered, contrasting assumptions about employee work preferences. Herzberg's two-factor theory distinguishes between hygiene factors like pay that prevent dissatisfaction and motivational factors like recognition that create satisfaction.Each answer 250 words minimumQuestion 1What assumptions and.docx
Each answer 250 words minimumQuestion 1What assumptions and.docxjacksnathalie
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Each answer 250 words minimum
Question 1:
What assumptions and implications can be drawn from the information gathered from the exit interviews?
Question 2:
Recommend a solution to the turnover problem based on evidence and information presented on job satisfaction.
Motivation and Job Performance in Public Safety
Problem:
The local police department in Somewhere USA has been losing officers at an alarming rate. This medium sized city offers a competitive salary and funds recruits to train at the local community college. The total cost of recruiting and training a new hire was estimated to be $12,000. The leadership was alarmed and conducted exit interviews to determine the reasons for such high turnover. The major issues cited were lack of support for personal issues, no recognition for good performance, no punishment for those violating rules, poor communication, favoritism, lack of opportunity for advancement, and inflexible scheduling. The leadership desperately wanted to turn this around.
Motivation and Job Satisfaction related to Job Performance
Job performance has been portrayed as a combination of ability and motivation. Because motivation is a personal force, the level of motivation of others cannot be readily measured. Scholars recognize that employees attitudes and perceptions toward their jobs strongly affect their job performance. However, motivation may be difficult to measure and may not be directly linked to an increase in performance. One fact research has uncovered is that the organizational environment in which people work has a significant influence on their attitudes. Without a positive, supporting environment dissatisfaction will occur. Performance has been linked to motivation, ability, and working conditions. Satisfaction has been positively related to job performance. The Hawthorne studies at Western Electric was a major contribution to the field because it discovered evidence that productive worker are satisfied worker, not that happy workers were productive workers. Thus, organizational attitudes and cultures were seen as a more important aspect than individual workers.
Many motivational and job satisfaction theories have emerged in organizational research. Work motivation has internal and external forces that affect behaviors at work to determine intensity and duration. It deals merely with events associated with attitudes while at work. There are numerous definitions for job satisfaction including an individuals positive or negative attitude toward their job, positive feelings about ones job based on their evaluation of the job characteristics, or the collection of feelings and beliefs that individuals have about their jobs. Job satisfaction is defined from the employees standpoint as a positive emotional state that results from appraising ones job.
There are different approaches to study motivation. Because motivation is a phenomenon that cannot be directly measured, researchers must measure attitudes ...Each answer 250 words minimumQuestion 1What assumptions and.docx
Each answer 250 words minimumQuestion 1What assumptions and.docxjacksnathalie
油
Each answer 250 words minimum
Question 1:
What assumptions and implications can be drawn from the information gathered from the exit interviews?
Question 2:
Recommend a solution to the turnover problem based on evidence and information presented on job satisfaction.
Motivation and Job Performance in Public Safety
Problem:
The local police department in Somewhere USA has been losing officers at an alarming rate. This medium sized city offers a competitive salary and funds recruits to train at the local community college. The total cost of recruiting and training a new hire was estimated to be $12,000. The leadership was alarmed and conducted exit interviews to determine the reasons for such high turnover. The major issues cited were lack of support for personal issues, no recognition for good performance, no punishment for those violating rules, poor communication, favoritism, lack of opportunity for advancement, and inflexible scheduling. The leadership desperately wanted to turn this around.
Motivation and Job Satisfaction related to Job Performance
Job performance has been portrayed as a combination of ability and motivation. Because motivation is a personal force, the level of motivation of others cannot be readily measured. Scholars recognize that employees attitudes and perceptions toward their jobs strongly affect their job performance. However, motivation may be difficult to measure and may not be directly linked to an increase in performance. One fact research has uncovered is that the organizational environment in which people work has a significant influence on their attitudes. Without a positive, supporting environment dissatisfaction will occur. Performance has been linked to motivation, ability, and working conditions. Satisfaction has been positively related to job performance. The Hawthorne studies at Western Electric was a major contribution to the field because it discovered evidence that productive worker are satisfied worker, not that happy workers were productive workers. Thus, organizational attitudes and cultures were seen as a more important aspect than individual workers.
Many motivational and job satisfaction theories have emerged in organizational research. Work motivation has internal and external forces that affect behaviors at work to determine intensity and duration. It deals merely with events associated with attitudes while at work. There are numerous definitions for job satisfaction including an individuals positive or negative attitude toward their job, positive feelings about ones job based on their evaluation of the job characteristics, or the collection of feelings and beliefs that individuals have about their jobs. Job satisfaction is defined from the employees standpoint as a positive emotional state that results from appraising ones job.
There are different approaches to study motivation. Because motivation is a phenomenon that cannot be directly measured, researchers must measure attitudes ...Theories on Motivation in Organization and Management.pptx
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management and motivational theoriesFINAL 2 MOTIVATION.pptx
FINAL 2 MOTIVATION.pptxssuserbea996
油
The document discusses several theories of motivation:
1. Maslow's hierarchy of needs theory which proposes humans have five levels of needs from physiological to self-actualization.
2. Hertzberg's two-factor theory which distinguishes between hygiene factors like pay that prevent dissatisfaction and motivators like achievement that create satisfaction.
3. McGregor's Theory X and Theory Y about managerial assumptions regarding employee motivation and participation.
4. Contemporary theories like goal setting theory, reinforcement theory, and job design theories focus on motivating employees through specific goals, consequences of actions, and job characteristics.FINAL 2 MOTIVATION.pptx
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油
The document discusses several theories of motivation:
1. Maslow's hierarchy of needs theory which proposes humans have five levels of needs from physiological to self-actualization.
2. Hertzberg's two-factor theory which distinguishes between hygiene factors like pay that prevent dissatisfaction and motivators like achievement that create satisfaction.
3. McGregor's Theory X and Theory Y about managerial assumptions regarding employee motivation and participation.
4. Contemporary theories like goal setting theory, reinforcement theory, and job design theories focus on motivating employees through specific goals, consequences of actions, and job characteristics.Motivation,early theories of motivation and job satisfaction
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Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic needs like physical survival and safety before moving on to more advanced needs for love, esteem, and self-actualization. McGregor's Theory X sees workers as largely unmotivated while Theory Y sees workers as generally self-motivated. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like pay that prevent dissatisfaction. Job satisfaction depends on intrinsic motivation from the work itself as well as extrinsic factors like compensation, supervision, and coworkers. Satisfied workers tend to be more productive, less absent, and less likely to quit their jobs.Motivation,early theories of motivation and job satisfaction
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Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic needs like physical survival and safety before moving on to more advanced needs for love, esteem, and self-actualization. McGregor's Theory X sees workers as largely unmotivated while Theory Y sees workers as generally self-motivated. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like pay that prevent dissatisfaction. Job satisfaction depends on intrinsic motivation from the work itself as well as extrinsic factors like compensation, supervision, and coworkers. Satisfied workers tend to be more productive, less absent, and less likely to quit their jobs.Motivation
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This document provides an overview of motivation theories including:
1. Maslow's hierarchy of needs which categorizes human needs into physiological, safety, social, esteem, and self-actualization needs.
2. Herzberg's motivation-hygiene theory which distinguishes between motivators like achievement and hygiene factors like salary.
3. McGregor's Theory X and Theory Y which propose different assumptions about human motivation and nature. Theory X assumes people dislike work while Theory Y assumes people can find work enjoyable.Motivation
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油
This document provides an overview of motivation theories including:
1. Maslow's hierarchy of needs which categorizes human needs into physiological, safety, social, esteem, and self-actualization needs.
2. Herzberg's motivation-hygiene theory which distinguishes between motivators like achievement and hygiene factors like salary.
3. McGregor's Theory X and Theory Y which propose different assumptions about human motivation and nature. Theory X assumes people dislike work while Theory Y assumes people can find work enjoyable.Counterproductive behavior in organizations.3
Counterproductive behavior in organizations.3Greg Emmanuel Villahermosa
油
This document defines and discusses various forms of counterproductive workplace behaviors including ineffective job performance, absenteeism, turnover, accidents, theft, violence, substance use, and sexual harassment. It outlines key definitions, assumptions, common causes and predictors, approaches to prevention and management, and differences across cultures for each behavior. The overall document takes a comprehensive look at understanding and addressing undesired workplace conduct.Counterproductive behavior in organizations.3
Counterproductive behavior in organizations.3Greg Emmanuel Villahermosa
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This document defines and discusses various forms of counterproductive workplace behaviors including ineffective job performance, absenteeism, turnover, accidents, theft, violence, substance use, and sexual harassment. It outlines key definitions, assumptions, common causes and predictors, approaches to prevention and management, and differences across cultures for each behavior. The overall document takes a comprehensive look at understanding and addressing undesired workplace conduct.Pom unit iv
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What assumptions and implications can be drawn from the information gathered from the exit interviews?
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Recommend a solution to the turnover problem based on evidence and information presented on job satisfaction.
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Problem:
The local police department in Somewhere USA has been losing officers at an alarming rate. This medium sized city offers a competitive salary and funds recruits to train at the local community college. The total cost of recruiting and training a new hire was estimated to be $12,000. The leadership was alarmed and conducted exit interviews to determine the reasons for such high turnover. The major issues cited were lack of support for personal issues, no recognition for good performance, no punishment for those violating rules, poor communication, favoritism, lack of opportunity for advancement, and inflexible scheduling. The leadership desperately wanted to turn this around.
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Job performance has been portrayed as a combination of ability and motivation. Because motivation is a personal force, the level of motivation of others cannot be readily measured. Scholars recognize that employees attitudes and perceptions toward their jobs strongly affect their job performance. However, motivation may be difficult to measure and may not be directly linked to an increase in performance. One fact research has uncovered is that the organizational environment in which people work has a significant influence on their attitudes. Without a positive, supporting environment dissatisfaction will occur. Performance has been linked to motivation, ability, and working conditions. Satisfaction has been positively related to job performance. The Hawthorne studies at Western Electric was a major contribution to the field because it discovered evidence that productive worker are satisfied worker, not that happy workers were productive workers. Thus, organizational attitudes and cultures were seen as a more important aspect than individual workers.
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Each answer 250 words minimum
Question 1:
What assumptions and implications can be drawn from the information gathered from the exit interviews?
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Recommend a solution to the turnover problem based on evidence and information presented on job satisfaction.
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Problem:
The local police department in Somewhere USA has been losing officers at an alarming rate. This medium sized city offers a competitive salary and funds recruits to train at the local community college. The total cost of recruiting and training a new hire was estimated to be $12,000. The leadership was alarmed and conducted exit interviews to determine the reasons for such high turnover. The major issues cited were lack of support for personal issues, no recognition for good performance, no punishment for those violating rules, poor communication, favoritism, lack of opportunity for advancement, and inflexible scheduling. The leadership desperately wanted to turn this around.
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2. Hertzberg's two-factor theory which distinguishes between hygiene factors like pay that prevent dissatisfaction and motivators like achievement that create satisfaction.
3. McGregor's Theory X and Theory Y about managerial assumptions regarding employee motivation and participation.
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2. Hertzberg's two-factor theory which distinguishes between hygiene factors like pay that prevent dissatisfaction and motivators like achievement that create satisfaction.
3. McGregor's Theory X and Theory Y about managerial assumptions regarding employee motivation and participation.
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2. Herzberg's motivation-hygiene theory which distinguishes between motivators like achievement and hygiene factors like salary.
3. McGregor's Theory X and Theory Y which propose different assumptions about human motivation and nature. Theory X assumes people dislike work while Theory Y assumes people can find work enjoyable.Motivation
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Fredrick Herzberg studied engineers and accountants to understand job satisfaction and dissatisfaction. He found that intrinsic motivators like challenging work that satisfy higher-order needs tend to increase motivation, while a lack of extrinsic hygiene factors like salary and benefits tend to cause dissatisfaction. Managers should focus on eliminating dissatisfiers to meet basic needs, and use intrinsic motivators to encourage achievement and motivation.More from Ayushi Thakur (8)
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methods to check inflation [Autosaved].pptxAyushi Thakur
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This document discusses inflation and the different indexes used to measure it in India. It explains that there are two main indexes: the Wholesale Price Index (WPI) and the Consumer Price Index (CPI). WPI measures price changes of goods in the wholesale market, tracking 697 items across primary articles, manufactured products, and fuel. CPI measures price changes at the retail level, tracking 448 rural and 462 urban items, and includes both goods and services. While WPI is used by the government and businesses to design policies and contracts, CPI is now primarily used by the RBI to monitor inflation. The key difference is that WPI indicates wholesale inflation while CPI reflects retail inflation faced by consumers.Methods to check inflation
Methods to check inflationAyushi Thakur
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This document discusses inflation and the different indexes used to measure it in India. It explains that there are two main indexes: the Wholesale Price Index (WPI) and the Consumer Price Index (CPI). WPI measures price changes of goods in the wholesale market, tracking 697 items across primary articles, manufactured products, and fuel. CPI measures price changes at the retail level, tracking 448 rural and 462 urban items, and includes both goods and services. While WPI is used by the government and businesses, since 2014 the Reserve Bank of India uses CPI to make monetary policy decisions. The document compares the two indexes and explains their importance.Recently uploaded (20)
Project Status Report - Powerpoint Template
Project Status Report - Powerpoint TemplateAurelien Domont, MBA
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Project Status Report Template that our ex-McKinsey & Deloitte consultants like to use with their clients.
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Maksym Bilychenko: Empowering IT Products with AI: Opportunities and Pitfalls...Lviv Startup Club
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Maksym Bilychenko: Empowering IT Products with AI: Opportunities and Pitfalls (UA)
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Outline of Human Motivation
1. Introduction to Human Motivation
Definition of motivation
Importance of understanding motivation
Overview of motivational theories
2. Theories of Motivation
A. Intrinsic vs. Extrinsic Motivation
Definitions and differences
Examples of each type
B. Maslow's Hierarchy of Needs
Overview of the five levels of needs
Application of the theory in real-life scenarios
C. Self-Determination Theory (SDT)
Overview of intrinsic motivation and its three basic psychological needs: autonomy, competence, and relatedness
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3. Factors Influencing Motivation
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Role of genetics and neurochemistry in motivation
Impact of physical health and well-being
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Personality traits and their influence on motivation
The role of mindset (fixed vs. growth mindset)
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Influence of culture, family, peers, and society on motivation
The impact of the workplace environment and leadership styles
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The role of habits and routines in maintaining motivation
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Common obstacles to motivation (e.g., procrastination, fear of failure)
Strategies to overcome motivational challenges
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Summary of key points
The significance of understanding motivation for personal and societal growth
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A list of academic sources and literature on motivationSmart Logistics Integrating Freight, Trucking & Warehousing Prospect Logis...
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Timely Scheduling: Coordinating trucBusinessGPT - Privacy first AI Platform.pptx
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Holden Melia is an accomplished executive with over 15 years of experience in leadership, business growth, and strategic innovation. He holds a Bachelors degree in Accounting and Finance from the University of Nebraska-Lincoln and has excelled in driving results, team development, and operational efficiency. SWOT Analysis: Boutique Consulting Firms in 2025 
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In an era defined by Consulting 5.0, boutique consulting firmspositioned in the Blue Oceanface both unprecedented opportunities and critical challenges.
Their strengths lie in specialization, agility, and client-centricity, making them key players in delivering high-value, tailored insights. However, limited scale, regulatory constraints, and rising AI-driven competition present significant barriers to growth.
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What do you think? Can boutique firms unlock Consulting 5.0 before Black Ocean giants do?Will-Skill Matrix PowerPoint Template and Guide
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The Will-Skill Matrix is an essential framework for managers and consultants aiming to optimize team performance. This model divides employees into four quadrants based on their levels of motivation (Will) and competencies (Skill):
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Presented by Shawna Forst, Performance Excellence, Quality & Risk Coordinator at MercyOne Newton Medical Center
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Shawna Forst
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Social media marketing trends is now being very crucial.Carousel - Five Key FinTech Trends in 2025
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The financial technology landscape is evolving at an unprecedented pace, and 2025 promises to be a transformative year for the industry. From AI-driven banking to decentralized finance, the future of FinTech is brimming with innovation. In this carousel, we explore the five key trends that will shape the FinTech ecosystem in 2025. Stay ahead of the curve and discover how these advancements will redefine the way we manage, invest, and interact with money. Swipe through to dive into the future of finance! 叶MOTIVATION THEORY.pptx
- 1. MOTIVATION & T H E O RY O F M OT I VAT I O N SUBMITTED TO: MISS. HARSHITA VIJAYVARGIYA SUBMITTED BY: GOURAV DUBEY MSW 2ND SEM 2224106
- 2. MEANING OF MOTIVATION STIMULATES PROCESS OR INNER STATE OF MIND TO ACHIEVE GOAL
- 4. TYPES OF MOTIVATION There are mainly two types of motivations such as INTRINSIC MOTIVATION: is geared toward internal rewards and rein forcer's. People may work at a job because it gives them feelings of competence and a sense of personal control doing the job is fun, the work is matter of pride, the tasks are challenging, and so on EXTRINSIC MOTIVATION : is geared toward external rewards and rein forcer's. Some examples of external rewards are money, praise, awards, etc. Some examples of external rein forcer's are policy and procedures, disciplinary action, speeding tickets, boundary-setting, etc.
- 5. MOTIVATIONAL THEORIES MASLOW NEED HIERARCHY THEORY OF MOTIVATION HERZBERGS MOTIVATION-HYGIENE THEORY:
- 6. 1.Maslow Hierarchy Of Needs: Maslow's hierarchy of needs is a theory in psychology proposed by Abraham Maslow in his 1943 paper "A Theory of Human Motivation" in psychological Review. Maslow subsequently extended the idea to include his observations of humans' innate curiosity. Human behavior is goal-directed. Motivation cause goal-directed behaviour. It is through motivation that needs can be handled and tackled purposely. This can be understood by understanding the hierarchy of needs by manager. The needs of individual serves as a driving force in human behaviour. Therefore, a manager must understand the hierarchy of needs. Maslow has proposed The Need Hierarchy Model.
- 8. 2.Herzbergs Motivation-Hygiene Theory: The Herzbergs Motivation-Hygiene Theory is given by Fredrick Herzberg and his associates, who studied the variables that are perceived to be desirable toachieve goals and the undesirable conditions toavoid. In this context, the study was conducted wherein the experiences and feelings of 200 engineers and accountants were analyzed. They were asked toshare their previous job experiences in which they felt exceptionally good or exceptionally bad.Through this study, Herzberg concluded that there are two job conditions independent of each other that affect the behavior differently.
- 9. The first set of job conditions has been referred to as maintenance or hygiene factor, wherein the same job conditions provide the same level of dissatisfaction, in case the conditions are absent, however, their presence does not motivate in a strong way. The second set of job conditions is referred to as motivational factors, which primarily operate to build strong motivation and high job satisfaction, but their absence does not result in strong dissatisfaction.
- 10. Hygiene Factors: Herzberg identified ten maintenance or hygiene factors, that are not intrinsic parts of a job, but are related to the conditions in which the job has to be performed. These are company policy and administration, technical supervision, job security, working conditions, interpersonal relationship with peers, subordinates and supervisors, salary, job security, personal life, etc. Motivational factors: These factors have a positive effect on the functioning of the employees in the organization. There are six factors that motivate employees: Achievement, Recognition, Advancement, Work-itself, Possibility of growth and Responsibility. An increase in these factors satisfies the employees and the decrease in these will not affect the level of satisfaction. Thus, Herzbergs Motivation-Hygiene Theory studied the variables which were responsible for the level of satisfaction and had been applied in the industry that has given several new insights.
- 11. THANKING YOU