7

MOTIVATING
TABLE OF CONTENTS
▪ What is Motivating?
▪ The concepts and definitions of motivation
▪ Factors Contributing to Motivation
▪ Theories of Motivation
▪ Techniques of Motivation
 IMPORTANCE OF
MOTIVATING
Motivating employees can lead to increased productivity and allow an
organization to achieve higher levels of output. Productivity has always
been serious concern of the management of firms.
MOTIVATION
▪ Motivating refers to the act of “
giving employees reasons or
incentives to work to achieve
organizational objectives”.
THE CONCEPTS AND DEFINITION OF
MOTIVATION
A person brings to his/her job certain psychological
needs which, in environment are translated into wants.
Engineer manager must therefore strive to provide its
workers with a working climate that would motivate its
workers to serve both company as well as their individual
needs.
FACTORS CONTRIBUTING
TO MOTIVATION
There are certain factors influencing a person’s desire to
do his job well. They are the following.

1. Willingness to do a job
2. Self-confidence in carrying out a task
3. Needs satisfaction
THEORIES OF MOTIVATION
 THEORIES OF MOTIVATION
There are various theories of motivation, but only the four
most influential ones will be discussed. They consist of the
following:
1. Maslow’s needs hierarchy theory
2. Herzberg’s two-factor theory
3. Expectancy theory
4. Goal setting theory
 MASLOW’S NEEDS
HIERARCHY THEORY
Psychologists believe that the satisfaction of
needs have certain priorities. Abraham
Maslow (1954) attempted to synthesize a large
body of research related to human motivation.
A psychologist theorized that human beings
have five basic needs which are follows:
physiological, security, social, esteem, and self-
actualization.
•Physiological Needs- those are concerned
with biological needs like food, drink, rest and
sex under the category of physiological needs.
•Security Needs- after satisfying the
physiological needs, people will seek to satisfy
their safety needs. These needs include
freedom from harm coming from the elements
or from other people, financial security which
may be affected by loss of job or the
breadwinner in the family.
PROCESS OF MOTIVATION

NEEEDS MOTIVATION

ACTION OR
NEED
GOAL-DIRECTED
SATISFACTION
BEHAVIOR
▪ Social Needs- after satisfying his physiological and security
needs, the employee will now strive to secure love,
affection and the need to be accepted by peers.
▪ Esteem Needs- refer to the need for a positive self-image
and self-respect and the need to be respected by others.
▪ Self-Actualization Needs- the topmost level needs in the
hierarchy and involve realizing potential our full potential as
human beings and becoming all that we are able to be.
HERZBERG’S
THEORY
Frederick Herzberg indicating that a satisfied
employee is motivated from within to work
harder and that a dissatisfied employee is not
self-motivated.
Herzberg identified two classes of factors
associated with employee satisfaction and
dissatisfaction.
Herzberg found out that satisfied employees
mentioned the following factors(called satisfiers
or motivation factors). Dissatisfied employees
mentioned the following factors (called
dissatisfiers or hygiene factors).
EXPECTANCY
THEORY
* Expectancy theory is a motivation
model based on the assumption that an
individual will work depending on his
perception of the probably of his
expectations to happen.
*The theory is a motivation is
determined by expectancies and valences.
An expectancy is a belief about the
likelihood or probability that a particular
behavioral act(like attending training
sessions) will lead to a particular outcome
(like a promotion). Valence is the value an
individual places on the expected
outcomes or rewards.
GOAL SETTING
THEORY
Edwin A. Locke is an American psychologist and
pioneer in goal-setting theory.
Refers to the process of improving performance
with objectives, deadlines or quality standard.
When individuals or groups are assigned specific
goals, a clear direction is provided and which later
motivates them to achieve these goals.
The goal setting model drawn by Edwin A. Locke
and his associates consists of the following
components.
1. Goal content
2. Goal commitment
3. Work behavior
4. Feedback aspects
▪ Goals must be attainable if they are to be set. If they are not, then workers
will only be discouraged to perform, if at all.
▪ Goals must be stated in qualitative terms whenever possible.
1. Goal content- to be sufficient in content, goals must be challenging,
attainable, specific and measurable, time limited and relevant.
2. Goal commitment- when individual or groups are committed to the goals
they are supposed to achieve, there is a chance that they will be able to
achieve them.
3. Work behavior- goals influence behavior in terms of direction effort,
persistence and planning.
4. Feedback aspect- provide the individuals with a way of knowing how far they
have gone in achieving objects.
Individual or groups of individuals may be motivated to perform through
the use of various techniques. These techniques may be classified as
follows:
1. Motivation through job design
2. Motivation through rewards
3. Motivation through employee participation
4. Other motivation techniques for the diverse work force
 MOTIVATION
OF
TECHNIQUES

Motivation
Motivation Motivation Other’s
through
through job through Motivation
employee’s
design rewards techniques
participation

flexible
Fitting people to work
jobs (realistic job Quality
Extrinsic schedules
preview, job control
rewards
rotation, limited circles
exposure) Family
support
service
Fitting jobs to Intrinsic Self-
people( job rewards managed
enlargement, job
enrichment) sabbaticals
▪ Motivation through employee
participation – when employees
participate in deciding various
aspects of their job.
▪ Other motivation techniques-
the advent of theories on
individual differences and the
biological clock of human beings.
▪ Motivation through job design-
a person will be highly motivated
to perform if he is assigned a job
he likes.
▪ Motivation through rewards-
rewards consist of material and
psychological benefits to
employees for performing task in
the work place .