📘 Title: Business Management – Motivation Theories & Employee Performance Compiled by Rickie
Page 1 – Introduction & Overview - Motivation Definition: Motivation is the internal drive that
stimulates individuals to take action toward achieving personal and organizational goals. - Importance:
Motivated employees are more productive, engaged, and committed. Motivation directly affects
performance, efficiency, and workplace satisfaction. - Link to Performance: Employee motivation is
closely tied to meeting targets, enhancing innovation, and improving organizational outcomes.
Page 2 – Maslow’s Hierarchy of Needs - Levels: 1. Physiological Needs (food, shelter, basic comfort) 2.
Safety Needs (job security, health, protection) 3. Social Needs (friendship, team collaboration,
belonging) 4. Esteem Needs (recognition, achievement, responsibility) 5. Self-Actualization (personal
growth, creativity, fulfillment) - Managerial Application: Managers can identify employees’ current
needs and provide targeted incentives or opportunities. - Diagram Placeholder: [Pyramid Diagram of
Maslow’s Hierarchy of Needs]
Page 3 – Herzberg’s Two-Factor Theory - Hygiene Factors: Work conditions, salary, company policies,
interpersonal relations (prevent dissatisfaction but do not motivate). - Motivation Factors:
Achievement, recognition, responsibility, advancement (actively motivate employees).
Table Example: | Factor Type | Examples | Effect on Employee |
|-----------------|---------------------------|-----------------| | Hygiene | Salary, Working Conditions | Prevent
dissatisfaction | | Motivation | Recognition, Promotion | Increase satisfaction and performance |
Page 4 – McGregor’s Theory X & Y + McClelland’s Needs Theory - Theory X: Employees are naturally
lazy and require strict supervision. - Theory Y: Employees are self-motivated, enjoy work, and seek
responsibility.
McClelland’s Needs Theory: - Achievement: Desire to excel and meet goals. - Affiliation: Desire for
friendly relationships. - Power: Desire to influence or control others.
Comparison Table: | Theory / Need | Key Idea | Managerial Implication |
|-----------------|------------------------------|-----------------------| | Theory X | Employees avoid work | Close
supervision needed | | Theory Y | Employees seek responsibility | Encourage autonomy and growth | |
Achievement | Desire for success | Assign challenging tasks | | Affiliation | Desire for social
connections | Promote teamwork | | Power | Desire to influence | Leadership opportunities |
Page 5 – Summary & Sample Questions - Key Takeaways: Motivation is essential for performance.
Different theories provide frameworks for understanding and applying motivation strategies. - Sample
Questions: 1. Explain how Maslow’s hierarchy can be applied in a corporate setting. 2. Differentiate
between hygiene and motivation factors in Herzberg’s theory. 3. Compare Theory X and Theory Y in
terms of managerial approach. 4. How can McClelland’s Needs Theory guide employee task
assignment? 5. Suggest two strategies to improve employee motivation in a medium-sized enterprise.
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Page 1 – Introduction & Overview - Motivation Definition: Motivation is the internal drive that
stimulates individuals to take action toward achieving personal and organizational goals. - Importance:
Motivated employees are more productive, engaged, and committed. Motivation directly affects
performance, efficiency, and workplace satisfaction. - Link to Performance: Employee motivation is
closely tied to meeting targets, enhancing innovation, and improving organizational outcomes.
Page 2 – Maslow’s Hierarchy of Needs - Levels: 1. Physiological Needs (food, shelter, basic comfort) 2.
Safety Needs (job security, health, protection) 3. Social Needs (friendship, team collaboration,
belonging) 4. Esteem Needs (recognition, achievement, responsibility) 5. Self-Actualization (personal
growth, creativity, fulfillment) - Managerial Application: Managers can identify employees’ current
needs and provide targeted incentives or opportunities. - Diagram Placeholder: [Pyramid Diagram of
Maslow’s Hierarchy of Needs]
Page 3 – Herzberg’s Two-Factor Theory - Hygiene Factors: Work conditions, salary, company policies,
interpersonal relations (prevent dissatisfaction but do not motivate). - Motivation Factors:
Achievement, recognition, responsibility, advancement (actively motivate employees).
Table Example: | Factor Type | Examples | Effect on Employee |
|-----------------|---------------------------|-----------------| | Hygiene | Salary, Working Conditions | Prevent
dissatisfaction | | Motivation | Recognition, Promotion | Increase satisfaction and performance |
Page 4 – McGregor’s Theory X & Y + McClelland’s Needs Theory - Theory X: Employees are naturally
lazy and require strict supervision. - Theory Y: Employees are self-motivated, enjoy work, and seek
responsibility.
McClelland’s Needs Theory: - Achievement: Desire to excel and meet goals. - Affiliation: Desire for
friendly relationships. - Power: Desire to influence or control others.
Comparison Table: | Theory / Need | Key Idea | Managerial Implication |
|-----------------|------------------------------|-----------------------| | Theory X | Employees avoid work | Close
supervision needed | | Theory Y | Employees seek responsibility | Encourage autonomy and growth | |
Achievement | Desire for success | Assign challenging tasks | | Affiliation | Desire for social
connections | Promote teamwork | | Power | Desire to influence | Leadership opportunities |
Page 5 – Summary & Sample Questions - Key Takeaways: Motivation is essential for performance.
Different theories provide frameworks for understanding and applying motivation strategies. - Sample
Questions: 1. Explain how Maslow’s hierarchy can be applied in a corporate setting. 2. Differentiate
between hygiene and motivation factors in Herzberg’s theory. 3. Compare Theory X and Theory Y in
terms of managerial approach. 4. How can McClelland’s Needs Theory guide employee task
assignment? 5. Suggest two strategies to improve employee motivation in a medium-sized enterprise.
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