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  Schachter' s theory of emotion, see 2 factors theory of emotion The  two-factor theory  (also known as  Herzberg's motivation-hygiene theory  and  dual-factor theory ) states that there are certain factors in the work & places that cause satisfaction in the job while a separate set of factors cause dissatisfaction , all of which act independently to each other. It was developed by psychologist Frederick Herzberg . In 1959, Frederick Herzberg, a behavioral scientist proposed  two-factor theory or the motivator-hygiene theory. According to Herzberg, there are some job factor that result in satisfaction while there are other job factors that prevent dissatisfactions. According to Herzberg, the opposite of “Satisfaction” is “No satisfactions” and the opposite of “Dissatisfactions” is “No Dissatisfactiosn”. Herzberg classified these job factors into two categories- Hygiene factor -  Hygiene factors are those job factors which are essential for existence of motivation at workpl

  McClelland’s Needs Theory  was proposed by a psychologist David McClelland , who believed that specific need of the individual are acquired over period of time & get molded with ones experience of the life . McClelland’s Needs Theory is sometimes referred to  Three Need theory  or  Learned Needs Theory . McClelland has identified 3 basic motivating needs, Vs. Need for Power, Need for Affiliation and Need for Achievement and along with his associate performed a considerable research work on this basic needs . Need for Power (n-pow):  What is Power? Power is the ability to induce or influence the behavior of other . The people with high power need seek high-level positions in the organization , so as to exercise influence & control over others. Generally, they are outspoken , forceful , demanding , practical/realistic-not sentimental, and like to get involved in the conversations. Need for Affiliation (n-affil):  People with high need for affiliation derives pleasure from being

Reinforcement theory of motivation was proposed by BF Skinner and his associates. It states that individual’s behavior is a function of its consequences. It is based on “law of effect”, i.e, individual’s behavior with positive consequences tends to be repeated, but individual’s behavior with negative consequences tends not to be repeated. Reinforcement theory of motivation overlooks the internal state of individual, i.e., the inner feelings and drives of individuals are ignored by Skinner. This theory focuses totally on what happens to an individual when he takes some action. Thus, according to Skinner, the external environment of the organization must be designed effectively and positively so as to motivate the employee. This theory is a strong tool for analyzing controlling mechanism for individual’s behavior. However, it does not focus on the causes of individual’s behavior. Reinforcement theory  is a limited effects media model applicable within the realm of communication. The theo

In the late 1960s, Locke's pioneering research into goal setting and motivation gave us our modern understanding of goal setting. In his 1968 article "Towards a Theory of Task Motivation and Incentive   ," he showed that clear goals and appropriate feedback motivate employees. He went on to highlight that working toward a goal is also a major source of motivation – which, in turn, improves performance. Locke's research showed that the more difficult and specific a goal is, the harder people tend to work to achieve it. In one study, Locke reviewed a decade's worth of laboratory and field studies on the effects of goal setting and performance. He found that, for 90 percent of the time, specific and challenging (but not too challenging) goals led to higher performance than easy, or "do your best," goals. For example, telling someone to "try hard" or "do your best" is less effective than saying "try to get more than 80 percent correc

  Porter and Lawler’s Model of Motivation Expectancy theory   or  expectancy theory of motivation  proposes that an individual will behave or act in a certain way because they are motivation to select a specific behavior over others due to what they expect the result of that selected behavior will be.   In essence, the motivation of the behavior selection is determined by the desirability of the outcome. However, at the core of the theory is the cognitive  process of how an individual processes the different motivational elements. This is done before making the ultimate choice. The outcome is not the sole determining factor in making the decision of how to behave. Expectancy theory is about the mental processes regarding choice, or choosing. It explains the processes that an individual undergoes to make choices. In the study of organizational behavior, expectancy theory is a motivation  theory first proposed by Victor Vrooms of the Yale School of Management. "This theory emphasize

                                        Expectancy theory (16/9)  (or  expectancy theory of motivation ) proposes that an individual will behave or act in a certain way because they are Motivated to select a specific behavior over others due to what they expect the result of that selected behavior will be. In essence, the motivation of the behavior selection is determined by the desirability of the outcome. However, at the core of the theory is the cognitive process of how an individual processes the different motivational elements. This is done before making the ultimate choice. The outcome is not the sole determining factor in making the decision of how to behave. Expectancy theory is about the mental processes regarding choice , or choosing. It explains the processes that an individual undergoes to make choices. In the study of organizational Behavior  expectancy theory is a motivation  theory first proposed by Victor Vroom  of the Yale School of  Management. ASSUMPTIONS ON WHICH EX

Block Diagram of Alderfer's ERG Theory   Alderfer's ERG theory   contends there are three basic needs an employee seeks to fulfill. As each need is fulfilled, it serves as motivation to fulfill a different need. ERG stands for existence , connection , relatedness and growth, and these are outlined as: Existence - the need for basic material existence, like physiological health and safety Relatedness - the need for interpersonal connections, social status and recognition Growth - the need for personal development, including creative and meaningful work As every  need would like  is met, another would like may be glad & need could be satisfied. In fact, at any point, several could be satisfied. Similarly, Maslow believed that there are five basic human needs: Physiological needs Safety needs Belongingness needs Status needs Need for self actualization The difference is that Maslow believed that only one need could be satisfied at any given time. As a lower-order need is met,