TEORI MOTIVASI
Content Theories
Mustika Lukman Arief, SE. MBA. MM.
www.mustikalukmanariefkefvin.com
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Materi Pengajaran
Pengertian dan Model Motivasi
 Teori hirarki kebutuhan Maslow
 Teori dua faktor Frederick Herzberg
 Teori kebutuhan McClelland
 Alderfer’s ERG theory

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Pengertian dan Model Motivasi
Pengertian
The willing to exert high levels of effort toward organization
goals, conditioned by effort to satisfy some individual need
Model Motivasi
 Teori hirarki kebutuhan Maslow
 Teori dua faktor Frederick Herzberg
 Teori kebutuhan McClelland
 Alderfer’s ERG theory
Source : Stephen P. Robbins
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The Motivational Process : An Initial Model
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Need deficiencies
reassessed by the
employee
“I still want the promotion.
I’ve got to try another
approach.”
I
Need deficiencies
“I want to perform well to
earn the promotion.”
The Employee
V
Rewards of
punishments
“Received recognition
award; granted the
opportunity to attend
training program.”
IV
Performance (evaluation
of goal accomplished)
“Highest ratings on quantity,
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quality
and cost containment.”
II
Search for ways satisfy
needs
“I need to show the manager
that I want the promotion
work on tough assignments,
work extra hours, help coworker.”
III
Goal directed behavior
“The Promotion.”
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Teori hirarki kebutuhan Maslow
“That people’s needs depend on what they already
have. In a sense, then, a satisfied needs isn ’ t a
motivator. Human needs, organized in a hierarchy of
importance, are physiological, safety, belongingness,
esteem, and self actualization”
Source : Gibson
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Maslow’s Hierarchy of Needs
Self
actualization
Esteem
Social / Belongingness
Safety
Physiological
Source : Stephen P. Robbins
www.mustikalukmanariefkefvin.com
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TEORI DUA FAKTOR FREDERICK HERZBERG
View that job satisfaction results from the presence of
intrinsic motivators and that job dissatisfaction stems from
not having extrinsic factors
Source : Gibson
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Traditional and Herzberg Views of Satisfaction-Dissatifaction
I. Traditional
High job
satisfaction
High job
dissatisfaction
II. Herzberg’s two-factor view
Low job
satisfaction
High job
satisfaction
(motivator)
Low job
dissatisfaction
High job
satisfaction
(hygiene)
Source : Gibson
www.mustikalukmanariefkefvin.com
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Teori Kebutuhan McClelland
Learned Needs Theory
Theory that proposes that a person with a strong need will be
motivated to use appropriate behaviors to satisfy the need. A
person’s needs are learned from the culture of a society
Thematis Apperception Test (TAT)
Projective test that uses a person’s analysis of picture to
evaluate such individual differences as need for achivement,
need for power, and need for affiliation
Source : Gibson
www.mustikalukmanariefkefvin.com
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The theory focus on three needs
1.
Need for achievement
The drive to excel, to achieve in relation to a set of standards,
to strive to succeed
2.
Need for power
The need to make others behave in a way that they wouldn’t
have behaved otherwise
3.
Need for affiliation
The desire for friendly and close interpersonal relationships
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Alderfer’s ERG theory
Theory developed and tested by Alderfer that categorized
needs as existence, related-ness and growth
Existence; needs satisfied by such as food, air, water, pay and working conditions
Related-ness; needs satisfied by meaningful social and interpersonal relationship
Growth; needs satisfied by an individual making creative or productive contributions
Source : Gibson
www.mustikalukmanariefkefvin.com
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ERG Theory Relationships among Frustration, Importance
and Satisfaction of Needs
Frustration
of growth needs
Importance
of growth needs
Satisfaction
of growth needs
Frustration
of relatedness needs
Importance
of relatedness needs
Satisfaction
of relatedness needs
Frustration
of existence needs
Importance
of existence needs
Satisfaction
of existence needs
Source : Gibson
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A graphic Comparison of Four Content Theories of Motivation
Maslow
(need hierarchy)
Self-actualization
Higher
order Esteem
needs
Belongingness,
social and love
Physiological
Basic
needs
Herzberg
(two factor theory)
The work itself
- Responsibility
- Advancement
Motivators - Growth
Alderfer
Mc Clelland
Growth
Need for
achievement
Relatedness
Need for
power
Existence
Need for
affiliation
Achievement
Recognition
Quality of
interpersonal relations
among peers, with
Hygiens supervisor, with
conditions subordinates
Job security
Working conditions
Salary
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