MOTIVATION THEORIES McGregor’s Theory ‘X’ Theory Y Alderfer’s ERG Theory Maslow’s need hierarchy theory Herzberg’s two-factor theory McCleland’s achievement theory Victor vroom’s expectancy theory Adam’s equity theory Skinners behaviour modification theory

McGREGER’S THEORY X THEORY Y Average human beings dislike to like Autocratic leadership works with them Human beings relatively little ambitious THEORY Y People have self-diection and self-control Participative type of leadership is needed Degree of commitment to objectives is in proportion to the size of the rewards

McCLELLAND’s NEED FOR ACHIEVEMENT THEORY ALDERFER’S ERG THEORY Existence needs Relatedness needs Growth needs McCLELLAND’s NEED FOR ACHIEVEMENT THEORY Need for affiliation Need for power Need for achievement

MASLOW’s THEORY

HERZBERG’S TWO-FACTOR THEORY HYGIENE FACTORS FAIR SALARY JOB SECURITY GOOD WORKING CONDITIONS STATUS MOTIVATORS OR SATISFIERS RECOGNITION FOR SIGNIFICANT ACCOMPLISHMENT CHANCE FOR ADVANCEMENT

VICTOR VROOM’S THEORY ADAM’s EQUITY THEORY Expectancy First level outcomes and its valences Instrumentality Second level outcomes Valences ADAM’s EQUITY THEORY Pay received for the efforts put in similar situation by others or in similar job inputs Underpaid will put less efforts Overpaid will work harder Pay reward motivates and adjusts the behaviour

JOB SATISFACTION- Environmental effects Occupational level Job content Considerate leadership Pay and promotional opportunities Interaction and the work group JOB SATISFACTION- Personal Variables Age Educational Level Sex

JOB ENRICHMENT Making the job more challenging and meaningful Occupational level Job enlargement – varied jobs to remove dullness MORALE Relationship between morale and productivity Building company morale Organizational commitment First level or front-line supervision