maslow &herzberg theory of motivation

8/7/2019 maslow &herzberg theory of motivation

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WHAT MOTIVATED OUR FATHER OF THE

NATION TO DEVOTE HIS WHOLE LIFE TO THE

NATON ?

WHAT IS MOTIVATING OUR SUPERSTAR

RAJNIKANT, THAT HE ALMOST SPENDS HALF

OF HIS INCOME ON SOCIAL WELFARE ?


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IS I ???

,

I S SI Y , S I I I ,I I IS I I S

J BS.


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THE DRIVING FORCE WITHIN INDIVIDUALS

WHICH THE ATTEMPT SOME GOAL IN ORDER TO

FULFILL SOME NEEDS OR EXPECTATIONS


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MASLOW AND

HERZ ERG THEOR

OF MOTIVATION

PRESENTED

NITU SINGH


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THEOR OF HUMAN MOTIVATION anarticle by Abraham Maslow he attempted to

formulate a needs based framework of

human motivation.


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NEED DEFICIENC

SEARCH AND

CHOICE OF

STRATEG

GOAL

DIRECTED

AHAVIOR

RE EVALUATION

OF NEEDS

REWARD OR

PUNISHMENT

EVALUATION OF

PERFORMANCE


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We each have a

hierarchy of needs that ranges from

"lower" to "higher.As lower needs are fulfilled there is

a tendency for other, higher needs

to emerge.


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PH SIOLOGICAL

SURVIVAL

SAFET

LOVE

ESTEEM

HE CALLED THESE NEEDS AS DEFICIENCNEEDS


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LOWER ORDER NEEDS

HAVE TO E SATISFIED IN

ORDER TO PERSUE HIGHER

LEVEL NEEDS.


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THE O JECTIVE OF SUGGESTING SUCH A

MODEL IS THAT.

AFTER A NEED IS SATISFIED, IT STOPS ACTING AS AMOTIVATOR AND THE NEXT NEED ONE RANK HIGHER

STARTS TO MOTIVATE.


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SELF ACTUALIZATION

ESTEEM NEEDS

SOCIAL NEEDS

SAFET NEEDS

PH SIOLOGICAL NEEDS


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` AIR

` WATER

` FOOD

` SLEEP

THESE ARE THE FIRST PRIORIT OF A PERSON.

UNTIL THESE ARE NOT SATISFIED OTHER NEEDS ARENOT EVEN RECOGNISED


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` LIVING IN A SAFE AREA

` MEDICAL INSURANCE

` JO SECURIT

` FINANCIAL RESERVES

IF A PERSON IS THREATENED THEN NEEDS FURTHERUP THE P RAMIDLL NOT RECEIVE ATTENTION..


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` FRIENDSHIP

` ELONGING TO A GROUP

` GIVING AND RECEIVING LOVE

AS MAN IS A SOCIAL ANIMAL HE CANNOT GO

ALONE.


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` EXTERNAL MOTIVATORS

RECOGNITION

ATTENTION

SOCIAL STATUS

INTERNAL MOTIVATORS

ACCOMPLISHMENT

SELF RESPECT

ITS THE NEED OF EING AHEAD OF OTHERS ORPROJECT TH SELF AS UNIQUE


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` SELF-FULFILLMENT

` WISDOM

` MEANING

` GROWTH

` ACHIEVING ONES POTENTIAL

QUEST OF REACHING ONES FULL POTENTIAL AS APERSON

UT ONL FEW PEOPLE REACHES THE LEVEL OF

SELF ACTUALIZATION..


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` THERE ARE SOME IMPORTANT LEADERSHIPIMPLICATIONS TO ENHANCE WORKPLACEMOTIVATION.

THE ARE.

COMPENSATION PLANS.

ROLE DEFINATION.

COMPAN ACTIVITIES.

HOW ????


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` PH SIOLOGICAL MOTIVATION:

AMPLE REAKS FOR LUNCH

RECUPERATIONS.

PA REASONA LE SALARIES.

SAFET NEEDS:

CONDUCIVE WORKING ENVIRONMENT.

RELATIVE JO SECURIT .FREEDOM FROM THREATS.


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` SOCIAL NEEDS:

GENERATING FEELING OF ACCEPTENCE,

ELONGING,

COMMUNIT .

TEAM D NAMISM.

ESTEEM MOTIVATORS:

RECOGNITION OF ACHIVEMENTS

ASSIGNING RESPONSI ILITIESSTATUS OF FEELING VALUED AND

APPRECIATED


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` SELF ACTUALIZATION:

OFFER CHALLENGING AND MEANINGFUL

WORK ASSIGNMENTS WHICH ENA LE

INNOVATION,CREATIVIT AND PROGERSSACCORDING TO LONG TERM GOALS


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These are 2 broad categories of HUMAN

MOTIVATION

D MOTIVES

These motives are related to the last level

hierarchies of MASLOWS MODEL.

These motives induces urgent EHAVIORAL

determination.


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1. Its absence produces ILLNESS.

2. Its presence prevents ILLNESS.

3. Its restoration cures ILLNESS.

4. Under certain free-choice conditions these

are preferred by deprived persons.

5. Found to be inactive and functionally

absent in healthy persons.


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IN- ORN URGE TO ACTUALISE ONES

INHERENT POTENTIAL.

ENRICH LIVING ENLARGING EXPERIANCES.

THIS INCREASES THE JO OF EING ALIVE.


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` ORDER OF NEEDS CHALLENGED

` DOESNT FIT TO SITUATIONS WHERE NEEDS

CONFLICT.


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` AN INDIVIDUALS RELATION TO

WORK IS BASIC AND THAT ONES

ATTITUDE TOWARDS WORK CAN

VERY WELL DETERMINE

SUCCESS OR FAILURE.


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WHAT DO PEOPLE WANT FROM THEIR

JOBS????


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A QUESTION

RAISED:

` SITUATION IN WHICH THE FELT EXCEPTIONALL

GOOD OR AD A OUT THEIR JO S ???


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` INTRINSIC FACTORS

ACIVEMENTS

RESPONSI ILIT

RECO NITION

` EXTRINSIC FACTORS

SALAR

SUPERVISION

WORKINCONDITIONS


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` RESPONDENTS WHO FELT GOOD A OUT THEIR

WORK RELATED THE INSTRINSIC FACTORS TO

THEIR JO SATISFACTION.

` ON THE OTHER HAND, DISSATISFIED

RESPONDENTS RELATED THE EXTRINSIC FACTORS

TO THEIR JO DISSATISFACTION.


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TRADITIONAL VIEW

HERZ ERG VIEW

MOTIVATORS

H GIENE FACTORS

SATISFATION DISSATISFACTION

SATISFACTION NO SATISFATION

NO DISSATISFATION DISSATISFACTION


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DISATISFACTIONNO

DISATISFACTION

NOSATISFACTION

SATISFACTION

H GEINE

FACTORS

MOTIVAT

ORS


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` LIMITED ITS METHODOLOG

` RELIA ILIT IS QUESTIONED

` NO OVERALL MEASURE OF SATISFATION

` FAILED TO ESTA LISH A STRONG RELATIONSHIP

ETWEEN SATISFACTION & PRODUCTIVIT


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MASLOW AND HERZ ERG

ADOPTED ONE THE WORLDS

LARGEST RETAIL ORGANISATION

TESCO


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TESCO OFFERS:-

1. Personal development

2.Opportunity for promotion

3.TESCO TALENT PLANNIN

MEETING.

4. FAST TRACK

MANAGEMENT

PROGRAMS.

SELF

FULIL

MENT


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TESCO values emphasizes:-

1.Self respect & respect for

others.

2. Praise for hard work .

3. 360 DEGREE FEED ACK

&

APPRASAIL S STEM .

SELFESTEE

M


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TESCO promotes :-

1. Esprit de crops / Team

Spirit

2. It uses STEERING

WHEEL technique .

3. HOME FROM HOME

ethos.

SOCIAL

NEEDS


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TESCO PROVIDES :-

1. Security of formal

contracts of employment.

2. Pension & Sickness scheme3. Option to join a union,

sense of belongingness .

4. Ensures health & safety in

workplace .

SECURIT

NEEDS


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TESCO provides :-

1. Place of work

2. Regular monthly

payment.3. Restaurant.

4. Lockers for personal

belongings .

ASICNEDDS


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ENS ES EALTHY SAFEING NDITI NS

HOLDS FORUMS ,PAY RISES

RESTAURANT MENUS

HYGINEFACTORS

FASTTRACK MANAGEMENTPROGRAMS, SCOPEFOR

ADVANCEMENT

DELEGATES RESPONS ILITY

RECOGNISES INDIVIDUALCONTRI UTIONS

MOTIVATORS


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maslow &herzberg theory of motivation

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