CSC350: Learning
Management Systems
COMSATS Institute of Information
Technology (Virtual Campus)
Lecture # 14
Motivation
2
Review of Previous Lecture
1. A working definition of leadership
2. An understanding of early approaches to
leadership
3. An appreciation for more recent approaches to
leadership
4. Insights into how leaders should make decisions
5. Hints on how leaders change organizations
6. How leaders should coach
7. An appreciation for emerging leadership
concepts
3
Topics of Discussion
1. A useful definition of motivation
2. Insights about the process theories of
motivation
3. Practical ideas related to the content theories
of motivation
4. An understanding of the importance of
motivating organizational members
5. Insights about specific strategies for
motivating organization members
4
DEFINING MOTIVATION
• Inner state causing an individual to learn in
a way that ensures the accomplishment of
some goal
• Why people act as they do
• Initiative – Persistence – Direction of
employee efforts toward job performance
5
Motivation Theories
• Process Theories:
– Emphasize how individuals are motivated
– Focus on steps occurring when individual is
motivated
• Content Theories:
– Emphasize individual’s internal characteristics
– Focus on understanding what needs individuals
have and how to satisfy those needs
6
Process Theories of Motivation
• Needs-Goal Theory
• Vroom Expectancy Theory
• Equity Theory
• Porter-Lawler Theory
7
Needs-Goal Theory of Motivation
8
Needs-Goal Theory of Motivation
• Motivation begins with individual feeling a
need
• Need transforms into behavior that supports
performance of goal behavior to reduce the felt
need
• Individuals who set goals have easier time
focusing on relevant activities
9
Needs-Goal Theory of Motivation
• Role of Individual Needs
– Managers need to understand individual employee
needs
– Managers need to understand offering unvalued
rewards does not motivate employees
– Managers must be familiar with employee needs
and offer valued rewards to satisfy those needs
10
Vroom Expectancy Theory
• Based on premise felt needs drive human
behavior
• Motivation Strength
– Individual’s desire to perform a behavior
– Motivation fluctuates as individual’s desire
increases or decreases
11
Vroom Expectancy Theory
12
Vroom Expectancy Theory
• An individual’s motivation strength is
determined by their perceived value of the
result of performing a behavior
AND
• The perceived probability the behavior
performed will cause the result to materialize
13
Equity Theory of Motivation
• When individuals believe they have been
treated unfairly in comparison to other
coworkers, they react in a way to try to fight
the inequity
– Change work outputs
– Change compensation
– Change perceptions
– Leave situation
14
Equity Theory of Motivation
• Perceptions of inequity come from:
–
–
–
–
–
Work assignments
Promotions
Compensation
Ratings reports
Office assignments
• All of these situations are emotionally
charged as they relate to perceptions of selfworth
15
Porter-Lawler Theory of Motivation
16
Porter-Lawler Theory of Motivation
• Needs drive behavior
• Rewards come from effort
• Effort put forth determined by individual’s
perception of reward value
• Perceived fairness of rewards influences amount of
satisfaction produced by rewards
17
CONTENT THEORIES OF
MOTIVATION: HUMAN NEEDS
• Maslow’s Hierarchy of Needs
• Alderfer’s ERG Theory
• Argyris’s Maturity-Immaturity Continuum
• McClelland’s Acquired Needs Theory
18
Maslow’s Hierarchy of Needs
19
Maslow’s Hierarchy of Needs
• Physiological Need
– Food, water, shelter, rest, sex, air
• Security/Social Need
– Free from harm, including bodily and economic disaster
• Social Need
– Desire for love, companionship, friendship
• Esteem Need
– Desire for respect
• Self-Actualization Need
– Desire to maximize whatever potential individual possesses
20
Thank You
21