This theory is often presented as a five-level pyramid, with higher needs coming into focus only once lower, more basic needs are met.

Physiological needs include:

Mr. Blakey observed that Lizet his long-time tenured employee is more motivated and has desire for the respect and recognition of others. Mr. Blakely recognizes the esteem need of Lizet. Thus he can maximize Lizet's motivation by:

In Adam's Equity theory employee's inputs include hard work, skill level, acceptance, determination and effort while an employee's outputs are:

The theory states that employees become demotivated, both in relation to their job and their employer, if they feel as their inputs are greater than the outputs.

According to Herzberg in this theory, the opposite of “Satisfaction” is “No satisfaction” and the opposite of “Dissatisfaction” is “No Dissatisfaction”.

This factors are those job factors which are needed for existence of motivation at workplace. These do not lead to positive satisfaction for long-term. But if these factors are absent at workplace, then they lead to dissatisfaction.

Jenna spends her time hanging around the editorial office. Her motivation is to be accepted by her colleagues. Jenna has the need within the ERG as:

Hygiene factors are also called as satisfiers or maintenance factors as they are required to avoid dissatisfaction.

This theory supports that employees are motivated with clear goals and appropriate feedbacks.

Statement 1: Do your best to increase sales. Statement 2: Hit your sales to an increase of 25% this month

According to Locke and Latham, there are five goal setting principles that can improve our chances of success. These are:

This theory states that employee’s motivation is an outcome of how much an individual wants a reward (Valence), the assessment that the likelihood that the effort will lead to expected performance (Expectancy) and the belief that the performance will lead to reward (Instrumentality).

Under theory X and Y by Douglas McGregor managers view their employees as those who generally dislike responsibilities, resist change and that which needs formal direction. Thus needs to be monitored and controlled all the time. This is what is termed as:

Which is a situation where the manager encourages teamwork and innovation?

McClelland says that, regardless of our gender, culture, or age, we all have three motivating drivers, and one of these will be our dominant motivating driver. These three motivating drivers are achievement, affiliation and power.

Miss Vie always takes charge of the group when she was assigned a project. She speaks up in meetings to persuade people, and she delegates responsibilities to others to meet the goals of the group. He likes to be in control. Miss Vie is likely primarily driven by the need for?

You as a CEO of a highly recognized Marketing Conglomerate have noticed of how Ms. May act in such a way that she wanted to belong to the group. She wants to be liked, and will often go along with whatever the rest of the group wants to do. How would you praise May to motivate her?

According to our report, nearly 25% of employees would take a job somewhere else if it came with a 10% increase in pay. -Son (2016) This situation clearly describes the theory?

Q In the ERG theory "E" stands for: