Reporters

Allen Ronalyn Kristine

Psychological
Theories
Understanding the
self
 What is Psychological
Theory?
Psychological theories are systems of ideas
that can explain certain aspects of human
thoughts, behaviors and emotions.
Psychology researchers create these
theories to make predictions for future
human behaviors or events that may take
place if certain behaviors exist.
 Contents
1 Maslow’s Hierarchy of Needs

2 Existence Relatedness Growth

Theory
3 McGregor’s Theory X and Y

4 Herzberg Two Factor Theory

McClleland Needs for Affiliation, Power and

5 Achievement Theory
 Maslow’s Hierarchy
of Needs
Maslow's hierarchy of needs is a theory of
psychology explaining human motivation
based on the pursuit of different levels of
needs. The theory states that humans are
motivated to fulfill their needs in a
hierarchical order. This order begins with
the most basic needs before moving on to
more advanced needs. Maslow's hierarchy
of needs is a theory of motivation which
states that five categories of human needs
dictate an individual's behavior.
 5 Levels of Maslow’s
Hierarchy of Needs

The most common representation

of Maslow's hierarchy is a
pyramid. The most fundamental
requirements are found at the
bottom of the pyramid, while the
most complicated demands are
found at the top.
 2. ERG Theory
ERG stands for existence (E), relatedness (R), and growth
(G). It is a theory in psychology proposed by Clayton
Alderfer. ERG Theory states that at a given point of time,
more than one need may be operational.
Application of ERG theory in a work place
-if an ambitious employee isn't provided with
growth opportunities, then their motivation will be
lower and they may become frustrated.
- Managers must understand that an employee has
various needs that must be satisfied at the same
time.
 ERG Theory
Alderfer further developed Maslow's hierarchy of needs
by categorizing the hierarchy into his ERG theory. The
existence category is concerned with the need for
providing the basic material existence requirements of
humans.
Importance of Theory
The ERG theory allows the order of the needs be
different for different people. The ERG theory
acknowledges that if a higher level need remains
unfulfilled, the person may regress to lower level
needs that appear easier to satisfy..
 McGregor’s Theory
X and Y
Theory X and Theory Y are theories of human work motivation and
management. They were created by Douglas McGregor while he was
working at the MIT Sloan School of Management in the 1950s, and
developed further in the 1960s. Theory X and Theory Y suggesting two
aspects of human behavior at work, or in other words, two different views
of individuals (employees): 1. one of which is negative, called as Theory
The PerceptionX 2.ofthe other is positive,
Managers so called
on the nature of as Theory Y is based on
individuals
various assumptions according to McGregor
Assumptions of Theory X
- An average employee intrinsically does not like work and tries to
escape it whenever possible.
- Since the employee does not want to work, he must be persuaded,
compelled, or warned with punishment so as to achieve
organizational goals. - Many employees rank job security
on top, and they have little or no aspiration/ ambition.
- Employees generally dislike responsibilities. - Employees resist
 McGregor’s Theory
X and Y
Assumptions of Theory Y
- Employees may not require only threat, external control and
coercion to work, but they can use self-direction and self-
control if they are dedicated and sincere to achieve the
organizational objectives.
- Employees can perceive their job as relaxing and normal.
- If the job is rewarding and satisfying, then it will result in
employees’ loyalty and commitment to organization.
- An average employee can learn to admit and recognize the
responsibility. In fact, he can even learn to obtain
responsibility.
- The employees have skills and capabilities. Their logical
capabilities should be fully utilized.
 McGregor’s Theory
X and Y
Implications of Theory X and Y
- Quite a few organizations use Theory X today. Theory X
encourages use of tight control and supervision.
-Many organizations are using Theory Y techniques. Theory Y
implies that the managers should create and encourage a work
environment which provides opportunities to employees to take
initiative and self-direction.

Theory X presents a pessimistic view of employees’ nature and

behaviour at work. While Theory Y encourages
decentralization of authority, teamwork and participative
decision making in an organization.
 4. Herzberg’s - Two Factor
Theory:
Herzberg’s Motivation Theory model, or Two Factor
Theory, argues that there are two factors that an
organization can adjust to influence motivation in the
workplace.

These factors are:

»Motivators: Which can encourage employees to work
harder.
»Hygiene factors: These won’t encourage employees
to work harder but they will cause them to become
unmotivated if they are not present.
 Notes
Herzberg’s Motivation Theory model goes by a number of different
names, including Two Factor Theory, Herzberg’s Motivation-Hygiene
Theory, and Duel Structure Theory. We will use these terms
interchangeably in this article. Frederick Herzberg developed the model
in 1959. He did this by interviewing over 200 professionals. The
interviews delved into when the interviewees were at their most and
least happiest with their jobs. Other motivation theories you may want
to learn about include Equity Theory and Maslow’s Hierarchy of
What is Two Factor Theory? Needs.
Herzberg’s Theory of Motivation tries to get to the root of
motivation in the workplace. You can leverage this theory
to help you get the best performance from your team.
 The two factors identified by Herzberg are
motivators and hygiene factors
1. Motivating Factors The presence of motivators causes employees to
work harder. They are found within the actual job itself.
2. Hygiene Factors The absence of hygiene factors will cause
employees to work less hard. Hygiene factors are not present in the
actual job itself but surround the job..

The impact of motivating and hygiene factors is

summarized in the following diagram. Note that you will
often see motivators referred to as factors for satisfaction,
and hygiene factors referred to as factors for
dissatisfaction.
 Examples of motivating and
hygiene factors are shown in the
following diagram.
 5.) McClelland’s Theory of Needs (Power,
Achievement and Affiliation)

-McClelland’s theory of needs is one such theory that explains

this process of motivation by breaking down what and how
needs are and how they have to be approached. David
McClelland was an American Psychologist who developed his
theory of needs or Achievement Theory of Motivation which
revolves around three important aspects, namely, Achievement,
Power, And Affiliation.
This theory was developed in the 1960s and McClelland
points out that regardless of our age, sex, race, or culture,
all of us possess one of these needs and are driven by it.
This theory is also known as the Acquired Needs as
McClelland put forth that the specific needs of an
individual are acquired and shaped over time through the
experiences he has had in life.
 This theory is also kn
McClelland put forth
individual are acquir
3 Types of Motivation experiences he has h

David McClelland is most noted for describing three types of

motivational need, which he identified in his 1961 book, The
Achieving Society:

1:Achievement motivation (n-ach)

2:Authority/power motivation (n-pow)
3:Affiliation motivation (n-affil)

These needs are found to varying degrees in all workers and

managers, and this mix of motivational needs characterizes a
person's or manager's style and behaviour, both in terms of
being motivated and in the management and motivation of
others.
 Three Types of Motivation
1. The Need for 2. The Need for Authority 3. The Need for Affiliation
Achievement (n-ach) and Power (n-pow) (n-affil) ●The n-affil
●The n-ach person is ●The n-pow person is person is 'affiliation
'achievement motivated' and 'authority motivated'. This motivated', has a need for
therefore seeks achievement, driver produces a need to be friendly relationships and
attainment of realistic but influential, effective and to is motivated towards
challenging goals, and make an impact. interaction with other
advancement in the job. ●There is a strong need to people. ●The affiliation
●There is a strong need for lead and for their ideas to driver produces
feedback as to achievement prevail. There is also motivation and needs to
and progress and a need for motivation and a need be liked and held in
a sense of accomplishment. towards increasing personal popular regard. ●These
status and prestige. people are team players.
Thank You
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