Motivation
Basic Motivation Concepts
Motivation
The willingness to exert high levels of effort towards organizational goals, conditioned by effort's ability to satisfy some individual need Need is some internal state that makes certain outcomes appear attractive
The motivation Process
Unsatisfied Need
Tension
Drives
Search Behavior
Satisfied need
Reduction of tension
Theories of Motivation
Hierarchy of Needs Theory Theory X and Theory Y Motivation Hygiene Theory
Maslows Hierarchy of Needs Theory
There is a hierarchy of five needsphysiological, safety, social, esteem and self actualization- and as each need is sequentially satisfied, the next need becomes dominant
Hierarchy of Need Theory
Self Actualization Esteem Social
Higher- Order Needs
Safety
Physiological
Lower Order Needs
McGregor Theory X and Theory Y
Theory X: The assumption that employees dislike work, are lazy, dislike responsibility and must be coerced to perform. Theory Y The assumption that employees like work, are creative, seek responsibility and can exercise self direction
Assumptions of Theory X
Employee inherently dislike work and whenever possible will attempt to avoid it Since employees dislike work, they must be coerced, controlled or threatened with punishment to achieve goals Employees will avoid responsibilities and seek formal direction whenever possible. Most workers place security above all factors associated with work and will display little ambition
Assumptions of Theory Y
Employees can view work as being natural as rest or play People will exercise self direction and self control if they are committed to objectives The average person can learn to accept, even seek responsibility The ability to make innovative decision is widely dispersed throughout population and is not necessarily the sole province of those in Management position
Herzbergs Motivation- Hygiene Theory
Intrinsic Factors are related to on Satisfaction, while extrinsic factors are associated with dissatisfaction
COMPARISION OF SATISFIERS & DISSATISFIERS
Achievement Recognition Work Responsibility Advancement Growth Company Policy & Admin Supervision Peers Work Conditions HYGIENE Salary FACTORS Personal Life Subordinates Status Security Welfare
MOTIVATION FACTORS
Contrasting Views of Satisfaction and Dissatisfaction
Traditional View
Satisfaction Herzbergs View
Dissatisfaction
Satisfaction
No Satisfaction
Dissatisfaction
No Dissatisfaction
Contemporary Theories of Motivation
Alderfers ERG Theory
There are three groups of core needs: existence, relatedness and growth Existence group refers our basic existence requirement. It includes the items that Malaw considered physiological and safety needs. Relatedness refers to the desire we have for maintaining important interpersonal relationships. These social and status desire require satisfactory interactions with others. Growth needs are the intrinsic desire for personal development and characteristics include self actualization
McClellands Theory of Needs
This theory focuses on : Need for achievement Need for Power Need for affiliation
Goal Setting theory
This theory postulates the goals persuaded by employees can play an important role in motivating superior performance.
People examine their current behavior to ascertain its suitability and sufficiency for goal achievement, if not found satisfactory, they either modify their behavior or change to a realistic goal
Vrooms Expectancy Theory
This theory Postulates that it is the anticipated satisfaction of valued Goals which causes individuals to adjust their behavior in a way which is most likely to their attaining them.
Factors of Expectancy Theory
Expectancy Individuals own assessment of whether performing in a certain way will result in measurable result Instrumentality Perceived likely hood that such a result will attaining a given reward. Valance or satisfaction associated with reward Individuals assessment of likely satisfaction or valance associated with reward
Self - Efficacy Theory
Self Efficacy is concerted with an employees belief about his capability to perform a task. High Self efficacy leads to good performance Low self efficacy may lead to poorer performance
More Concepts on Motivation
Reinforcement Theory Equity Theory
Performance Dimensions
Ability
Performance
Motivation
Opportunity
Integrating Contemporary Theories s of Motivation
High N Ach Performance Evaluation Criteria Equity Comparison
Opportunity Individual Effort
Ability
Individual Performance Objective Performance Evaluation System
Rewards
Personal Goals Dominant Needs
Reinforcement
Goals Direct Behavior
