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Fareast International University

Assignment
On
Motivating

Submitted To
Mr. Ahmed Bin Yamin
Senior Lecturer
Fareast International University

Submitted By
Md. Mamun Hossain : 16201026
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S.L Table of Content Page

No
1. Employee Motivation 3
2. Motivating Employees Through Goal Setting 3
3. Goal-Setting Theory for Employee Motivation 3
4. Goal Setting Theory of Motivation 4
4.1 Advantages of Goal Setting Theory 5
4.2 Limitations of Goal Setting Theory 5
5. Most Useful Motivation Theory 6
5.1 The Hierarchy of Needs Maslow Motivation Theory 6
5.2 Motivation Theories 7
5.3 Theories of Motivation 7
5.4 Two Factor theory 8
5.5 McClelland theory of needs 8
5.6 Self Efficacy Throry 8
5.7 Reinforcement Theory 9
6. Advantages and Disadvantages of Motivational Theories 9
6.1 Advantages of Motivational Theories 9
6.1.1 It takes into account Human Nature 10
6.1.2 Relevant in All Fields 10
6.2.1 Disadvantages of Motivational Theories 10
6.2.2. Not all Individuals Think in the Same way 10
6.2.3. Culture Differences 11
6.2.4. Difficult to Measure 11
7. The Motivational aspect lacks in Bangladesh most 11
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1. Employee Motivation
As we have understood that motivation is an important factor in employees’ performance and
for motivating, there have been a number of theories proposed by many behaviorists for
motivating different people in different situations and at different places etc. Now we will
discuss another theory of motivation called as the “Goal − Setting Theory of Motivation”. This
motivation theory was put forward by Behavioral Scientist Edwin Locke in the year 1960.This
theory states that the goal setting is very essentially linked to the task performance.

2. Motivating Employees Through Goal Setting

Goal-Setting Theory: Goal-setting theory (Locke & Latham, 1990) is one of the
most influential and practical theories of motivation. In fact, in a survey of
organizational behavior scholars, it has been rated as the most important (out of
73 theories) (Miner, 2003). The theory has been supported in over 1,000 studies
with employees ranging from blue-collar workers to research-and-development
employees, and there is strong support that setting goals is related to
performance improvements (Ivancevich & McMahon, 1982; Latham & Locke,
2006; Umstot, Bell, & Mitchell, 1976). According to one estimate, goal setting
improves performance at least 10%–25% (Pritchard et al., 1988). Based on this
evidence, thousands of companies around the world are using goal setting in
some form, including Coca Cola Company, Pricewater house Coopers
International Ltd., Nike Inc., Intel Corporation, and Microsoft Corporation, to
name a few.

3. Goal-Setting Theory for Employee Motivation

Whatever a human being does; he/she does it for a definite purpose or goal. An organization
sets certain goals for its employees. Employees’ willingness to work towards the attainments of
the goals is the main source of employees’ motivation. Set goals move and direct employees as
to what needs to be achieved and the required efforts to attain achievement of goals. The
clearer the goal is the better is the performance of the employees.
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Goals act as driving force for employees and exert tremendous impact on employee behavior
and performance in an organization. Modern organizations invariably have their own goal
setting forms put in operation. Management by objectives (MBO), Management Information
System (MIS) and a host of modern management Programmes are set goals organizations strive
to achieve.

The simple act of setting an effective goal gives a person a fairer chance of realizing the goal.
So, setting the goal is as important as having the goals.

4. Goal Setting Theory of Motivation

In 1960’s, Edwin Locke put forward the Goal-setting theory of motivation. This theory states
that goal setting is essentially linked to task performance. It states that specific and challenging
goals along with appropriate feedback contribute to higher and better task performance.

In simple words, goals indicate and give direction to an employee about what needs to be done
and how much efforts are required to be put in.

The important features of goal-setting theory are as follows:

The willingness to work towards attainment of goal is main source of job motivation. Clear,
particular and difficult goals are greater motivating factors than easy, general and vague goals.

Specific and clear goals lead to greater output and better performance. Unambiguous,
measurable and clear goals accompanied by a deadline for completion avoids
misunderstanding.

Goals should be realistic and challenging. This gives an individual a feeling of pride and triumph
when he attains them, and sets him up for attainment of next goal. The more challenging the
goal, the greater is the reward generally and the more is the passion for achieving it.

Better and appropriate feedback of results directs the employee behaviour and contributes to
higher performance than absence of feedback. Feedback is a means of gaining reputation,
making clarifications and regulating goal difficulties. It helps employees to work with more
involvement and leads to greater job satisfaction.
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Employees’ participation in goal is not always desirable.

Participation of setting goal, however, makes goal more acceptable and leads to more
involvement.

Goal setting theory has certain eventualities such as:

Self-efficiency- Self-efficiency is the individual’s self-confidence and faith that he has potential
of performing the task. Higher the level of self-efficiency, greater will be the efforts put in by
the individual when they face challenging tasks. While, lower the level of self-efficiency, less will
be the efforts put in by the individual or he might even quit while meeting challenges.

Goal commitment- Goal setting theory assumes that the individual is committed to the goal and
will not leave the goal. The goal commitment is dependent on the following factors:

Goals are made open, known and broadcasted.

Goals should be set-self by individual rather than designated.

Individual’s set goals should be consistent with the organizational goals and vision.

4.1 Advantages of Goal Setting Theory

Goal setting theory is a technique used to raise incentives for employees to complete work
quickly and effectively.

Goal setting leads to better performance by increasing motivation and efforts, but also through
increasing and improving the feedback quality.

4.2 Limitations of Goal Setting Theory

At times, the organizational goals are in conflict with the managerial goals. Goal conflict has a
detrimental effect on the performance if it motivates incompatible action drift.

Very difficult and complex goals stimulate riskier behaviour.

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If the employee lacks skills and competencies to perform actions essential for goal, then the
goal-setting can fail and lead to undermining of performance.

There is no evidence to prove that goal-setting improves job satisfaction.

5. Most Useful Motivation Theory

5.1 The Hierarchy of Needs Maslow Motivation Theory

The Maslow motivation theory is one of the best known and most influential theories on
workplace motivation.

Psychologist Abraham Maslow first developed his famous theory of individual development and
motivation in the 1940’s. He suggested that human beings have a hierarchy of needs. That is,
that all humans act in a way which will address basic needs, before moving on to satisfy other,
so-called higher level needs.

Maslow represented this theory as a hierarchical triangle. This shows how basic needs must be
met before one can “climb” the hierarchy, to address more complex needs.

For example, first one must meet the basic, physiological need for food, water and warmth.
After that the focus would be on the need to be safe, then the need to belong to social groups,
and so on up the hierarchy.

The important thing to recognize is Maslow’s contention that one’s sense of well-being. i.e. the
‘feelgood factor’ increases as the higher level needs are met.

Do you want to know the essentials of Maslow Motivation Theory in a minute? This is one of
our Manage in a Minute pages. These contain essential tips on fundamental management
topics.

No fuss or side-tracks, they get straight to the point. Here, in a series of bullet points which can
be read in a minute (ish!)., are some essentials ways to understand motivation in the
workplace.
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The Maslow motivation theory is typically represented by 5 steps:

➢ Physiological needs – such as hunger, thirst and sleep
➢ Safety needs – such as security, protection from danger and freedom from pain.
➢ Social needs – sometimes also referred to as love needs such as friendship, giving and
receiving love, engaging in social activities and group membership.
➢ Esteem needs – these include both self-respect and the esteem of others. For example,
the desire for self-confidence and achievement, and recognition and appreciation.
➢ Self-actualization – This is about the desire to develop and realize your full potential. To
become everything you can be.

5.2 Motivation Theories

Motivation: Process that accounts for individual’s intensity, direction, and persistence of
effort towards attaining a goal.

3 major component of motivation

✓ Intensity
✓ Direction
✓ Persistence

5.3 Theories of Motivation

Hierarchy of needs theory

• Theory originated by Abraham Maslow in 1943.

• Within every human being there exist a hierarchy of 5 needs and if that human being
has a physiological need at a point of time then he can’t be motivated for self
actualization need.
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5.4 Two Factor theory

❖ Originated by Fredrick Herzberg
❖ A framework that says there are certain factors in the workplace that cause job
satisfaction, while a separate set of factors cause dissatisfaction.

According to Herzberg, intrinsic motivators such as challenging work, recognition, and

responsibility produce employee satisfaction, while extrinsic hygiene factors, including status,
job security, salary, and fringe benefits

– if absent – produce dissatisfaction

Hygiene factors are needed to ensure an employee is not dissatisfied.

5.5 McClelland theory of needs

❖ He proposed that an individual’s specific needs are acquired over time and are shaped
by one’s life experiences.
These needs are classified as:
• Need for achievement
• Need for Power
• Need for affiliation

5.6 Self Efficacy Throry

➢ An individual’s belief that he or she is capable of performing a task
➢ People with a strong sense of self-efficacy:
• View challenging problems as tasks to be mastered
• Develop deeper interest in the activities in which they participate
• Form a stronger sense of commitment to their interests and activities
• Recover quickly from setbacks and disappointments.
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5.7 Reinforcement Theory

✓ Reinforcement theory focuses on the environmental factors that contribute to shaping
behaviour.

There are four primary approaches to reinforcement theory:

• Positive reinforcement
• Negative reinforcement
• Extinction
• Punishment
•

6. Advantages and Disadvantages of Motivational Theories

The motivation as the name suggest is a theory of motivation according to which the majority
of people will have set pattern of needs which can be segregated into five parts and the
individual will first fulfil the basic or bottom of pyramid needs which is physiological needs like
food, shelter clothing, after which he or she will move to next level of pyramid and fulfil safety
needs which include things like job security, financial security. After satisfying physiological and
safety needs individual will move to satisfy social needs which include things like love and
affection from friends and family, once social needs are fulfilled individual will move towards
4th level of pyramid and satisfy esteem needs like recognition and gradually he or she will
reach the top of pyramid and satisfy the self-actualization needs.

6.1 Advantages of Motivational Theories

The biggest advantage of motivational theories is that it is very simple to understand and even
layman can understand and relate to this theory because we all go through one or other stage
of needs pyramid during our lifetime. Hence as far labor is concerned his or her need will
always be limited to lower level of need pyramid that is food, shelter and clothing but as far as
a billionaire businessman is concerned his or her top priority will be top level of pyramid and
that is self-esteem or sense of achieving all things and he or she will never think about food,
shelter, clothing as these needs have been fulfilled long back.
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6.1.1 It takes into account Human Nature

Another advantage of this theory is that it gives consideration to basic human nature that is
demanding more as lower level needs are satisfied. It can be better understood with the help of
an example suppose a small kid is hungry and he or she has given two options one is food and
other is toys than he or she will not select toys rather he or she will eat food first and then
demand the toys. Hence one can say that this nature of greed is inborn in human and Theory of
Motivation addresses that beautifully.

6.1.2 Relevant in All Fields

It is relevant in almost all fields of life because whether you are home or at office you start with
basic need only so at home you first priority is doing necessary arrangements so that you get
food daily, then next come security of your home and once security and food aspect is taken
care of you move to social affection by calling your relatives and friends at you home and then
come the self-esteem when you decorate your house with expensive furniture and showpieces
to show off the society.

6.2.1 Disadvantages of Motivational Theories

6.2.2 Not all Individuals Think in the Same way
The biggest disadvantage of this theory is that not all individuals think in the same way hence
for some individuals social affection and respect is more important than safety needs and that
is the reason why one sees many people do grand ceremony of their children’s birthdays or
marriages or purchasing expensive cars in order to show off to society before buying insurance
plan for family or purchasing a house for the family as they get more satisfaction from showing
off to society than fulfilling safety needs of the family.

6.2.3 Culture Differences

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Another limitation of this theory is that there are bound to be cultural differences when this
theory is applied to different nations as each nation or country has different culture so for
example in countries like USA kids after certain age leave their home and parents do not have
to worry about their kids future and kids also do not have to worry about their parents whereas
in countries like India where joint family culture is prevalent kids and parents both have to think
about each other when they are fulfilling their needs.

6.2.4 Difficult to Measure

It is very difficult to measure the satisfaction which one gets after satisfying each level of need
as it is subjective in nature because it deals with human mind which cannot be predicted by any
machine or method. Hence some people will get satisfied even after fulfilling physiological and
safety needs while some people will not be satisfied by fulfilling all level of needs.

As one can see from the above that Maslow Theory of Motivation has advantages as well as
disadvantages but still it is one of the most used and important theory when it comes to
measurement of needs hierarchy of human beings.

7. The Motivational aspect lacks in Bangladesh most and procedure

of motivating my employees while I’m dealing a E-Commerce
firm with little monthly earnining

14 Highly Effective Ways to Motivate my Employees. My employees may not be

as motivated as of me.

So here are 14 tips from entrepreneurs on how to better motivate my staff:

My believe in my company wholeheartedly. There's an entrepreneurial fire burning strong
inside that motivates to work harder each day. Unfortunately, the same cannot always be said
about your employees. In a 2015 SHRM Employee Job Satisfaction and Engagement survey, only
69 percent of employees felt they were consistently putting all their effort into their work.
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If you've tried a variety of incentives but are still seeing the negative side effects of low
motivation, I’m not alone. Sometimes even the best managers have to think outside the box to
find creative and reliable ways to motivate employees.

Here are 14 unique motivational techniques from other entrepreneurs that I can try with my
employees:

I) Gamify and Incentivize: Although we haven't implemented it yet, we're

developing a feedback system that rewards employees for engaging with our wiki
and for learning how to use our application via our training videos. We further
reward performance based on meeting certain goals. A proven motivator for
students and employees alike is earning a "badge" or points for committing to
certain tasks.--Blair Thomas, EMerchantBroker.

II) Let Them Know You Trust Them: If I know the trust and depend on them, they
will fill those shoes sooner than my thinking. A vote of confidence can go a long way.
Let them know I trust them to do the best job possible and I will rarely disappoint.

III) Set Smaller Weekly Goals: I want lofty ambitions, but set up smaller goals
along the way to keep people in it. Rather than make a billion this year, focus on
getting 100 new customers this week-something that will get to that billion. Then
reward the team for achieving the goal with an afternoon off, a party, etc. I will see
that my goals are realistic and everyone benefits from working hard.

IV) Give Employees Purpose: I am able to motivate my employees by giving them a

purpose. When you accomplish that, they understand the vision better and are able
to execute more strongly. In addition, by understanding their purpose and the
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purpose of the business, an employee is better able to understand how they fit into
the big picture.

V) Radiate Positivity: I'm always pumping energy through the office. I'm really
enthusiastic and want my staff to feed off that positive energy. Because culture is so
important to me, I play music, have fun, joke around, and play games. We work
hard, but we play hard too. You have to be in the moment and high-energy all the
time.

VI) Be Transparent: I am very open with employees about what's happening at the
highest level so there are no surprises and everyone has a chance to ask questions
and give feedback. I want employees to feel included in big decisions and committed
to the direction our company takes. This has helped to sustain motivation and
increased company loyalty and pride.

VII) Motivate Individuals Rather Than the Team: Aligned incentives are the only
true way to ensure everyone on a team is working toward a common goal. Framing
the strategy in multiple ways ensures each stakeholder has a clear, personal
understanding of how working together benefits himself and the team. This
technique allows me to motivate the team to accomplish amazing things.

VIII) Learn What Makes Each Employee Tick: Ask what they do and don't like
working on, share the big picture company goals, and respond to their questions.
Discern their goals and then invest in their professional growth. During one-on-one
check-ins, listen to their ideas, because they're the best at what they do. Respect
their personal schedules and non-work time, and don't ever pit their goals/timelines
against each other.--Heather McGough, Lean Startup Company

IX) Reward Based on Feedback: We developed Valuebot-an app for Slack that
calculates how many times each employee was praised-in order to send daily and
monthly summaries. Whoever garners the most kudos wins various awards and
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recognition. Valuebot has helped us to visualize our culture and reiterate how much
we support one another. The positive energy we create in the office helps us to
attract and retain talent.

X) Prioritize Work-Life Balance: We have a few fun incentives, like an in-office

"phone booth" style machine that lets you grab dollar bills. It's a fun little motivator
that the sales team uses on a smaller scale. Otherwise, it's also important to
encourage employees to take vacation time. A culture that prioritizes work-life
balance, yields increased productivity and overall happiness in the workplace.

XI) Have an Open-Door Policy: It's amazing how a simple "please" and "thank you"
fares with employees. We simply speak to staff the way we would want to be
spoken to. We also have an open-door policy when it comes to suggestions and
ideas. When employees feel that their voice matters, they in turn feel confident
about their positions in the company and that they have more at stake than just a
paycheck.

XII) Let Them Lead: Motivating employees is not just about giving them vacation
time-it's about showing them they make a difference and are valued. Every time we
have a meeting, whether large or small, we let a different team member lead the
conversation and the topics discussed. Not only can they share their opinions and be
heard this way, but they are motivated to make their words and ideas happen
afterwards.

XIII) Show Them the Bigger Picture: It's important that employees understand the
bigger picture and can see how what they are doing in the moment will eventually
contribute to an end goal. Give them tasks and projects to work on and make sure
they understand how this fits into the big picture. Talented employees will go above
and beyond what you expect of them.
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XIV) Create Recognition Rituals: It Convene, every management and executive

meeting starts off with each department lead recognizing someone from their team
who has gone above and beyond for the company or a client. This positive feedback
loop motivates team members, and it holds management accountable for staff
recognition.

These are the top results from a survey of entrepreneurs on the topic of employee motivation
tips provided by the Young Entrepreneur Council (YEC), an invite-only organization comprised
of the world's most promising young entrepreneurs. In partnership with Citi, YEC recently
launched BusinessCollective, a free virtual mentorship program that helps millions of
entrepreneurs start and grow businesses.