A Comprehensive Overview of Motivation Theories in Management

This report delves into the multifaceted realm of motivation theories, crucial for effective international management. It commences with an exploration of classical theories, including Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, and McGregor's Theory X and Theory Y, providing a foundational understanding of employee behavior and motivation drivers. The report dissects each theory, outlining its core principles, implications for managers, and limitations. Furthermore, it transitions into contemporary theories, such as Alderfer's ERG theory, offering a more nuanced perspective on human needs and their impact on workplace dynamics. The report comprehensively examines the evolution of motivational thought, providing valuable insights for managers aiming to enhance employee engagement and organizational performance within diverse international contexts. It provides a good overview of the topic for students.

INTERNATIONAL MANAGEMENT
UNIT III
International Perspectiv
Organizational Behavio

WHAT IS M OTIVATION ?
Motivation is the word derived from the word ’motive’ which me
needs, desires, wants or drives within the individuals In the work goa
the psychological factors stimulating the people’s behaviour can be -
 desire for money
 success
 recognition
 job-satisfaction etc
One of the most important functions of management is to create
willingness amongst the employees to perform in the best of their ab
Therefore the role of a leader is to arouse interest in performance of
employees in their jobs. The process of motivation consists of three s
 A felt need or drive
 A stimulus in which needs have to be aroused
 When needs are satisfied, the satisfaction or accomplishment of g

CLASSICAL THEORIES OF M OTIVATION
The motivation concepts were mainly developed a
1950’s.Three main theories were made during this peri
These three classical theories are- Maslow’s hierarchy of needs theory Herzberg’s Two factor theory Theory X and Theory Y
These theories are building blocks ofthe contemporary
theories developed later.The working mangers and learned
professionals tilldate use these classicaltheories to explain
the concept of employee motivation.

MASLOW’S HIERARCHY OF NEEDS THEORY
Abraham Maslow is well renowned for
proposing the Hierarchy of Needs Theory
1943. This theory is a classical depiction
human motivation. This theory is based o
assumption that there is a hierarchy of fiv
needs within each individual. The urgenc
these needs varies. These five needs are
follows

 Physiologicalneeds- These are the basic needsof air, water,food,
clothing and shelter. In other words, physiological needs are the n
for basic amenities of life. Safetyneeds-Safetyneedsinclude physical,environmentaland
emotionalsafety and protection.For instance- Job security,financial
security, protection from animals, family security, health security, Socialneeds- Socialneeds include the need for love,affection,care,
belongingness, and friendship. Esteem needs- Esteem needs are oftwo types:internalesteem needs
(self- respect,confidence,competence,achievementand freedom)
and externalesteem needs (recognition,power,status,attention and
admiration). Self-actualization need- This include the urge to become what
capable ofbecoming / whatyou have the potentialto become.It
includes the need for growth and self-contentment.It also includes
desire forgaining more knowledge,social-service,creativity and
being aesthetic.The self- actualization needs are never fully satiable
As an individualgrows psychologically,opportunities keep cropping
up to continue growing.

I MPLICATIONS OF MASLOW 'S HIERARCHY
OF NEEDS THEORY FOR MANAGERS As far as the physiological needs are concerned, the managers
should give employees appropriate salaries to purchase the ba
necessities of life. As far as the safety needs are concerned, the managers should
provide the employees job security, safe and hygienic work
environment, and retirement benefits so as to retain them. As far as social needs are concerned, the management should
encourage teamwork and organize social events. As far as esteem needs are concerned, the managers can appre
and reward employees on accomplishing and exceeding their
targets. The management can give the deserved employee highe
job rank / position in the organization. As far as self-actualization needs are concerned, the managers
give the employees challenging jobs in which the employees’
and competencies are fully utilized. Moreover, growth
opportunities can be given to them so that they can reach the pea

LIMITATIONS OF MASLOW’S THEORY It is essential to note that not all employees ar
governedby same set of needs.Different
individuals may be driven by different needs at
samepoint of time. It is alwaysthe most
powerfulunsatisfied need thatmotivatesan
individual. The theory is not applicable in case of starving
artist as even ifthe artist’s basic needs are not
satisfied,he willstillstrive for recognition and
achievement.

HERZBERG ’S TWO-FACTOR THEORY OF
MOTIVATION
In 1959, Frederick Herzberg, a behavioural
scientistproposed a two-factor theory or the
motivator-hygienetheory. According to
Herzberg,there are some job factors that result
in satisfaction while there are other job factors
that prevent dissatisfaction.
According to Herzberg,the oppositeof
“Satisfaction”is “No satisfaction”and the
opposite of “Dissatisfaction”is “No
Dissatisfaction”.

FIGURE: Herzberg’s view of satisfaction and
dissatisfaction

HERZBERG CLASSIFICATION OF JOB
FACTORS INTO TWO CATEGORIES
Hygiene factors- Hygiene factors are those job
factors which are essential for existence of motivation
at workplace. These do not lead to positive satisfaction
for long-term. But if these factors are absent / if these
factors are non-existant at workplace, then they lead t
dissatisfaction. In other words, hygiene factors are tho
factors which when adequate / reasonable in a job,
pacify the employees and do not make them dissatisfie
These factors are extrinsic to work. Hygiene factors are
also called as dissatisfiers or maintenance factors
they are required to avoid dissatisfaction. These factor
describe the job environment / scenario. The hygiene
factors symbolized the physiological needs which the
individuals wanted and expected to be fulfilled

HYGIENE FACTORS Pay- The pay or salary structure should be appropriate and reasonable.
must be equal and competitive to those in the same industry in the same
domain. Company Policies and administrative policies- The company policie
should not be too rigid. They should be fair and clear. It should include
flexible working hours, dress code, breaks, vacation, etc. Fringe benefits- The employees should be offered health care plans
(mediclaim), benefits for the family members, employee help programme
etc. Physical Working conditions- The working conditions should be safe,
clean and hygienic. The work equipments should be updated and well-
maintained. Status- The employees’ status within the organization should be familia
and retained. Interpersonal relations-The relationship of the employees with his
superiors and subordinates should be appropriate and acceptable. There
should be no conflict or humiliation element present. Job Security- The organization must provide job security to the employe