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Tuesday, August 20, 2019

Write a Brief Note on the Theories of Motivation| General Methods of Teaching

Explain different Theories of Motivation?


Course: General Methods of Teaching 

Course code 8601

Level: B.Ed Solved Assignment

Answer:

Theories of Motivation


From the very beginning, when human organisations were established, various thinkers have tried to find out the answer to what motivates people to work. Different approaches applied by them have resulted in several theories concerning motivation. 

 

These are discussed in brief in that order.

 

1. Maslow’s Need Hierarchy Theory:

It is probably safe to say that the most well-known theory of motivation is Maslow’s need hierarchy theory Maslow’s theory is based on human needs. Drawing chiefly on his clinical experience, he classified all human needs into a hierarchical manner from the lower to the higher order.

 

In essence, he believed that once a given level of need is satisfied, it no longer serves to motivate man. Then, the next higher level of need has to be activated to motivate the man. Maslow identified five levels in his need hierarchy as shown in figure 17.2.

2. Herzberg’s Motivation Hygiene Theory:

The psychologist Frederick Herzberg extended the work of Maslow and proposed a new motivation theory popularly known as Herzberg’s Motivation Hygiene (Two-Factor) Theory. Herzberg conducted a widely reported motivational study on 200 accountants and engineers employed by firms in and around Western Pennsylvania.

 

He asked these people to describe two important incidents at their jobs:

 

(1) When did you feel particularly good about your job, and

 

(2) When did you feel exceptionally bad about your job? He used the critical incident method of obtaining data. 

 

The responses when analysed were found quite interesting and fairly consistent. The replies respondents gave when they felt good about their jobs were significantly different from the replies given when they felt bad. Reported good feelings were generally associated with job satisfaction, whereas bad feelings with job dissatisfaction. Herzberg labeled the job satisfiers motivators, and he called job dissatisfies hygiene or maintenance factors. Taken together, the motivators and hygiene factors have become known as Herzberg’s two-factor theory of motivation

 

3. McClelland’s Need Theory:

Another well-known need-based theory of motivation, as opposed to the hierarchy of needs of satisfaction-dissatisfaction, is the theory developed by McClelland and his associates. McClelland developed his theory based on Henry Murray’s developed long list of motives and manifest needs used in his early studies of personality. McClelland’s need theory is closely associated with learning theory because he believed that needs are learned or acquired by the kinds of events people experience in their environment and culture.

 

He found that people who acquire a particular need behave differently from those who do not. His theory focuses on Murray’s three needs; achievement, power, and affiliation. In the literature, these three needs are abbreviated “n Ach”, “n Pow”, and “n Aff” respectively’.

 

4. McGregor’s Participation Theory:

Douglas McGregor formulated two distinct views of human beings based on the participation of workers. The first is basically negative, labeled Theory X, and the other is basically positive, labeled Theory Y.

 

Theory X is based on the following assumptions:

 

1. People are by nature indolent. That is, they like to work as little as possible.

2. People lack ambition, dislike responsibility, and prefer to be directed by others.

3. People are inherently self-centered and indifferent to organizational needs and goals.

4. People are generally gullible and not very sharp and bright.

 

5. Urwick’s Theory Z:

Much after the propositions of theories X and Y by McGregor, the three theorists Urwick, Rangnekar, and Ouchi-propounded the third theory labeled as Z theory.

The two propositions in Urwicks’s theory are that:

(i) Each individual should know the organizational goals precisely and the amount of contribution through his efforts towards these goals.

(ii) Each individual should also know that the relation of organizational goals is going to satisfy his/her needs positively.

In Urwick’s view, the above two make people ready to behave positively to accomplish both organizational and individual goals.

 

However, Ouchi’s Theory Z has attracted a lot of attention from management practitioners as well as researchers. It must be noted that Z does not stand for anything, is merely the last alphabet in the English Language.

 

6. Argyris’s Theory:

Argyris has developed his motivation theory based on the proposition of how management practices affect individual behavior and growth In his view, the seven changes taking place in an individual personality make him/her a mature one. In other words, the personality of an individual develops. 




Argyris views that immaturity exists in individuals mainly because of organizational setting and management practices such as task specialization, chain of command, unity of direction, and span of management. To make individuals grow mature, he proposes a gradual shift from the existing pyramidal organization structure to a humanistic system; from the existing management system to a more flexible and participative management.

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