Individual behaviour - Motivation

MOTIVATION

Motivation is the process of arousing and sustaining goal-directed behavior. Motivational theories may be broadly classified into internal, process and external theories. Internal theories give primary consideration to variables within the individual that leads to motivation. Process theories of motivation emphasize the nature of the interaction between the individual and the environment. External theories of motivation focus on the elements in the environment, including the consequences of behavior, as the basis for understanding and explaining people’s behavior at work.

Theories of Motivation:

Need theories of motivation

 

Herzberg’s two factor theory:  This theory is based upon the two sets of needs of people.

• Motivation factors – work conditions related to psychological growth such as achievement, recognition of achievement, work itself, responsibility, advancement , salary and growth
•  Hygiene factors- work conditions related to dissatisfaction caused by discomfort or pain such as company policy and administration, supervision, interpersonal relations, working conditions, status, security and salary

Equity theory: Equity theory is a social exchange process theory of motivation that focuses on the individual-environment interaction. Amitai Etzioni developed three categories of exchange relationships that people have with organizations – committed, calculated and alienated involvements. Calculated involvements are based on the notion of social exchange in which each party in the relationship demand certain things of the other and contribute accordingly to the exchange.

Adam’s Theory of Inequity: suggests that people are motivated when they find themselves in situations of inequity or unfairness. Inequity occurs when a person receives more, or less, than the person believes he/she deserves based on effort and/ or contribution. Thus creates a tension which leads to take action to resolve the inequity.

Vroom’s Expectancy theory of motivation: focuses on personal perceptions of the performance process. The key constructs in the expectancy theory of motivation are the valence of and outcome, expectancy, and instrumentality.

•  Valence: The value or importance one places on a particular reward
•  Expectancy: The belief that effort leads to performance
•  Instrumentality: The belief that performance is related to rewards

Social Motives Theory:

•  Social achievement motive – Prayag Mehta: Desire for some kind of collective success in relation to some standards of excellence.
• Extension motive - Udai Pareek: Concern for others, interest in the super-ordinate goal, and need to be relevant and useful to large groups.
• Pioneering-innovative motive – Pradeep Khandwalla: Need for unique, path-breaking accomplishments and for transforming the status quo.