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Motivation Theories ​

I. What is Motivation? ​

  • Definition: Inducing people to perform to their best ability to achieve organizational goals. A driving force pushing people to action and sustaining that action.

II. Importance of Motivation ​

  • Changes negative attitudes to positive ones.
  • Improves performance.
  • Creates a cooperative atmosphere.
  • Helps workers adapt to change (overcoming resistance to change).
  • Increases job satisfaction and boosts morale.

III. Types of Motivation ​

  • Positive Motivation: Rewarding compliance.
  • Negative Motivation: Fear and punishment.
  • Monetary Motivation: Salary increases, allowances, incentives.
  • Non-Monetary Motivation: Job security, status, career development opportunities.

Key Differences between Monetary and Non-Monetary Motivation:

FeatureMonetary MotivationNon-Monetary Motivation
MeasurabilityMeasurable (currency-based)Not easily measurable
ImportanceMore important for laborers/lower managementMore important for superiors/higher management
Needs FulfilledBasic needsHigher-level needs (self-esteem, self-actualization)

IV. Theories of Motivation ​

A. Traditional Theories ​

  • Fear and Punishment Theory: Employees work primarily out of fear of punishment.
  • Reward Theory: Employees continue working as long as they receive adequate benefits.
  • Carrot and Stick Theory: Rewards for good work, punishment for bad work, based on productivity.

B. Modern Theories ​

  • McGregor's X and Y Theory:

    • Theory X (Classical): Instructional management; work and product-oriented. Workers are uninterested in work, avoid it, need direction, and are motivated by fear and punishment.
    • Theory Y (Behavioral): Participative management; workers are interested in work, take initiative, are efficient, self-directed, and work-centric; motivated by self-respect and self-esteem.

  • Maslow's Hierarchy of Needs: A five-level hierarchical model of human needs:

    • Physiological Needs: Breathing, food, water, shelter, sleep.
    • Safety and Security Needs: Security of body, employment, resources, morality, family, health, property.
    • Love and Belonging Needs: Friendship, family, intimacy, sense of connection.
    • Esteem Needs: Self-esteem, confidence, achievement, respect of others, respect by others.
    • Self-Actualization Needs: Morality, creativity, spontaneity, problem-solving, lack of prejudice, acceptance of facts.

    Key Aspects of Maslow's Theory:

    • Human needs are infinite.
    • The order of needs is generally predictable.
    • Motivation stops when a need is satisfied; individuals only move to higher-level needs after lower-level needs are fulfilled.

  • Herzberg's Two-Factor Theory:

    • Hygiene Factors (Extrinsic): Related to the work environment; their presence reduces dissatisfaction, but their absence does not necessarily increase satisfaction. Examples: work conditions, interpersonal relations, salary, security.
    • Motivators (Intrinsic): Related to the work content itself; their presence increases satisfaction. Examples: growth, responsibility, achievement, recognition.

  • Ouchi's Theory Z (J-Theory): Focuses on building trust, stability, and intimacy. Key elements: lifetime employment, slow evaluation and promotion, generalist managers, humane treatment of workers, and collective decision-making.