Theories of Motivation.docx
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Motivation is derived from the word 'motive,' which represents a person's needs, desires, wants, or drives. It is the process of encouraging people to take action in order to attain a goal. A desire for money may be one of the psychological elements motivating people's behavior in the context of professional goals.
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7.1 The Importance of Worker Motivation
What motivates people at work? For the past century, I/O psychologists have been trying to answer this elusive question. Think about how you might answer it. Do coworkers motivate you? Rewards? Perhaps the fear of punishment? No matter how you respond, chances are your reasons for doing your job differ from those of your friends, family, and coworkers. Because everyone has different needs, values, emotions, and personality traits, each person will likewise possess a different set of factors that drive his or her motivation. The indeterminate number of variables that influence motivation are what makes studying this topic difficult.
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- Vroom's expectancy theory which states motivation depends on expectancy, instrumentality, and valence - the belief that effort will lead to performance and rewards.
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A PPT Presentation on The Princess and the God: A tale of ancient India by Aaron ShepardTheories of Motivation.docx
- 1. Theories of Motivation There are various Theories of Motivation that attempt to explain why individuals are motivated to behave in certain ways. Some of the most well-known theories include: Maslow's Hierarchy of Needs: This theory proposes that human needs are arranged in a hierarchy, with basic physiological and safety needs at the bottom, followed by needs for love and belonging, esteem, and self-actualization at the top. Maslow believed that people are motivated to satisfy their needs in order, with higher needs becoming important only after lower needs are met. Herzberg's Two-Factor Theory: According to this theory, there are two types of factors that influence motivation in the workplace: hygiene factors and motivators. Hygiene factors, such as salary and working conditions, are necessary to prevent dissatisfaction, but do not actually motivate employees. Motivators, such as recognition and opportunities for growth, are what drive employee motivation and job satisfaction. Expectancy Theory: This theory proposes that individuals are motivated to act in certain ways based on their expectations of the outcomes of their actions. Expectancy theory suggests that people will be more motivated to perform a task if they believe that their effort will lead to a successful outcome, and if they believe that the outcome will be rewarding. Goal-Setting Theory: This theory proposes that specific and challenging goals lead to higher levels of performance than vague or easy goals. Goal-setting theory suggests that setting goals that are achievable but challenging can lead to increased motivation and effort.
- 2. Self-Determination Theory: According to this theory, individuals are motivated to behave in certain ways when they have autonomy, competence, and relatedness. Autonomy refers to the ability to make decisions about one's own behavior, competence refers to the sense of mastery or skill in a particular area, and relatedness refers to the sense of connection to others. Equity Theory: This theory proposes that individuals are motivated when they perceive that they are being treated fairly in comparison to others. Equity theory suggests that people will be motivated to work harder if they believe that they are being compensated fairly for their work in comparison to others.