WHAT IS MOTIVATION?

• Motivation refers to the result of an interaction between the individual and the situation.
The processes that account for the intensity, direction and persistence of effort toward
attaining a goal - specifically, an organizational goal.
• Three key elements:
• Intensity - how hard a person tries.
• Direction - effort that is channeled toward and consistent with organizational
goals.
• Consistence - how long a person can maintain effort.

Satisfaction → Motivation → Performance:

In this sequence, satisfaction (contentment with one’s job or situation) serves as the starting
point.
When employees are satisfied, they tend to be more motivated to perform well.
Motivation, fueled by satisfaction, drives individuals to put effort into their tasks, leading to
improved performance.
Essentially, satisfaction acts as a catalyst for motivation, which, in turn, influences performance
outcomes.

Example:
Satisfaction:
Scenario: A software development team has completed a project and shipped a new product to a
customer. However, they feel dissatisfied with the working process.
Cause: Team members feel the work is too stressful, there is no participation in decisions and not
enough recognition.
Satisfaction: The team decides to improve the situation to create a better working environment.
Motivation:
Change: Manager holds a meeting with the team to listen to feedback and identify issues.
Incentivize: Management creates improvement plans, including increasing employee
engagement, creating opportunities for advancement, and recognizing good work.
Motivation: The group feels interested and wants to participate more actively.
Performance:
Behavioral change: The team begins to participate more actively in evaluating and improving the
development process.
Better performance: Software products are developed faster, have better quality and meet
customer requirements.
Satisfaction: The team feels satisfied with their improvements and achievements.

Motivation → Performance → Satisfaction:

In this alternative sequence, motivation takes the lead.
When individuals are motivated (by intrinsic or extrinsic factors), they put effort into their work.
This effort directly impacts their performance levels.
As a result of successful performance, individuals experience a sense of accomplishment and
satisfaction.
Which model is more accurate?
Example:
Motivation:
Scenario: A marketing team within a company is working on a new advertising campaign.
Incentive: Manager holds a meeting with the team to present the campaign goal, explain its
importance, and motivate members.
Motivation: The group feels excited and wants to achieve good results.
Performance:
Behavioral change: The team continues to research the market, analyze data, and create
innovative advertising strategies.
Better performance: The advertising campaign is successfully implemented, attracting customers'
attention and generating good sales.
Satisfaction:
The team feels satisfied with their achievements and finds their work meaningful

Which model is more accurate?

Both models have merit and can apply in different contexts.
The first model emphasizes the importance of job satisfaction as a precursor to motivation.
The second model highlights the role of motivation in driving performance, which subsequently
leads to satisfaction.
In practice, the relationship among these factors is often dynamic and interconnected.
Need: Nguyen's need to achieve monthly sales targets for financial security and career
advancement.
Motives: Nguyen's specific motivations, such as the desire for recognition, financial security, and
self-expression.
Tension: The psychological discomfort Nguyen feels due to the gap between his current
performance and his sales targets.
Search Behavior: Nguyen's actions to explore potential clients, arrange sales meetings, and
improve his sales skills.
Effort: Nguyen's investment of time and energy into his work, including overtime hours and
market research.
Performance: The tangible results of Nguyen's efforts, such as acquiring new contracts and
increasing sales figures.
Need Satisfaction: Nguyen's sense of accomplishment and fulfillment upon achieving his
monthly sales targets, reducing his initial tension and fulfilling his need for success.

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The theory suggests that lower level needs must be met before people can begin to focus on
satisfying higher level needs. The needs are physiological, safety, love and belonging, esteem,
and self-actualization.

Physiological needs are the most basic needs that humans must meet to survive. These needs
include food, water, sleep, shelter, and clothing.

Safety needs include protection from physical and emotional harm. This may include security of
employment, income, health, and property.

Love and belonging needs focus on the need for social connection. This includes feeling loved
and accepted by others.

Esteem needs are the need for self-esteem, achievement, independence, and recognition.

Self-actualization needs are the highest level of Maslow's hierarchy. This refers to the desire to
reach one's full potential and become the best that one can be.
The theory is often depicted as a pyramid, with the most basic needs at the bottom and the most
complex needs at the top. This suggests that once a lower level need is met, the next level need
becomes the most important.

Maslow's theory is a simplified model, and it is not always a clear-cut process. For example,
people may sometimes be working on fulfilling multiple needs at the same time. However, it can
be a useful tool for understanding human motivation.

Additionally, the image includes some text that highlights some of the key assumptions of the
hierarchy:

Individuals cannot move to the next higher level until all needs at the current (lower) level are
satisfied. This means that people will not focus on higher level needs until their basic needs are
met.

Must move in hierarchical order. This means that people will typically progress through the
hierarchy from the bottom to the top.

The image is a useful tool for understanding Maslow's hierarchy of needs. It can help people to
understand their own needs and motivations, as well as the needs and motivations of others. This
information can be used to improve communication, relationships, and productivity.