Relevance of Motivation Theories and Its Implications on Individual and Group Behaviour
Relevance of Motivation theories and its implications on Individual and Group Behaviour
By
Gautham
Ashwath
Lakshmi
Contents
Introduction 3
Scope of Study 3
Literature Review 3
2.1 The concept of motivation 4
2.2 Definition of Motivation. 4
2.3 Significance of Motivati 4
2.4 Motivation Process. 5
2.5 Theories of Motivation. 5
2.5.3 Abraham H Maslow Need Hierarchy or Deficient theory of Motivation. 6
2.5.4 J.S Adams Equity Theory 9
2.5.5 Vrooms Expectation Theory 9
2.5.6 Two Factor Theory 10
2.5.7 Herzberg 's two-factor theory 10
2.5.8 McClelland 's acquired needs theory 11
2.5.9 McClelland’s Achievement Need Theory 12
2.5.10 Incentive Theory 12
2.6 Types of Motivation 14
2.7 Role of Motivation 16
Recruitment 16
Training and development 16
Roles and Responsibilities 16
Rewards and Recognition 16
2.8 Enhancing motivation in modern organizations (Theories Perspective) 17
1. Productive use of resources: 17
2. Increased efficiency and output: 17
3. Achievement of goals: 17
4. Development of friendly relationships: 17
5. Stability in workforce: 18
Conclusion 18
References 19
Introduction
Motive is "something that causes a person to act." Motivate, in turn, means "to provide with a motive," and motivation is defined as "the act or process of motivating." Thus, motivation is the act or process of providing a motive that causes a person to take some action. In most cases motivation comes from some need that leads to behavior those results in some type of reward when the need is fulfilled. This definition raises a couple of basic questions.
The performance that employers look for in individuals rests on ability, motivation, and the support individuals receive; however, motivation is often the missing variable. Motivation is the desire within a person causing that person to act. People usually act for one reason: to reach a goal. Thus, motivation is a goal directed drive,
By
Gautham
Ashwath
Lakshmi
Contents
Introduction 3
Scope of Study 3
Literature Review 3
2.1 The concept of motivation 4
2.2 Definition of Motivation. 4
2.3 Significance of Motivati 4
2.4 Motivation Process. 5
2.5 Theories of Motivation. 5
2.5.3 Abraham H Maslow Need Hierarchy or Deficient theory of Motivation. 6
2.5.4 J.S Adams Equity Theory 9
2.5.5 Vrooms Expectation Theory 9
2.5.6 Two Factor Theory 10
2.5.7 Herzberg 's two-factor theory 10
2.5.8 McClelland 's acquired needs theory 11
2.5.9 McClelland’s Achievement Need Theory 12
2.5.10 Incentive Theory 12
2.6 Types of Motivation 14
2.7 Role of Motivation 16
Recruitment 16
Training and development 16
Roles and Responsibilities 16
Rewards and Recognition 16
2.8 Enhancing motivation in modern organizations (Theories Perspective) 17
1. Productive use of resources: 17
2. Increased efficiency and output: 17
3. Achievement of goals: 17
4. Development of friendly relationships: 17
5. Stability in workforce: 18
Conclusion 18
References 19
Introduction
Motive is "something that causes a person to act." Motivate, in turn, means "to provide with a motive," and motivation is defined as "the act or process of motivating." Thus, motivation is the act or process of providing a motive that causes a person to take some action. In most cases motivation comes from some need that leads to behavior those results in some type of reward when the need is fulfilled. This definition raises a couple of basic questions.
The performance that employers look for in individuals rests on ability, motivation, and the support individuals receive; however, motivation is often the missing variable. Motivation is the desire within a person causing that person to act. People usually act for one reason: to reach a goal. Thus, motivation is a goal directed drive,
References: Bandura, A. 1997. Self-Efficacy: The Exercise of Control. New York: W. H. Freeman. DeShon, R. P., and J. Z. Gillespie. 2005. A Motivated Action Theory Account of Goal Orientation Dweck, C. S., and E. L. Leggett. 1988. A Social-Cognitive Approach to Motivation and Personality.Psychological Review 95:256–273. Elliot, A. J., and M. A. Church. 1997. A Hierarchical Model of Approach and Avoidance Achievement Motivation.Journal of Personality and Social Psychology 72:218– 232. Herzberg, F. 1968. One More Time: How Do You Motivate Employees? Harvard Business Review 46:53–62. Kanfer, R., and P. L. Ackerman. 1989. Motivation and Cognitive Abilities: An Integrative/Aptitude-Treatment Interaction Approach to Skill Acquisition. Journal of Applied Psychology 74:657–690. Locke, E. A., M. Alavi, and J. Wagner. 1997. Participation in Decision-Making: An Information Exchange Perspective Locke, E. A., and G. P. Latham. 2002. Building a Practically Useful Theory of Goal Setting and Task Motivation: A 35-Year Odyssey Seijts, G. H., et al. 2004. Goal Setting and Goal Orientation: An Integration of Two Different Yet Related Literatures