Motivation: The Key to Success at Work and Life
Define and explain motivation
Distinguish between motivation and
satisfaction
Discuss the process of motivation
Types of motivation
Discuss some leading theories of motivation
Some definitions
1.
Motivation means a process of stimulating people to
action to accomplish desired goals-
W.G.Scott.
2.
Motivation is the process of attempting to influence
others to do your will through the possibility of gain
or reward. –
Edwin B. Flippo.
3.
Motivation is the
need
or
drive
within an
individual that urges him towards goal-oriented
action
Motivation
≠
Satisfaction
Motivation is
Drive
and
Effort
to satisfy a want
or a goal
Satisfaction is the
Contentment
experienced
when a want is satisfied
The Motivation Process
1.
Awareness of Need
2. Search for Action
3. Fulfillment of Need
4.Discovery of New Need
The Motivation Process
Types of Motivation
Motivation can be classified on the basis of:
1.
Approach
(
Positive, Negative).
2.
Incentives
(
Financial, Non-financial
).
3.
Nature
(
Extrinsic, Intrinsic
).
Positive Motivation
Rewards and incentive for employees
Necessary facilities
Awards for best performance
Negative Motivation
Fear
Punishment
Demotion
Layoff
Financial Motivation
Monitory benefits
▪
Wages and salaries
▪
Bonus
▪
Fringe benefits
▪
Retirement benefits
Non Financial Motivation
Recognition
Greater involvement in decision-making
Responsibility
Challenging job
Praise
Extrinsic Motivation
Allowances
Bonuses
Fringe benefits
Free housing
Medical care
Intrinsic Motivation
Status
Authority
Challenging job
Participation in decision-making
1. Maslow’s Need Hierarchy Theory
2. McGregor’s X andY Theories
3. Ouchi’s Z theory
4. Herzberg’s Two-factor theory
5. McClelland’s Need theory
6. Vroom’s Expectancy theory.
7.
Adelfer’s ERG theory
THEORY
X
1. People, in general, dislike work. They
avoid their duties and are basically
lazy.
2. Most people are un-ambitious. They do
not voluntarily accept any
responsibility.
3. Most people lack creativity. They show
no preference for learning anything
new factors.
4. Satisfaction of physiological and safety
needs alone is important for most
people. Workers in general are only
bothered about their salary, job
security and such other extrinsic
factors.
5. While at work, an employee needs to
be closely supervised and watched.
THEORY
Y
1. People are not averse to work. Given the proper
working conditions the workers would do their
work with the kind of enthusiasm. They show for
their other activities like playing and eating.
2. Workers are ambitious and they do come forward to
accept responsibility.
3. Workers do have the potentials to be creative. If the
management has a positive outlook, it will
certainly encourage the workers to display their
creative ideas and skills.
4. It is not correct to assume that only satisfaction of
physiological and safety needs are important for
most workers. The workers do many things to have
their ego satisfied. There are workers with
tremendous potentials who want to work to their
maximum capabilities.
5. Workers need not be directed and closely
supervised. They are good in what is called ‘self-
direction’.
THEORY X MANAGERS
Have little regard for
people
Tend to be very
authoritarian
Generally unlikely to
motivate anyone to work
willingly and well
THEORY Y MANAGERS
Pay attention to individual
needs
Unlikely to be authoritarian
Boost morale of workers
through incentives and
rewards
Maslow’s Need Hierarchy Theory
Human behaviour is directed towards the
satisfaction of certain needs.
(i)
Physiological Needs
(ii)
Safety Needs
(iii) Social Needs
(iv) Esteem Needs and
(v) Self-actualization Needs
Physiological Needs
Food
Clothing
Shelter
Safety Needs
Security of job / employment; resources; family;
property; health
Protection
Law and order
Social Needs
Friendship
Association
Affection
Love
Esteem Needs
Ego
Status
Recognition
Self respect by others
Self –Actualization Needs
The need to achieve our full potential
Herzberg, a clinical psychologist and pioneer
of “job enrichment,” developed his
motivation theory during his investigation of
200 accountants and engineers in the USA.
People are influenced by two factors
:
Hygiene factors
are needed to ensure an
employee does not become dissatisfied. They
do not lead to higher levels of motivation, but
without them there is dissatisfaction.
Motivation factors
are needed in order to
motivate an employee into higher
performance. These factors result from
internal generators in employees.
Examples of “Hygiene” Needs or Maintenance Factors
The organization, its policies & administration
Kind of supervision (leadership & management, including
perceptions)
Relationship with supervisor
Work conditions (including ergonomics)
Salary
Status
Job security
Interpersonal relations
Hygiene Needs
People will strive to achieve “hygiene” needs
because they are unhappy without them, but
once satisfied, the effect soon wears off –
satisfaction is temporary. (Chapman)
Parallels with Maslow’s Hierarchy of Needs
Motivational Model
True Motivators
Achievement
Recognition for achievement
Work itself (interest in the task)
Responsibility
Growth and advancement
Motivation is the drive and effort to satisfy a want or goal, leading individuals towards goal-oriented action. It is distinct from satisfaction, which is the contentment experienced once a want is fulfilled. The motivation process involves awareness of needs, searching for action, fulfilling needs, and discovering new needs. Motivation can be categorized based on approach, incentives, and nature, with types including positive motivation (rewards, incentives, awards) and negative motivation (fear, punishment). Financial motivation includes monetary benefits, while non-financial motivation involves recognition, greater involvement in decision-making, responsibility, challenging jobs, and praise.
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Presentation Transcript
Define and explain motivation Distinguish between motivation and satisfaction Discuss the process of motivation Types of motivation Discuss some leading theories of motivation
Some definitions 1. Motivation means a process of stimulating people to action to accomplish desired goals- W.G.Scott. 2. Motivation is the process of attempting to influence others to do your will through the possibility of gain or reward. Edwin B. Flippo. 3. Motivation is the need or drive within an individual that urges him towards goal-oriented action
Motivation Satisfaction Motivation is Driveand Effortto satisfy a want or a goal Satisfaction is the Contentmentexperienced when a want is satisfied
The Motivation Process 1. Awareness of Need 2. Search for Action 3. Fulfillment of Need 4.Discovery of New Need
Types of Motivation Motivation can be classified on the basis of: 1. Approach (Positive, Negative). 2. Incentives (Financial, Non-financial). 3. Nature (Extrinsic, Intrinsic).
Positive Motivation Rewards and incentive for employees Necessary facilities Awards for best performance
Negative Motivation Fear Punishment Demotion Layoff
Financial Motivation Monitory benefits Wages and salaries Bonus Fringe benefits Retirement benefits
Non Financial Motivation Recognition Greater involvement in decision-making Responsibility Challenging job Praise
Extrinsic Motivation Allowances Bonuses Fringe benefits Free housing Medical care
Intrinsic Motivation Status Authority Challenging job Participation in decision-making
1. Maslows Need Hierarchy Theory 2. McGregor s X andYTheories 3. Ouchi sZ theory 4. Herzberg s Two-factor theory 5. McClelland s Need theory 6. Vroom s Expectancy theory. 7.Adelfer sERG theory
THEORY X THEORY Y 1. People, in general, dislike work. They avoid their duties and are basically lazy. 2. Most people are un-ambitious. They do not voluntarily accept any responsibility. 3. Most people lack creativity. They show no preference for learning anything new factors. 4. Satisfaction of physiological and safety needs alone is important for most people. Workers in general are only bothered about their salary, job security and such other extrinsic factors. 5. While at work, an employee needs to be closely supervised and watched. 1. People are not averse to work. Given the proper working conditions the workers would do their work with the kind of enthusiasm. They show for their other activities like playing and eating. 2. Workers are ambitious and they do come forward to accept responsibility. 3. Workers do have the potentials to be creative. If the management has a positive outlook, it will certainly encourage the workers to display their creative ideas and skills. 4. It is not correct to assume that only satisfaction of physiological and safety needs are important for most workers. The workers do many things to have their ego satisfied. There are workers with tremendous potentials who want to work to their maximum capabilities. 5. Workers need not be directed and closely supervised. They are good in what is called self- direction .
THEORY X MANAGERS THEORY Y MANAGERS Have little regard for people Tend to be very authoritarian Generally unlikely to motivate anyone to work willingly and well Pay attention to individual needs Unlikely to be authoritarian Boost morale of workers through incentives and rewards
Maslows Need Hierarchy Theory Human behaviouris directed towards the satisfaction of certain needs. (i) Physiological Needs (ii) Safety Needs (iii) Social Needs (iv) Esteem Needs and (v) Self-actualization Needs
Physiological Needs Food Clothing Shelter
Safety Needs Security of job / employment; resources; family; property; health Protection Law and order
Social Needs Friendship Association Affection Love
Esteem Needs Ego Status Recognition Self respect by others
Self Actualization Needs The need to achieve our full potential
Herzberg, a clinical psychologist and pioneer of job enrichment, developed his motivation theory during his investigation of 200 accountants and engineers in the USA.
People are influenced by two factors: Hygiene factorsare needed to ensure an employee does not become dissatisfied. They do not lead to higher levels of motivation, but without them there is dissatisfaction. Motivation factors are needed in order to motivate an employee into higher performance. These factors result from internal generators in employees.
Examples of Hygiene Needs or Maintenance Factors The organization, its policies & administration Kind of supervision (leadership & management, including perceptions) Relationship with supervisor Work conditions (including ergonomics) Salary Status Job security Interpersonal relations
Hygiene Needs People will strive to achieve hygiene needs because they are unhappy without them, but once satisfied, the effect soon wears off satisfaction is temporary. (Chapman) Parallels with Maslow s Hierarchy of Needs Motivational Model
True Motivators Achievement Recognition for achievement Work itself (interest in the task) Responsibility Growth and advancement
