Motivational Theories And
Their Applications
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Introduction
 Motivation is a key concept of leadership and
management in nursing. it is used to describe the
process of activating human behavior. Understanding
motivation begins with understanding of human needs
satisfaction. theories of motivation seek to explain and
predict behavior, they are based on the relationship of
attitudes ,needs and behaviors.
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HIGH PERFORMANCE
EQUATION
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HIGH PERFORMANCE EQUATION
PERFORMANCE =
ABILITY
+
SUPPORT
+
EFFORT
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HIGH PERFORMANCE TRIANGLE
ABILITY
• Recruitment
• Selection
• Training
•Development
SUPPORT
EFFORT
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HIGH
PERFORMANCE
TRIANGLE
ABILITY
SUPPORT
EFFORT
• Time
• Goals
• Resources
• Technology
• Encouragement
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HIGH PERFORMANCE
TRIANGLE
ABILITY
SUPPORT
EFFORT
• Extrinsic Motivation
• Intrinsic Motivation
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What is
Motivation?
Motivation
=
The level and direction
of EFFORT expended
at work.
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Motivation
Motivation: Is a set of forces that
energizes, directs, and sustains
behavior.
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Types of Forces
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Internal Forces :
internal forces :
are forces that come from the person, the
so-called ‘push’
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External Forces
External forces: are forces that come
from the environment that surrounds
the person, the so-called ‘PULL OF’
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Basic Motivational
Concepts
Reward : a work outcome of positive value to
the individual.
Extrinsic rewards—valued outcomes given
to someone by another person.
Intrinsic rewards—valued outcomes that
occur naturally as a person works on a task.
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Motivation
can be:
Intrinsic :Relating to the individual
him/herself, intangible e.g. sense of
achievement, challenge
Extrinsic : External to the individual, out of
their control e.g. salary, promotion conditions
of work
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Can you put motivation
theory in your own words?
MAKE A LIST
“Why do people do
the things they do?”
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Why People Do the Things
They Do?
•
•
•
•
•
Curiosity - desire to learn
Food - desire to eat
Honor - desire to act morally
Rejection - fear of social rejection
Exercise - desire for physical activity
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continued
•
•
•
•
•
Order - desire for organization
Independence - desire for autonomy
Vengeance - desire to retaliate
Social contact - desire for company
Family - desire to be with family
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continued
• Aversion - desire to avoid pain
• Citizenship - desire to serve public
• Power - Desire to influence others
• Social prestige - desire for attention
Source: Steven Reiss and Susan Havercamp,
Psychological Assessment (June, 1998).
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Motivation Theories
Content Theories
Process Theories
Reinforcement Theory
Theory Z : Ouchi
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Content Theories
Focus on what needs a person is
trying to satisfy and on what features
of the work environment seem to
satisfy those needs
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Types of Content Theories
 Hierarchy of needs theory (Maslow)
 ERG theory
 Two-factor theory
 Acquired needs theory
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MASLOW’S MODEL (NEED)
SELF-ACTUALIZATION NEEDS
EGO & SELF ESTEEM NEEDS
SOCIAL & BELONGINGNESS NEEDS
SAFETY & SECURITY NEEDS
PHYSIOLOGICAL NEEDS
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Maslow’s Hierarchy of
Human Needs
• Higher-Order Needs
• Self-actualization needs : self-fulfilment;
personal development; self-realisation; sense
of self-achievement
• Esteem Needs: self-worth, self-esteem;
respect from others; authority and influence
over others
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Maslow’s Hierarchy of
Human Needs
• Lower-Order Needs
• Social needs: The need to be loved and to love; need
to feel wanted and appreciated;
• Safety needs: security at home; security of work and
wage; comfortable living conditions
• Physiological Needs: the need for food, shelter,
clothing, heat.
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Opportunities of Satisfaction in Maslow’s
Hierarchy of Human Needs
What satisfies higher-order needs?
Self-actualization needs
Esteem Needs
•Creative & challenging work
•Participation in decision making
•Job flexibility & autonomy
•Responsibility of an important job
•Promotion to higher job status
•Praise & recognition from boss
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Opportunities of Satisfaction in Maslow’s
Hierarchy of Human Needs
What satisfies lower-order needs?
Social Needs
Safety Needs
Physiological Needs
•Friendly coworkers
•Interaction with customers
•Pleasant supervisor
•Safe Working conditions
•Job security
•Base compensation & benefits
•Rest & refreshment breaks
•Physical comfort on the job
•Reasonable work hours
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Alderfer’s ERG Theory
•
Collapses Maslow’s five need theories
into three
1. Existence needs
2. Relatedness needs
3. Growth needs
Lower-order
needs
Higher-order
needs
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1. Existence needs
•
•
Sustaining existence and survival motivates us
Correlates with Maslow’s physiological and safety
needs
2. Relatedness needs
•
•
We are motivated by our relationships at
work with colleagues, boss etc.
Corresponds with Maslow’s social needs
3. Growth needs
– We are motivated to develop out potential
– Corresponds with Maslow’s self-esteem and
self-actualisation levels
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Herzberg’s Two-Factor
Principles
• Motivators
– result in employees either being satisfied or not
satisfied
– These are the factors which motivate people to work
harder
• Hygiene factors
– result in employees either being dissatisfied or not
satisfied but not necessarily motivated
– Hygiene factors of themselves do not motivate higher
performance but eliminate dissatisfaction
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Herzberg’s Two-Factor Principles
Job Dissatisfaction
Influenced by
Hygiene
Factors
Working conditions
•Coworker relations
•Policies & rules
•Supervisor quality
•Base wage, salary
Job Satisfaction
Improving the
Motivator
factors
increases
job satisfaction
Improving the
Hygiene factors
decreases
Job dissatisfaction
Influenced by
Motivator
Factors
•Achievement
•Recognition
•Responsibility
•Work Itself
•Advancement
•Personal growth
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McClelland’s Acquired Needs
Theory
Need for Achievement
Desire to do something better or more efficiently, to solve
problems, or to master complex tasks.
Need for Power
Desire to control other persons, to influence their behavior,
or to be responsible for other people. Personal power versus
social power.
Need for Affiliation
Desire to establish and maintain friendly and warm relations
with other persons.
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Comparison of Motivation
Theories
Maslow
Alderfer
Herzberg
Self –Actualization
HigherOrder
needs
Lowerorder
needs
Achievement
Growth
Satisfier Factors
Esteem
Social
McClelland
Power
Relatedness
Safety
Affiliation
Hygiene Factors
Existence
Physiological
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Process Theories
• Process theories explore why employees
choose particular actions to achieve their
goals
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Types of Process Theories
 Equity Theory
 Expectancy Theory
 Goal-Setting Theory
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Equity Theory
– Developed by J. Stacy Adams.
– When people believe that they have been
treated unfairly in comparison to others, they
try to eliminate the discomfort and restore a
perceived sense of equity to the situation.
• Perceived inequity.
• Perceived equity.
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Expectancy Theory
– Developed by Victor Vroom.
– Key expectancy theory variables:
• Expectancy — belief that working hard will result in
desired level of performance.
• Instrumentality — belief that successful
performance will be followed by rewards.
• Valence — value a person assigns to rewards and
other work related outcomes.
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Goal-Setting Theory
Properly set and well-managed task goals can be
highly motivating.
Motivational effects of task goals:
• Provide direction to people in their work.
• Clarify performance expectations.
• Establish a frame of reference for feedback.
• Provide a foundation for behavioral self-management
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How to set goals at work?
Set specific goals
Set challenging goals
Build goal acceptance and commitment
Clarify goal priorities
Provide feedback on goal
accomplishment
Reward goal accomplishment
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14.1
Reinforcement Theory of
Motivation
Reinforcement theory focuses on the impact
of external environmental consequences on
behavior.
Law of effect — impact of type of
consequence on future behavior.
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Operant conditioning:
• Developed by B.F. Skinner.
• Applies law of effect to control behavior by
manipulating its consequences.
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Positive reinforcement
Positive reinforcement :Is an increase in
the likelihood of a behavior due to the
addition of a re-enforcer after a
behavior.
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Negative reinforcement
• Increases the frequency of a behavior through
the contingent removal of an unpleasant
consequence.
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Operant Conditioning Strategies
Punishment: Decreases the frequency of a behavior
through the contingent presentation of an
unpleasant consequence.
Extinction: Is the withholding of reinforcement for
a previously reinforced behavior in order to
eliminate that behavior. Ignored behavior.
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Motivation Process
1. Need
2. Motivate
Content motivation theories
Needs hierarchy
ERG theory
Two-factor theory
Manifest needs theory
Process motivation theories
Expectancy theory
Equity theory
3. Behavior
Rewards
Reinforcement theory
4. Satisfaction or
dissatisfaction
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