MOTIVATION

By:
NIKKI MARIE APILANDO
FRANKLIN DIVINAGRACIA

Defining Motivation

Key
KeyElements
Elements
1.1. Intensity:
Intensity:how
howhard
hardaaperson
persontries
tries
2.2.
3.3.

Direction:
Direction:toward
towardbeneficial
beneficialgoal
goal
Persistence:
Persistence:how
howlong
longaaperson
persontries
tries

Lower
Lower

Upper
Upper

Maslows Hierarchy of Needs

Theory
SelfActualization
Esteem
Social
Safety
Psychological

5-3

David McClellands Theory of

Needs

nPow

nAch

nAf

Two-Factor Theory (Frederick

Herzberg)

Dissatisfied

Quality of
of
Quality
supervision
supervision
Pay
Pay
Company policies
policies
Company
Physical working
working
Physical
conditions
conditions
Relationships
Relationships
Job security
security
Job

Promotional
Promotional
opportunities
opportunities
Opportunities for
for
Opportunities
personal growth
growth
personal
Recognition
Recognition
Responsibility
Responsibility
Achievement
Achievement

Motivation
Motivation Factors
Factors

Hygiene
Hygiene Factors
Factors

Herzbergs Two-Factor
Theory
Not Dissatisfied
Satisfied

5-6
Not Satisfied

PROCESS
THEORIES
OF

MOTIVATION

Expectancy Theory
Expectancy Theory (Victor Vroom)
The strength of a tendency to act in a certain
way depends on the strength of an expectation
that the act will be followed by a given
outcome and on the attractiveness of that
outcome to the individual.

Expectancy Theory
Relationships
O EffortPerformance Relationship
O The probability that exerting a given amount of

effort will lead to performance.

O PerformanceReward Relationship
O The belief that performing at a particular level

will lead to the attainment of a desired outcome.

O RewardsPersonal Goals Relationship
O The degree to which organizational rewards

satisfy an individuals goals or needs and the

2005
attractiveness of potential rewards for the
Prentice Hall
69 individual.
Inc. All rights
reserved.

Overview of Expectancy Theory

Effort
Effort

Performance
Performance

Expectancy
Expectancy

Abilities
Abilities
and
andtraits
traits

Reward
Reward

Instrumentality
Instrumentality

MOTIVATION
MOTIVATION

JOB
PERFORMANCE

Valence
Valenceof
of
reward
reward

Role
Roleperceptions
perceptions
and
andopportunities
opportunities

Equity Theory

Equity Theory: A Summary and Example

Andy is
overpaid
compared to Bill

INEQUITABLE
INEQUITABLERELATIONSHIP
RELATIONSHIP

Bill is
underpaid
compared to Andy
Bills outcomes
($25,000/year)
Bills inputs
(40 hours/week)

Andys outcomes
($30,000/year)
Andys inputs
(40 hour/week)
Andy feels guilty

Bill feels angry

EQUITABLE
EQUITABLERELATIONSHIP
RELATIONSHIP
Bill is equitably paid

Andy is equitably paid

compared to Bill Andy feels
Andys outcomes satisfied
($30,000/year)
Andys inputs
(40 hour/week)

Bill feels compared to Andy

satisfied Bills outcomes
($30,000/year)
Bills inputs
(40 hours/week)

Goal-Setting Theory (Edwin

Locke)

Goal Setting: Some Impressive Effects

100

Percentage of Maximum Weight

Carried on Each Trip

Goal
level 94

90
Performance at the goal level
was sustained seven years after
the goal was first set

80
70
60

There was a dramatic

improvement in performance after a goal
was set

50

1 2 3 4 5 6 7 8 9 10 11 12
Before goal

After Goal

Four-Week Periods

Seven
Years Later

Sources
O https://www.mindtools.com/pages/article/herz

berg-motivators-hygiene-factors.htm
O http://www.slideshare.net/aasthatyagi/motivati
on-presentation-970849
O https://www.psychologytoday.com/basics/moti
vation
O https://www.mindtools.com/pages/article/hum
an-motivation-theory.htm
O https://www.mindtools.com/pages/article/herz
berg-motivators-hygiene-factors.htm
O Slideshare.com