UNIT 1 THEORIES OF MOTIVATION
(Need theories, goal setting theory, attribution theory, drive theory and socio-
cultural perspective on motivation)
Structure
1.0 Introduction
1.1 Objectives
1.2 Definition and Introduction to Theories of Motivation
1.3 Theories of Motivation
1.3.1 Need Theories
1.3.2 Goal Setting Theories
1.3.3 Attribution Theory
1.3.4 Drive Theory
1.4 Let Us Sum Up
1.5 Unit End Questions
1.6 Suggested Readings
1.0 INTRODUCTION
This unit deals with theories of motivation. It discusses the need theories under which
theories of Maslow, Alderfer’s ERG theory, Herzberg’s Motivation theory and
McClelland ‘s Need for achievement, power and affiliation theories are discussed.
This is followed by Goal setting theories in which the characteristics of goal setting are
discussed, and the goals should be so that the individuals are motivated to reach the
goal etc. Following this is the attribution theory and Hull’s Drive theory.
1.1 OBJECTIVES
After going through this unit, you will be able to:
Define motivation;
Describe need theories;
Explain the goal setting theories and the related factors;
Elucidate attribution theory and indicate the importance of it; and
Describe drive theory of Hull and the characteristic features of the same.
1.2 DEFINITION AND INTRODUCTION TO
THEORIES OF MOTIVATION
The word motivation is coined from the Latin word “movere” which means to move.
Motivation is defined as an internal drive that activates behaviour and gives it direction.
Motivation can be broadly defined as the forces acting on or within a person that cause
the arousal, direction and persistence of goal-directed, voluntary effort. The term
motivation theory is concerned with the processes that describe why and how human
behaviour is activated and directed. It is regarded as one of the most important areas of 5
, Theories of Motivation study in the field of organisational behaviour. There are two different categories of
motivational theories such as content theories, and process theories. Motivation theory
is thus concerned with the processes that explain why and how human behaviour is
activated.
The content theory of motivation, also known as need theory mainly focuses on the
internal factors that energise and direct human behaviour. Maslow’s hierarchy of needs.,
Alderfer’s ERG theory, Herzeberg’s motivator-hygiene theory (Herzeberg’s dual factors
theory), and Mc Clelland’s learned needs or three-needs theory are some of the major
content theories.
Of the different types of content theories, the most famous content theory is Abraham
Maslow’s hierarchy of human needs. Maslow introduced five levels of basic needs
through his theory. Basic needs are categorised as physiological needs, safety and security
needs, needs of love, needs for self esteem and need for self actualisation.
Just like Maslow’s hierarchy of needs, ERG theory explains existence, relatedness and
growth needs. Through dual factors theory, Herzeberg describes certain factors in the
workplace which result in job satisfaction. McClelland’s learned needs or three-need
theory uses projective techniques called Thematic Aptitude Test (TAT) so as to evaluate
people based on three needs: power, achievement and affiliation. People with high
need of power take action in a way that influences the other’s behaviour.
Another type of motivation theory is process theory. Process theories of motivation
provide an opportunity to understand the thought processes that influence behaviour.
The major process theories of motivation include Adam’s Equity theory, Vroom’s
expectation theory, goal setting theory and reinforcement theory. Expectancy,
instrumentality and valence are the key concepts explained in the expectancy theory.
Goal setting theory suggests that the individuals are motivated to reach set goals. It also
requires that the set goals should be specific. Reinforcement theory is concerned with
controlling behaviour by manipulating its consequences.
1.3 THEORIES OF MOTIVATION
1.3.1 Need Theories
Content (need) theories of motivation focus on factors internal to the individual that
energise and direct behaviour. In general, such theories regard motivation as the product
of internal drives that compel an individual to act or move (hence, “motivate”) toward
the satisfaction of individual needs. The content theories of motivation are based in
large part on early theories of motivation that traced the paths of action backward to
their perceived origin in internal drives. Major content theories of motivation are Maslow’s
hierarchy of needs, Alderfer’s ERG theory, Herzberg’s motivator-hygiene theory, and
McClelland’s learned needs or three-need theory.
Needs are deficiencies that energise or trigger behaviours to satisfy those needs. At
some point in your life, you might have a strong need for food and shelter. At other
tomes, your social needs may be unfulfilled. Unfulfilled needs create a tension that
makes you want to find ways to reduce or satisfy those needs. The stronger your
needs, the more motivated you are to satisfy them. Conversely, a satisfied need does
not motivate. In this section, we will look at the four content theories of motivation that
dominate organisational thinking today.
6
(Need theories, goal setting theory, attribution theory, drive theory and socio-
cultural perspective on motivation)
Structure
1.0 Introduction
1.1 Objectives
1.2 Definition and Introduction to Theories of Motivation
1.3 Theories of Motivation
1.3.1 Need Theories
1.3.2 Goal Setting Theories
1.3.3 Attribution Theory
1.3.4 Drive Theory
1.4 Let Us Sum Up
1.5 Unit End Questions
1.6 Suggested Readings
1.0 INTRODUCTION
This unit deals with theories of motivation. It discusses the need theories under which
theories of Maslow, Alderfer’s ERG theory, Herzberg’s Motivation theory and
McClelland ‘s Need for achievement, power and affiliation theories are discussed.
This is followed by Goal setting theories in which the characteristics of goal setting are
discussed, and the goals should be so that the individuals are motivated to reach the
goal etc. Following this is the attribution theory and Hull’s Drive theory.
1.1 OBJECTIVES
After going through this unit, you will be able to:
Define motivation;
Describe need theories;
Explain the goal setting theories and the related factors;
Elucidate attribution theory and indicate the importance of it; and
Describe drive theory of Hull and the characteristic features of the same.
1.2 DEFINITION AND INTRODUCTION TO
THEORIES OF MOTIVATION
The word motivation is coined from the Latin word “movere” which means to move.
Motivation is defined as an internal drive that activates behaviour and gives it direction.
Motivation can be broadly defined as the forces acting on or within a person that cause
the arousal, direction and persistence of goal-directed, voluntary effort. The term
motivation theory is concerned with the processes that describe why and how human
behaviour is activated and directed. It is regarded as one of the most important areas of 5
, Theories of Motivation study in the field of organisational behaviour. There are two different categories of
motivational theories such as content theories, and process theories. Motivation theory
is thus concerned with the processes that explain why and how human behaviour is
activated.
The content theory of motivation, also known as need theory mainly focuses on the
internal factors that energise and direct human behaviour. Maslow’s hierarchy of needs.,
Alderfer’s ERG theory, Herzeberg’s motivator-hygiene theory (Herzeberg’s dual factors
theory), and Mc Clelland’s learned needs or three-needs theory are some of the major
content theories.
Of the different types of content theories, the most famous content theory is Abraham
Maslow’s hierarchy of human needs. Maslow introduced five levels of basic needs
through his theory. Basic needs are categorised as physiological needs, safety and security
needs, needs of love, needs for self esteem and need for self actualisation.
Just like Maslow’s hierarchy of needs, ERG theory explains existence, relatedness and
growth needs. Through dual factors theory, Herzeberg describes certain factors in the
workplace which result in job satisfaction. McClelland’s learned needs or three-need
theory uses projective techniques called Thematic Aptitude Test (TAT) so as to evaluate
people based on three needs: power, achievement and affiliation. People with high
need of power take action in a way that influences the other’s behaviour.
Another type of motivation theory is process theory. Process theories of motivation
provide an opportunity to understand the thought processes that influence behaviour.
The major process theories of motivation include Adam’s Equity theory, Vroom’s
expectation theory, goal setting theory and reinforcement theory. Expectancy,
instrumentality and valence are the key concepts explained in the expectancy theory.
Goal setting theory suggests that the individuals are motivated to reach set goals. It also
requires that the set goals should be specific. Reinforcement theory is concerned with
controlling behaviour by manipulating its consequences.
1.3 THEORIES OF MOTIVATION
1.3.1 Need Theories
Content (need) theories of motivation focus on factors internal to the individual that
energise and direct behaviour. In general, such theories regard motivation as the product
of internal drives that compel an individual to act or move (hence, “motivate”) toward
the satisfaction of individual needs. The content theories of motivation are based in
large part on early theories of motivation that traced the paths of action backward to
their perceived origin in internal drives. Major content theories of motivation are Maslow’s
hierarchy of needs, Alderfer’s ERG theory, Herzberg’s motivator-hygiene theory, and
McClelland’s learned needs or three-need theory.
Needs are deficiencies that energise or trigger behaviours to satisfy those needs. At
some point in your life, you might have a strong need for food and shelter. At other
tomes, your social needs may be unfulfilled. Unfulfilled needs create a tension that
makes you want to find ways to reduce or satisfy those needs. The stronger your
needs, the more motivated you are to satisfy them. Conversely, a satisfied need does
not motivate. In this section, we will look at the four content theories of motivation that
dominate organisational thinking today.
6
