MOTIVATION
IPE 493: Industrial Management
What is Motivation?
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What is Motivation?
• Motivation
Motivation is a human psychological characteristic that
contributes to a person’s degree of commitment.
Factors that cause, guide and sustain human behavior in
a particular committed direction. Conscious and sub-
conscious behavior.
• Motivation in management
Motivationis a management process of influencing
other people’s behavior.
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What is Motivation?
Motivation deals with the range of conscious human behavior
somewhere between two extremes - reflex actions and Habits.
Reflex
Influenceable
zone
Habits
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Common assumptions about Motivation
Motivation is commonly assumed to be a good
thing.
Motivation is in short supply and it need of periodic
replenishment
Motivation is one of several factors that goes into a
person’s performance
Motivation is a tool with which managers can design
job relations in an organization
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Early views of motivation
The Traditional model
Itis associated with Fredrich Taylor. Here manager
determine the most efficient way to perform a task and
then motivate the worker with a system of wage
incentives.
The underlying assumption is that, managers understand
the work better than the worker who are actually lazy
and can be motivated only by money.
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Early views of motivation
The Human Relations Model
They found that the boredom and repetition of a task
actually reduce motivation. While social contacts help
to create and sustain motivation.
The underlying assumption is that, managers can
motivate workers by acknowledging their social needs
and by making them feel important and useful.
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Early views of motivation
Human Resource Model
Associated with Doglas McGregor.
The underlying assumption is that, in modern industrial
life, to take advantage of the employee’s inherent
willingness and ability to work, managers should
provide a climate that gives employee scope for
personal improvement.
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Maslow’s need theory on motivation
Maslow’s Hierarchy of Needs Theory is regarded as
one of the most popular theories on motivation. It is a
theory of psychology that explains that humans are
highly motivated in order to fulfill their needs, which is
based on hierarchical order.
It was first introduced by Abraham Maslow in 1943 for
his paper titled Theory of Motivation and is based on a
hierarchy of needs, which starts with the most basic
needs and subsequently moves on to higher levels.
The main goal of this need hierarchy theory is to attain
the highest position or the last of the needs, i.e need for
self actualization.
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Maslow’s need theory on motivation
The levels of hierarchy in Maslow’s need hierarchy
theory appear in the shape of a pyramid, where the
most basic need is placed at the bottom while the most
advanced level of hierarchy is at the top of the
pyramid.
Maslow was of the view that a person can only move to
the subsequent level only after fulfilling the needs of
the current level. The needs at the bottom of the
pyramid are those which are very basic and the most
complex needs are placed on the top of the pyramid.
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Maslow’s need theory on motivation
Maslow’s need theory
1. Physiological needs: The physiological needs are regarded
as the most basic of the needs that humans have. These are
needs that are very crucial for our survival. The examples of
physiological needs are air, water, food, shelter, health and
sleep, etc.
2. Safety Needs: It is the needs to keep ourselves safe and
secure. It deals with personal security, employment,
resources, health, property and so many. Safety is needed
to keep people safe inwardly and it makes them confident. It is
that people would know what is right and wrong for them.
The various actions taken by an individual in ensuring safety
and security are finding a job, getting an insurance policy,
choosing a secure neighborhood, etc. 1-13
Maslow’s need theory
3. Social Needs: This is the third level in the need
hierarchy theory. It is that people should feel that they
are accepted and believed by the people of their
society and that they have to belong with each other.
This deals with love, friendship, hate, family, sense of
connection and so many.
4. Esteem needs: This is considered as the fourth level
of the hierarchy of needs theory. It deals with getting
recognition, self respect, status, strength, freedom
and so many. It deals with the fact that if you are going
to give respect to others ultimately you are going to
have it back, this leads to your self-satisfaction.
Maslow’s need theory
5. Self-actualization needs: This is the final level of the
theory of hierarchy of needs as proposed by Maslow. It
relates to the need of an individual to attain or
realize the full potential of their ability or potential.
Self-Actualization needs - realizing personal potential,
self-fulfillment, seeking personal growth and peak
experiences.
Individual will be motivated to fulfill whichever need is
most powerful for them in that time. When all other
needs are adequately met employees will be motivated
by self actualization need.
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Alderfer’s ERG theory of Motivation
• The letters ERG stand for three levels of needs:
Existence, Relatedness, and Growth. The ERG theory
is based on the work of Maslow, so it has much in
common with it but also differs in some important
aspects.
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This model says that all humans are motivated by these three
needs. The most concrete and motivating need is existence, which
really relates to physical and psychological survival. The next
level is the need for relatedness, a sense of community and a
good relationship with yourself. The least concrete, but still
important in the ERG model is growth, which really relates to
self-development, fulfillment and the sense of achieving your
potential.
This Theory states that individuals can be motivated by
multiple levels of need at the same time, and that the level
which is most important to them can change over time. In other
words, an individual’s priorities and motivations may be fluid and
can move between the existence, relatedness and growth levels
of need over time. They can move upwards, and they can move
downwards.
ERG theory
Similarities to Maslow's Hierarchy
The ERG needs can be mapped to those of Maslow's theory as follows:
Existence: Physiological and safety needs
Relatedness: Social and external esteem needs
Growth: Self-actualization and internal esteem needs
Like Maslow's model, the ERG theory is hierarchical - existence needs
have priority over relatedness needs, which have priority over growth
Differences from Maslow's Hierarchy
Unlike Maslow's hierarchy, the ERG theory allows for different levels of
needs to be pursued simultaneously.
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.
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The two factor theory
Fredrick Herzberg and his associates conducted a study if the
job attitude of 200 engineers and accountants. He concluded
that, job dissatisfaction and satisfaction arises from two distinct
set of factors.
The HYGIENE factors do little contribution to provide job
satisfaction. He called them "DISSATISFIERS' as their
absence cause dissatisfaction but their presence is not
motivating but only prevent dissatisfaction.
MOTIVATING factors act as forces of job satisfaction.
They create positive and a permanent effect on
employee’s performance and are related to work itself.
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The two factor theory
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Equity Theory
People develop beliefs about what is a fair reward
for one’ job contribution - an exchange
People compare their exchanges with their employer
to exchanges with others-insiders and outsiders
called referents
If an employee believes his treatment is equitable,
compared to others, he or she will be motivated to
do something about it -- that is, seek justice.
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Equity Theory
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Expectancy theory of motivation
The Vroom's expectancy theory of motivation has become
a commonly accepted theory for explaining how individuals
make decisions regarding various behavioral alternatives.
Expectancy theory offers the following propositions:
When deciding among behavioral options, individuals select the
option with the greatest motivation forces (MF).
The motivational force for a behavior, action, or task is a function
of three distinct perceptions: Expectancy, Instrumentality, and
Valance. Vroom concludes that the force of motivation in an
employee can be calculated using the formula:
Motivation = Valence+Expectancy+Instrumentality
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Expectancy theory of motivation
Effort performance Expectancy (Expectancy probability): Expectancy can be described
as the belief that higher or increased effort will yield better performance. This can be
explained by the thinking of “If I work harder, I will make something better”. Conditions
that enhance expectancy include having the correct resources available, having
the required skill set for the job at hand, and having the necessary support to get the
job done correctly.
Performance Outcome Expectancy (Instrumentality probability): Instrumentality can
be described as the thought that if an individual performs well, then a valued outcome will
come to that individual. Some things that help instrumentality are having a clear
understanding of the relationship between performance and the outcomes, having trust
and respect for people who make the decisions on who gets what reward, and seeing
transparency in the process of who gets what reward.
Valence: Valence means "value“, that means, how much a person values a reward.
Specific outcome has a specific valence that is the power to motivate which varies from
individual to individual. For instance, a bonus may not increase motivation for an
employee who is motivated by formal recognition or by increased status such as
promotion.
Application of Expectancy Theory
Determine the reward valued by each employee
Determine the performance you desire
Make the performance level attainable
Link reward to performance
Analyze what factors might counteract the
effectiveness of the reward
Make sure the reward is adequate
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