CHAPTER 13

The Mystique of
Motivation
As Berelson and Steiner have defined
the term, a motive is an inner state
that energizes, activates, or moves
(hence motivation), and that directs
or channels behavior toward goals.
In other words, motivation is a
general term applying to the entire
class of drives, desires, needs,
wishes, and similar forces. Likewise,
to say that managers motivate their
subordinates is to say that they do
those things which they hope will
satisfy these drives and desires and
induce the subordinates to act in a
desired manner.
Motivation is defined as feeling
inside the body to do something or
not to do something for achievement
of goal voluntarily.
Theories of Motivation
1. X-Y Theory (McGregor)
2. Maslows Hierarchy of Needs Theory
3. Herzbergs Two Factors Theory
4. Alderfers ERG Theory

X-Y Theory (McGregor)
McGregor theory X and theory Y in his
book The human side of the
Enterprise
X Theory
Employees are lazy
Require control and coercion
Avoiding responsibility
Seeking security
Y Theory
Employees like work as rest or play
Not require control and coercion
Committed to the organizations
objectives
Under proper conditions, they not
only accept but seek more and more
responsibility.
2. Maslows Hierarchy of
Needs

Self
Actualization
Needs
Esteem Needs
Love / Social
needs
Safety Needs
Physiological
Needs
1
2
3
4
5
1. Physiological Needs: Need for food,
sleep, shelter etc.
2. Safety Needs: Safety of job or safe
working environment, free from threats.
3. love / Social needs affection with
colleagues and family
4. Esteem Need Self respect, self-esteem
and esteem of others
5. Self-actualization self-confidence, self-
fulfillment
3. Herzbergs Motivation
Hygiene theory
200 engineers and accountants
were studied and asked to
recollect their experiences when
they were satisfied and
dissatisfied and concluded that
certain factors tended to lead to
job satisfaction and other factors
led to dissatisfaction.
The factors led to satisfaction called
Motivators
The factors led to dissatisfaction
called hygiene factors
Motivators:

Achievement
Recognition
Work itself
Responsibility
Advancement (Positive effects)
Led to satisfaction
Hygiene factors

Company Policy & Administration
Supervision Technical Aspects
Salary
Interpersonal Relations Supervision
Working Conditions
Hygiene Factor
Company Policy & Administration
Supervision
Salary
Interpersonal relations
Working Conditions

Hygiene Factor ld to prevent
dissatisfaction.
Motivation Factor
Achievements
Recognition
Work itself
Responsibility
Advancement

Motivation factor led to satisfaction
Alderfers ERG Theory
Clayton Alderfer responded to some
of the criticisms of Maslows work by
conducting his own study of human
needs. He defined three basic
categories of needs:
1. Existence needs the need for
physical well-being.
2. Relatedness needs the need for
satisfying interpersonal relationships.

3. Growth needs the need for
continuing personal growth and
development.

Alderfers ERG theory is similar to
Maslows theory except in three major
respects.
First, Alderfer identified only three orders
of human needs, compared to Maslows
five orders.
Second, in contrast to Maslow,
Alderfer found that people
sometimes activate their higher-
level needs before they have
completely satisfied all of their
lower-level needs.
Third, Alderfer concluded that
movement in his hierarchy of
human needs is not always upward.
For instance and this is reflected in
his frustration regression principle
he found that a worker frustrated by
his failure to satisfy an upper-level
need might regress by trying to fulfill
an already satisfied lower-level need.
Alderfers work, in conjunction with
Maslows, has implications for
management. Employees frustrated
by work that fails to provide
opportunities for growth or
development on the job might
concentrate their energy on trying to
make more money, thus regressing
to a lower level of needs.
To counteract such regression,
management might use job
enrichment strategies designed to
help people meet their higher-order
needs.