Unit 6

Motivation and Job Satisfaction

Motivation
 Motivation
• Derived from the Latin words MOVERE, means TO
MOVE.
• It is the will to work to satisfy a certain goal.
• It is a psychological process that arouses an organism
to action towards a desired goal.
• The reason for the action and performance.
• Gives the purpose and directions to behavior.
• It is an inner state within an individual that energizes,
directs and sustains behavior toward goal
achievement.
• The interacting relationship of needs, tension, drives
and goals are the foundation of motivation process.
 Motivation Process
Motivation process involves:
• Unsatisfied needs
• Tension or disequilibrium
• Action, movement or behavior
• Goal achievement or equilibrium
• Feedback
 Importance of Motivation

• Improving productivity
• Enhancing learning
• Improving perception
• Job satisfaction
• Change in behavior
• Decrease in turnover and absenteeism
 Motivation Theories

• Motivation theories are classified as:

• Historical Theories
• Need hierarchy theory
• Two factor theory
• ERG theory
• Need-achievement theory
• Theory X and theory Y
•Contemporary Theories
• Equity theory
• Reinforcement theory
• Expectancy theory
 Need Hierarchy Theory

• Presented by Abraham Maslow

• It assumes that, satisfaction of needs motivates individual
towards a goal.
• Human needs exist in a hierarchy of higher and lower level
needs.
• When the lower level needs are satisfied then only higher level
needs are activated and can work as the source of motivation.
• Satisfied needs do not motivate, but activate to a new level of
needs.
• Human needs consist of a set of five needs in a hierarchy:
• Physiological needs
• Safety needs
• Social needs
• Esteem needs
• Self-actualization needs
 Two Factors Theory

• Dual Factor Theory

• Motivation – Hygiene Theory
• Developed by Fredric Herzberg in 1950.
• He identified the two types of factors independent of each
other.
• Hygiene factors/ Maintenance factors
• Motivational factors
• HYGIENE FACTORS-related to job context and conditions
which operates primarily to dissatisfy employees.
• MOTIVATIONAL FACTORS-related to job content and cause
high level of job satisfaction and motivation.
 ERG Theory

• Developed by Clayton P Alderfer in 1969.

• Also a need theory of motivation or work
motivation.
• It is a three level hierarchical need theory of
motivation that allows for movement up and down
the hierarchy.
• The needs are:
• Existence needs
• Relatedness needs
• Growth needs
 Need Achievement Theory

• Mc Clelland’s theory of learned needs.

• It is the achievement motivation model developed by Devid Mc
Clelland.
• The theory assumes that individual needs plus responsible
work environment can create motivation.
• The most prominent needs are the need for achievement,
power and affiliation.
• Thus, the needs can be:
• Need for achievement ( n-Ach)
• Need for power ( n-Pow)
• Need for affiliation (n-Aff)
• Needs can be changed through education and training.
• Proper working environment can be created by the managers
to raise the achievement needs of employees.
 Theory X and Theory Y

• Presented by Douglas Mc Gregor.

• It is based on the assumptions of managers about the
employees in an organization.
• The two sets of assumptions made by managers are:
• Theory X
• Traditional approach towards employees
• Pessimistic, static, rigid and control oriented theory
• Theory Y
• The new approach towards employees
• Optimistic, dynamic, flexible and self controlled
approach
• Seeking to harmonize employees goals with
organizational goals.
 Expectancy Theory

• The contemporary theory of motivation.

• Presented by Victor H. Vroom in 1964.
• It assumes that the strength of a tendency to act in
a certain way depends on the strengths of an
expectation that the act will be followed by a given
outcome and on the attractiveness of that outcome
to the individual.
• It suggests that motivation is the product of
instrumentality, expectancy and valence

Motivation = Expectancy x Instrumentality x Valence

 Application of Motivation Theories

• Management by objective (MBO)

• Employee involvement programmes
• Job redesign
• Skill-based pay plans
• Flexible benefits
• Positive reinforcement
• Link rewards to performance
• Equity
 Motivation for Performance
Performance is the function of employee ability and motivation
and it enhances willingness of using abilities and skills effectively.
 Job Satisfaction

• Employee’s attitude towards job.

• It is an individual’s positive feelings about one’s
job.
• It is an overall attitude of liking or disliking of
job and work context.
• It is determined by the difference between an
individual’s expectation about job and the
actual outcomes from the job.
• However, it shows an employee’s response,
expectations and attitudes towards job.
 Determinants of Job Satisfaction

• Pay
• Supervision
• Job itself
• Promotion
• Work group
• Work conditions
Effects of Job Satisfaction on Employee
Performance

• Productivity
• Absenteeism
• Employee turnover
• Accidents
• Organizational citizenship
• Better mental and physical health of
employee
• Learning attitude
Measuring Job Satisfaction
 Measuring Job Satisfaction
• The Methods are:
 Measuring Job Satisfaction

• The instruments used under summation of job

factors method are:
• Job descriptive index ( JDI)
• Minnesota satisfaction questionnaire (MSQ)
• Need satisfaction questionnaire (NSQ)
The End