Relevance of Motivation Theories and Its Implications on Individual and Group Behaviour

Topics: Motivation, Maslow's hierarchy of needs, Motivational theories Pages: 20 (4888 words) Published: June 4, 2013
Relevance of Motivation theories and its implications on Individual and Group Behaviour





Scope of Study3
Literature Review3
2.1 The concept of motivation4
2.2 Definition of Motivation.4
2.3 Significance of Motivati4
2.4 Motivation Process.5
2.5 Theories of Motivation.5
2.5.3 Abraham H Maslow Need Hierarchy or Deficient theory of Motivation.6 2.5.4 J.S Adams Equity Theory9
2.5.5 Vrooms Expectation Theory9
2.5.6 Two Factor Theory10
2.5.7 Herzberg's two-factor theory10
2.5.8 McClelland's acquired needs theory11
2.5.9 McClelland’s Achievement Need Theory12
2.5.10 Incentive Theory12
2.6 Types of Motivation14
2.7 Role of Motivation16
Training and development16
Roles and Responsibilities16
Rewards and Recognition16
2.8 Enhancing motivation in modern organizations (Theories Perspective)17 1. Productive use of resources:17
2. Increased efficiency and output:17
3. Achievement of goals:17
4. Development of friendly relationships:17
5. Stability in workforce:18


Motive is "something that causes a person to act." Motivate, in turn, means "to provide with a motive," and motivation is defined as "the act or process of motivating." Thus, motivation is the act or process of providing a motive that causes a person to take some action. In most cases motivation comes from some need that leads to behavior those results in some type of reward when the need is fulfilled. This definition raises a couple of basic questions.

The performance that employers look for in individuals rests on ability, motivation, and the support individuals receive; however, motivation is often the missing variable. Motivation is the desire within a person causing that person to act. People usually act for one reason: to reach a goal. Thus, motivation is a goal directed drive, and it seldom occurs in a void. The words need, want, desire, and drive are all similar to motive, from which the word motivation is derived. Understanding motivation is important because performance, reaction to compensation, and other HR concerns are related to motivation.

Scope of Study

Motivation is the steering factor for the organization, and organization business goals and attained and achieved through human resources than other factors. Motivation tools act as the glue that links individuals to organizational goals,

Motivation plays a critical role in achieving goals and business objectives and is equally as important for companies that work in a team-based environment or in a workplace comprised of workers who work independently. Making sure each employee's workplace goals and values are aligned with the organization's mission and vision is important for creating and maintaining a high level of motivation. That can lead to higher productivity, improved work quality and financial gain across all departments.

That's because a motivated employee is a productive employee. And a productive employee is a more profitable employee. There are several theories around the motivation which are relevant to the context today, understanding these theories helps HR managers to deliver better results to their organizations

This study helps us understand the relevance of motivations theories and it has implication in individual and team behavior

Literature Review

Rensis Likerthas called motivation as the core of management. Motivation is an effective instrument in the hands of the management in inspiring the work force .It is the major task of every manager to motivate his subordinate or to create the will to work among the subordinates .It should also be remembered that the worker may be immensely capable of doing some work, nothing can be achieved if he is not willing to work .creation of a will to work is motivation in simple but...

References: Bandura, A. 1997. Self-Efficacy: The Exercise of Control. New York: W. H. Freeman.
DeShon, R. P., and J. Z. Gillespie. 2005. A Motivated Action Theory Account of Goal
Dweck, C. S., and E. L. Leggett. 1988. A Social-Cognitive Approach to Motivation and
Personality.Psychological Review 95:256–273.
Elliot, A. J., and M. A. Church. 1997. A Hierarchical Model of Approach and Avoidance
Achievement Motivation.Journal of Personality and Social Psychology 72:218– 232.
Herzberg, F. 1968. One More Time: How Do You Motivate Employees? Harvard
Business Review 46:53–62.
Kanfer, R., and P. L. Ackerman. 1989. Motivation and Cognitive Abilities: An Integrative/Aptitude-Treatment Interaction Approach to Skill Acquisition. Journal of Applied Psychology 74:657–690.
Locke, E. A., M. Alavi, and J. Wagner. 1997. Participation in Decision-Making: An
Information Exchange Perspective
Locke, E. A., and G. P. Latham. 2002. Building a Practically Useful Theory of Goal
Setting and Task Motivation: A 35-Year Odyssey
Seijts, G. H., et al. 2004. Goal Setting and Goal Orientation: An Integration of Two
Different Yet Related Literatures
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