Professional Documents
Culture Documents
Motivation is a key part of the manager’s job because through it the manager is able to make
people want to perform activities so that goals can be achieved
Motivation has been defined as the set of processes that determine behavioral activities and
choices that is the process which influence people to behave the way they do. Motivation is
therefore concerned with the reasons for human behavior.it explains why people behave in a
certain way. Motivation is derived from motive which is an inner force that moves that moves a
person to behave in a certain way.
1. Content theories
2. Process theories
CONTENT THEORIES
Content theories attempt to explain the specific things that actually motivate an individual at
work. They are concerned mainly with identifying people’s needs, their relative strength and
goals that people pursue in order to satisfy these needs. Their main focus is on what motivates.
They include;
The two factor theory was developed by Fredrick Herzberg from his study of 200 accountants
and engineers.it is also known as hygiene theory.it is a theory of external motivation because the
manager controls the factor that produce job satisfaction or dissatisfaction.
Prior to Herzberg study it was generally believed that employee satisfaction and dissatisfaction
and hence motivation or lack of it were opposite ends of the same continuum (scale)that is
people were either satisfied with their jobs or they were dissatisfied or something in
between.Hezberg study thus showed that is not the case. He found out that satisfaction was
influenced by one set of factors while dissatisfaction was influenced by another set hence the two
factor theory.
Company policies
Supervision
Status
Job security
Administration
Salary
Interpersonal relations
If these factors are present in high quality and quantity people are simply not dissatisfied and not
necessarily satisfied.so the presence of those factors are present in high quality and quantity,
people are not necessarily dissatisfied or satisfied.
Factors which affected satisfaction he called them satisfiers or motivators which included;
achievement, recognition, responsibility, growth and advancement .when these factors fell below
an acceptable level, they contributed very little to job dissatisfaction but they did prevent
satisfaction.
This theory has a clear message for managers in trying to motivate employees, the first step
should be to eliminate dissatisfaction by ensuring that pay, working conditions are reasonable
Maslow’s human needs can be arranged in order of importance from the most basic. Once a need
is fairly well satisfied it no longer motivates behavior and man is motivated by the next higher
level of needs. Maslow divided human needs into five levels;
1. Physiological needs
They are the most basic human needs for sustaining life e.g. food, air, shelter and clothing. These
needs have certain characteristics;
They are relatively independent of each other
They can be identified with specific location of the body
To remain satisfied, they must not be repeatedly within a short time
Unless these needs are satisfied to the degree necessary to sustain life other needs will
need to motivate people
These needs are expressed as desired for protection against danger, threat or deprivation. The
desire may be economic, physical or for social safety. Employees may for example desire
economic security, orderly working relationship etc.
3. Social needs
These include need for belonging, love, acceptance, friendship association and need to give and
receive love. Man being a social being will aspire for a place in his own grave and will strive to
achieve it
According to Maslow these needs do not become motivators until the lower level needs have
been reasonably satisfied. These needs are completely satisfied. Once these needs become
important to an individual he will continually seek satisfaction of them. The typical industrial
organization offers only limited opportunity for the satisfaction of these needs at the lower levels
of employment. Esteem needs consists of both self-esteem and esteem by others
These needs according to Maslow emerge after all other need have been satisfied. Self-
actualization needs include the realization of ones potentialities, self-fulfillment, self-
development and creativeness. The form these needs take varies from one person to another just
as human personalities vary
THEORY X ASSUMES;
THEORY Y ASSUMES;
Participative management
Work is as normal as play
Threat of punishment is only one way to make people work
Committed people are self-motivated and self-directed
Under the right conditions the average person will seek and like responsibility
The ability to think creatively, to innovate and solve problem s are widely distributed
among people
PROCESS THEORIES
They concern themselves with identification of the dynamic variables that make up
motivation. Mainly process theories focus on how behavior initiated, directed and sustained,
they include;
THE VROOM –MODEL-A CONTIGENCY VIEW/EXPECTANCY THEORY
Basing their work on the assumption that a relation existed between satisfaction and productivity.
Lawler and porter developed their model and managerial motivation. The model is based on the
assumption that rewards cause satisfaction and that sometimes performance produce rewards.
They hypothesized that satisfaction and performance are linked by rewards.that good
performance lead to rewards which led to satisfaction. According to the theory satisfaction
performance leads to either intrinsic or extrinsic. Intrinsic rewards are given to the individual by
himself for good performance and they include feelings of accomplishment and satisfaction or
higher level needs
Extrinsic rewards are given by the organization and include; pay, promotions, status and job
securities and they mainly satisfy lower level needs. This means that at times extrinsic rewards
are not related to performance.to be considered as a reward the individual must value it
positively so both individual worker and the organization are responsible for motivation. But
despite the organizations influence the greater responsibility for motivation lies with the
individual. Therefore his motivation or satisfaction depends on the performance as it is affected
by value he places on rewards, the probability that effort will result in rewards, his efforts,
abilities, traits and role perception