Theories of Motivation: Basis, Importance Theories & Their Relevance For UPSC Exam

Motivation theories explore the origins of the drive to accomplish specific goals on personal or professional fronts, delving into the process of comprehending an individual's motivation for desired outcomes. Applied across various fields like sociology, psychology, and business management, motivation theories are instrumental in discerning factors that inspire individuals. Particularly in management, these theories prove valuable for identifying motivators for employees, ultimately contributing to improved productivity and profitability for both individuals and organizations.

This article is necessary for the UPSC IAS exam. It not only aids in self-motivation during rigorous preparations but also forms an integral part of the UPSC syllabus, especially in General Studies Paper IV, which focuses on Ethics, Integrity, and Aptitude. The study of these theories offers aspirants insights into human behaviour and motivation, essential for their future roles as administrative officers. Take your UPSC preparation to new heights by joining UPSC coaching.

In this article, we shall discuss the basic elements of these theories and discover different types of motivational theories and their profound impacts on our daily lives.

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Basics of Theories of Motivation

Understanding the principles that govern motivation is essential to unravel the complex human behavior. To comprehend the basic elements of motivation, we first need to acquaint ourselves with two primary categories: intrinsic and extrinsic motivation.

Intrinsic Motivation

Intrinsic motivation refers to the type of motivation where individuals are driven by internal rewards. Essentially, they engage in a task or activity because they find it fulfilling and inherently enjoyable. Factors such as curiosity, personal growth, and learning play a significant role in intrinsic motivation.

Extrinsic Motivation

In contrast, extrinsic motivation pertains to the motivation sourced externally, from rewards or the avoidance of punishment. For instance, financial incentives, recognition, or avoiding negative consequences are examples of extrinsic motivation.

Understanding these fundamentals provides a solid foundation for diving deeper into the different types of motivational theories.

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Important Theories of Motivation

Some important theories of motivation are as follows:

• Maslow's Theory of Motivation
• Herzberg's Two-Factor Theory of Motivation
• McClelland's Theory of Motivation
• Expectancy Theory of Motivation by Vroom
• Process Theories of Motivation 
• Skinner's Reinforcement Theory of Motivation
• Victor Vroom's Expectancy Theory
• Adam's Equity Theory
• Locke's Goal-setting Theory

Diving into Different Types of Motivational Theories

Motivational theories aim to explain what motivates individuals and how these motivations are cultivated, sustained, and applied in various aspects of life. Here, we will delve into some prominent theories.

Maslow's Motivation Theory

American psychologist Abraham Maslow proposed this theory in his 1943 paper "A Theory of Human Motivation". The theory is often portrayed as a pyramid, comprising five levels:

• Physiological Needs: These are basic needs, including food, water, and sleep.
• Safety Needs: This includes physical, emotional, and financial security.
• Social Needs: These are the needs for belonging, love, and affection.
• Esteem Needs: This includes the need for self-esteem and recognition from others.
• Self-Actualization Needs: The need to achieve one's full potential and realize one's abilities.

Herzberg's Two-Factor Theory

Herzberg's theory, also known as the Motivation-Hygiene Theory, suggests that job satisfaction and dissatisfaction are influenced by two separate factors: hygiene factors (extrinsic) and motivators (intrinsic). Hygiene factors, such as salary or job security, can prevent dissatisfaction, but they don't necessarily motivate an individual. On the other hand, factors like achievement or recognition (motivators) can boost motivation and increase job satisfaction.

McClelland's Motivation Theory

McClelland's Theory of Needs focuses on three needs: Achievement, Power, and Affiliation. The need for achievement is the drive to excel, to overcome obstacles. The need for power is the desire to influence others and change situations. The need for affiliation is the desire for friendly and close interpersonal relationships.

Expectancy Theory by Vroom

Vroom's Expectancy Theory suggests that motivation is a result of a rational calculation. Individuals are motivated when they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will value the reward.

Process Motivation Theories

Process motivation theories are concerned with how motivation occurs. They focus on the cognitive processes that contribute to an individual's level of motivation. Vroom's Expectancy Theory is an example of a process motivation theory.

Skinner's Reinforcement Theory

Behavioral psychologist B.F. Skinner's reinforcement theory asserts that behavior that is reinforced tends to be repeated (i.e., strengthened); behavior that is not reinforced tends to die out-or be extinguished (i.e., weakened). This theory heavily influences both parenting styles and teaching methods in education.

Victor Vroom's Expectancy Theory

Victor Vroom's Expectancy Theory, a process motivation theory, suggests that an individual's motivation can be calculated based on their belief about the likelihood of a result following an action. According to this theory, people are motivated to exert a high level of effort when they believe there's a strong correlation between the effort they put in, the performance they achieve, and the rewards they receive.

Adam's Equity Theory

Adam's Equity Theory posits that individuals are motivated when they perceive their rewards to be equitable to their contributions. If individuals perceive an inequity, they may reduce effort, seek a change in rewards, distort their perception, or even leave the situation. This theory is significant in the context of workplace dynamics and employee satisfaction.

Locke's Goal-setting Theory

Locke's Goal-setting Theory posits that specific and challenging goals motivate individuals more effectively than vague or easy goals. It emphasizes the importance of setting clear goals that are aligned with an individual's capabilities and aspirations.

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