Motivation Process: Fousiya T P

MOTIVATION PROCESS
FOUSIYA T P
Need Searching ways
identification to satisfy needs Selecting goals
Reassessment of Reward or Employee

needs punishment performance
1. Need identification The motivation process begins with an unsatisfied need, which creates
tension and drives an individual to search for goals that, if attained, will satisfy the need and
reduce the tension.
2. Searching ways to satisfy needs Second phase is finding different alternatives that can be
used to satisfy the needs. These needs leads to thought processes that guide an employee’s
decision to satisfy them and to follow a particular course of action.
3. Selecting goals Once if the need is assessed and employee is able to find out the way to satisfy
the need then next phase is selection of goals to be performed.
4. Employee performance The employee performs certain course of action to the satisfaction of
unsatisfied need. The supervisor assesses the employee’s performance.
5. Reward or punishment If an employee’s chosen course of action results in the anticipated

outcome and reward, that person is likely to be motivated by the prospect of a similar reward to
act the same way in the future. However, if the employee’s action does not result in the expected
reward, he is unlikely to repeat the behavior.
6. Reassessment of needs Once felt need is satisfied through certain rewards in response to
performance then employee reassesses any deficiencies and entire process is repeated again.
THEORIES OF MOTIVATION
Motivation theories can be classified broadly into two namely Content theories and Process theories.
Content theories Process theories

Deal with ‘what’ motivates people and it is Deal with the ‘process’ of motivation and is
concerned with individual needs and goals. concerned with ‘how’ motivation occurs.
 Maslow’s need hierarchy theory  Equity theory
 Herzberg’s two factor theory  Vroom’s expectancy model
 Alderfer’s ERG theory  The Porter-Lawler extension
 McClelland’s achievement motivation  Reinforcement theory
theory
 McGregor’s Theory X and Theory Y
Maslow’s Need Hierarchy Theory
The theory was propounded by Abraham Harold Maslow. It is the simple and widely accepted
theory.
This theory is based on certain assumptions:
 Wants of human are unlimited. As soon as one want is satisfied, another want come in its
place.
 Only needs which are not yet satisfied influence human behavior. Hence an unsatisfied need
acts as a motivator.
 The needs are arranged in order of importance. It is arranged in a hierarchy.
 As soon as lower needs are satisfied, those on the next higher level emerge.
Maslow’s need hierarchy theory divided human needs into five levels. Each level represents a
group of needs. They are the following;
1. Physiological needs
It represents the basic issues of survival and biological function, like food, water, sleep,
air, clothing, sex, shelter etc.
2. Safety needs
It refers a secure physical and emotional environment like protection from harm, ill health,
economic disaster, job security, etc.
3. Social needs (Belonging or love needs)
It refers the need for love and affection and the need to be accepted by one’s peers. These
needs are satisfied for most people by family and community relationships outside work
and friendship on the jobs.
4. Esteem needs
It comprises two sets of needs: the need for a positive self-image and self-respect (self
esteem) , that is a person feels that he is doing something worthwhile, and the need for
recognition and respect from others (public esteem).
5. Self actualization needs
It means realizing one’s potential for continued growth and individual development ie, the
desire to become everything that one is capable of becoming.
Merits
1. Provide idea about varied needs: The theory offers some useful idea to managers for
motivating employees. The managers are able to identify employees' needs; the difference in
needs and the needs which give satisfaction to employees.
2. Interpersonal variations in human behavior: Each employee may be in one level of
Maslow's need hierarchy. This has an important implication as the managers are concerned.
The implication is that the desired behavior should be occurred when the employee is
satisfied his need.
3. Induce to satisfy higher level needs: We know man is never satisfied Satisfaction of one
want will lead to another want. This theory mentions that motivation is a constantly changing
force. It strives for the fulfilment of new and higher level of needs.
4. Changing needs: The theory give us an idea about man's dominant needs have changed
overtime from economic to social to self actualization.
5. Different types of needs: The theory explains to the management that living for food only.
They have other types of needs also.
Criticisms of the Theory
1. Hierarchy of needs is not always present: The needs are present at a given time. For
example a person who is motivated by self actualization needs also want food.
2. Presence other determinants of behaviors: There are many determinants of behavior
other than needs and desires such as expectation perception experience etc. Thus the
behavior of man is not merely the result of desires and needs.
3. No uniformity of hierarchy: If we assume, hierarchy of needs exist, it may not be same
in all countries, it may be different from countries to countries.
4. Not motivated by a single need: A person is motivated with a number of needs. People
may differ in their expectations. The same need does not lead to the same response to all
individual
5. May not raise another higher need in all times: The satisfaction of one needs, may not
raise another higher need in all times. Contrary to Maslow's belief, many individuals may
stay with lower level needs. They will not go to satisfy higher level needs.
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MOTIVATION PROCESS

Reassessment of Reward or Employee

5. Reward or punishment If an employee’s chosen course of action results in the anticipated

Content theories Process theories

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