Focuses attention on the various needs that motivate

Focuses attention on the
various needs that motivate
people and the notion that a
satisfied need is no longer a
motivator. The concept of a
hierarchy has no practical
significance.
ERG theory Alderfer
(1972)
Three fundamental needs: existence,
relatedness and growth.
A simpler and more convincing
approach to Maslow’s on the
motivation provided by needs.
Managerial
needs theory
McClelland
(1975)
Managers have three fundamental
needs: achievement, affiliation and
power.
Draws attention to the needs of
managers and the important
concept of ‘achievement
motivation’.
Process/cognitive
theory
Expectancy
theory
Vroom
(1964),
Porter and
Lawler
(1968)
Effort (motivation) depends on the
likelihood that rewards will follow
effort and that the reward is
worthwhile.
The key theory informing
approaches to rewards, ie that
there must be a link between
effort and reward (line of sight),
the reward should be
achievable and it should be
worthwhile.
Goal theory Latham and
Locke (1979)
Motivation will improve if people
have demanding but agreed goals
and receive feedback.
Provides the rationale for
performance management, goal
setting and feedback.
Equity theory Adams
(1965)
People are better motivated if treated
equitably.
Need to have equitable reward
and employment practices.
Social
learning
theory
Bandura
(1977)
Emphasizes the importance of
internal psychological factors,
especially expectancies about the
value of goals and the individual's
ability to reach them.
Influences performance
management and learning and
development practices.

Category Type Theorist(s) Summary of theory Implications
Theory X and
theory Y
General
approaches
to motivation
McGregor
(1960)
Theory X is the traditional view that
people must be coerced into
performing; theory Y is the view that
people will exercise self-direction
and self-direction in the service of
objectives to which they are
committed.
Emphasizes the importance of
commitment, rewards and
integrating individual and
organizational needs.

Definitions of key concepts and terms
Content (needs) motivation theory – A theory based on the content of motivation in the
shape of needs. It states that an unsatisfied need creates tension and a state of
disequilibrium. To restore the balance a goal is identified that will satisfy the need, and
a behaviour pathway is selected that will lead to the achievement of the goal and the
satisfaction of the need.
Discretionary behaviour/effort – The discretion or choice people at work can exercise
about the way they do their job and the amount of effort, care, innovation and
productive behaviour they display.
Equity theory – This refers to the perceptions people have about how they are being
treated as compared with others. To be dealt with equitably is to be treated fairly in
comparison with another group of people (a reference group) or a relevant other
person.