 Hello, I welcome you all once again to my channel, Explore Education and I am Dr. Rashmi Singh, Assistant Professor, Department of Education, SS Kanna Girls School College, University of Allahabad. And today I am going to discuss a new topic, Theories of Motivation, in which mainly I discussed Maslow's theory of motivation, which is a very important theory of motivation. And the lecture will be bilingual mode as usual and this is very, very, very common topic by which many questions have been asked, in objective as well as subjective type of exams and do subscribe my channel too. First of all, before reading Maslow, we should first know the theory of motivation, which one is it, which one is it, and no doubt the theory of Maslow is most important. So, what is the theory of motivation? It is this study of understanding what drives a person to work towards a particular goal or outcome. Means, this is the study of understanding motivation theory, which tells us that what is the thing that drives a person to work towards a goal, gives him strength, gives him direction. Different cognitive theories of motivation are usually divided into two contrasting approaches, content theories and process theories. Whatever we see in the theory of motivation, we can divide it into two main things, content theory and process theory. Content theory tells us that content means that it gives us the need. Means, what is the thing that motivates a person? What are the needs? And when the process theory gives us the actual motivational process on that process. So, content theory tells us that it attempts to explain two specific things which actually motivate the individual, right? When a person works towards a goal, then they are ready, then what is the need for that? So, these theories are concerned with identifying people's needs and their relative strengths and the goals they pursue in order to satisfy these needs. Content theories plays an emphasis on what motivates. Who is motivating you? Your strength, goals and needs to fulfill them, what direction are you working in? These are the key elements of content theories. The process theory is that it attempts to identify the relationship among the dynamic variables which make up motivation. The variables that motivate us are the inter-relationship pain passes. And how behavior is initiated? How does our behavior start in that direction? Which we have to work in? Is it direct? Is it indirect? Is it sustained? We keep working in that direction. How does it work? So, as soon as you talk about how, who will you talk about? So, process theory plays an emphasis on the actual process of motivation. This is the actual motivation of the actual process. So, in content theories, we mainly have to study the hierarchy of needs. Elderful's ERG theory, Hullsberg's motivator hygiene theory and McRillian's learner needs theory. So, we will study the mass flow today. And what is Elderful? It is the condensation of mass flow. It is a social form. And Hullsberg will come after that and McRillian. These are the four main theories that we have to study in content theories. And in the process theory, we have to study room expectancy theory, equity theory and goal setting theory. So, we will start with the mass flow theory. See, mass flow theory is a very easy question. And it reads the loads of disciplines, mainly the students of management. Why? Because how do these employees work at the workplace? How do they get motivated? How do they get their best outcome? That is why it is called mass flow theory. We will study in education. What are the perspectives of students who are motivated? That they are not able to learn. That they are motivated to learn. To learn. So, what is the main point? In this theory, we have been told that the five means, that is why it is called Hydrath. That is why it is called Neetheli, Hydratheli, that is why it is called Hydratheli. The mass flow is Hydratheli of means. It is one of the four. Proposes that humans are motivated by multiple means. And that these means exist in Hydrathal order. People say that a human being has a lot of different powers. He is motivated by what he is doing. And these powers are also Hydratheli. They have more preference order. So, what is mass flow theory? It is said that five means are motivated. And we will see physiological means, safety means, social means, means when we are making S.T. means or self-explanation means. So, physiological means is most basic human physical means. Our main essential means are which we cannot survive, cannot survive, including food, water and other conditions necessary for survival. Okay. And what will happen to the organization? Physiologically, these are reflected in the needs for please and working conditions and salary. Meaning, what is necessary for you for which you cannot survive. These working conditions at least please and who are salary you get. Yeah. Then, when these needs are fulfilled according to mass flow, then we think about safety needs. Then we are motivated for safety needs. Is it necessary for that? These are the needs for a safe and secure physical and emotional environment and freedom from threats and emotional distress. Meaning, environment needs to be safe, secure, physically, emotionally and organizational work. Who will take this place? Safety needs, reflect the need for our job, safety, security, we have the benefits. Safety needs are fulfilled. Physiological needs are necessary for survival. Then, when we survive, we think about our safety. When we are safe, then we think about social acceptance. Social needs are said, these needs reflect the need to be accepted by one's peers. Meaning, your group of friends, your group of friends, we accept them or not. We are friends or not. We care for each other, we love each other. These needs influence the desire. What will happen in organization? Will our good relationship with the workers? Will our colleagues have a big conflict? If they have a big conflict, then the outcome will be useless. It will get worse. Then, safety needs. Meaning, physical needs are fulfilled. When you survive, when you are in a safe environment, when you get acceptance, then we think about it for attention, for recognition, for appreciation. This is also necessary. If you are working, if you don't know the work, then you should stop working. You should not work. These needs relate to the desire for a positive self-image. We appreciate the work. What will happen in organization is, it needs to reflect the motivation for recognition and increase in responsibility, high status and credit for contributions to the organization. Meaning, if we contribute to the organization, then we should get the credit. We appreciate the credit. And the last one is self-actualization needs. It is said that these represent the need for self-fulfillment, which is the highest need. According to MESRO, MESRO says that you have achieved your physiological needs, you have fulfilled your safety needs, social needs are also fulfilled, your esteem has also become better. Then, who should we think about? Self-actualization. Meaning, we can visualize what self we have, what is our ideal self, and what is our best output. They concern with developing one's full potential, increasing one's competence, and becoming a better person. Self-actualization needs can be met in the organization by providing people with opportunities for growth, creativity, advancement, and achievement. Means, we can give the employee a chance to showcase his growth, his creativity, his advancement, his success, and his achievement. So, that self-actualization needs can be achieved. This is its diagram and representation. Lastly, it is said that with the lowest level of physiological needs, it is necessary to fulfill it, then you will go to safety, according to MESSLO. According to MESSLO, you cannot cross it, you cannot cross it, why? Because you are IRR. According to it, everyone first fulfills physiological needs, then safety, then social, then esteem, and self-actualization. And one more thing, you will find in the next slide, these four slides, like esteem, love, safety, and physiological needs, and self-actualization needs meet. MESSLO refers to self-actualization as a growth need, and he separated it from the lower four levels on his hierarchy which he called deficiency needs. According to his theory, if you fail to meet your deficiency needs, you will experience harmful or unpleasant results. Conditions ranging from illness and starvation up to loneliness and sell out are the by-products of unmet deficiency needs. He is saying that the first growth is the sub-difficiency. He says that if the deficiency needs meet, then what can happen? Physiologically, you are not hungry, you are not safe, you have no acceptance, you have no recognition, you have no appreciation, then harmful results. But if self-actualization is not fulfilled, then there is no harmful effect. If you fulfill it, then you will become a happier person. But you are not harmed when he is no need for unfulfilled. He is saying that the self-actualization needs only become a priority and he is saying that we should start thinking about the growth needs only when our deficiency needs are fulfilled. It is not that our deficiency needs are not fulfilled and we are thinking about self-actualization. But there are criticisms too. What criticism is that? While meslow means satisfaction as the main motivational outcome of behavior. I mean, no doubt, it is very easy to understand the meaning of the main motivational outcome. But what happens is that the person is satisfied with the job and doesn't give a good outcome. Even then, their work performance is not improving. So how are they being motivated or being demotivated? Gratification of one need does not necessarily need to increase motivation. He is saying that it is not that if we gratify one need, then our motivation increases. Some people can be very hungry and yet try to fulfill their social needs. Some people will also get basic needs fulfilled but they work for social needs. That is more important for them. In their preference, the order of HR is upside down. According to meslow others can self-actualize by working in a risk environment. He is saying that our environment will be safe, our physiological needs will be fulfilled, we will be safe, we will be secure, we will be social acceptance. We will be self-actualizing only but there are people who can self-actualize by working in a risk environment. You cannot do that all over the population. There are individual differences in the order of HR. There are also individual differences in how we reactivate. Needs change more rapidly than meslow. Needs can change. Lastly, how can we conclude that no doubt criticism is very good but the model brought a more holistic perspective by introducing the notion that needs are related to one another. The model gave us a holistic perspective to tell us that needs are related to one another. It is related to one another. Then, meslow's focus on high order needs highlighted the role of social dynamics. It is important to include the role of social dynamics in human motivation. Social dynamics is also important to motivate the human. Needs brought a more positive perspective of employee motivation by paying attention to strengths and not just deficiency. It is important to motivate the employee with a positive perspective. We need to pay attention to this. This is what we can see from a learner perspective. So, I have completed meslow's theory of motivation. It is the most important theory of motivation. You can ask everyone to learn one thing or tell me about meslow's theory. You should know this. It is very easy. Don't forget to like and subscribe and join my telegram group too. Okay? Time for my seat.