Motivation
-refers to the “process of the hierarchy are called
activating behavior, sustaining it, and
directing it toward a particular goal.”
This definition is useful because it
specifies three stages: activating,
sustaining, and directing actions
towards the achievement of
objectives.
Motivating
-refers to the act of “giving
employees reasons or
incentives... to work to achieve
organizational objectives.”
Factors Contributing to Motivation
- willingness to do a job
- self-confidence in carrying out a task
- needs of satisfaction
Theories of Motivation
1. Maslow’s Needs Hierachy Theory
Abraham Maslow - a psychologist,
theorized that human beings have five
basic needs which are as
follows: physiological, security, social,
esteem, and self-actualization. These
needs are hierarchical, which means,
one need will have to be satisfied first
before the other need
A.PHYSIOLOGICAL NEEDS
-Those that are concerned with
biological needs like food, drink rest,
and sex fall under the category of
physiological needs. These needs
take priority over other needs.
B.SECURITY NEEDS
-After satisfying that 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, etc.
C.SOCIAL NEEDS
-After satisfying his physiological and
security needs, the employee will no
strive to secure love, affection and the
need to be accepted by peers.
D.ESTEEM NEEDS
-The fourth level of needs is called
esteem needs and they refer to the
need for a positive self-image and
self-respect and the need to be
respected by others.
E.SELF-ACTUALIZATION NEEDS
-The fifth and topmost level needs in
self-actualization needs and involve
realizing our full potential as human
beings and becoming all that we are
able to be.
2. Herzberg’s Two-Factor Theory
-Developed by Frederick Herzberg
He indicates that a satisfied employee
is motivated from within to work
harder and that a dissatisfied
employee is not self-motivated.
Two classes of factors associated with
employee satisfaction and dissatisfaction:
-Motivational Factors (Satisfiers)
-Hygiene Factors (Dissatisfiers).
Motivational Factors
-Factors that directly contribute to job
satisfaction and motivate employees
to perform better. Examples include:
-Achievement
-Recognition Advancement
-Opportunities for Personal
Growth
Hygiene Factors
-Are aspects of the work environment,
that, when lacking, can lead to
dissatisfaction among employees.
Examples include:
-Working Conditions Salary
-Job Security
-Interpersonal Relationships
 Hygiene Factors mainly address the
context or environment in which
employees work.
 Motivational Factors are related to
the content of the work itself and how
fulfilling it is.
3. Expectancy Theory
-is a motivation model based on
the assumption that an individual will
work depending on his perception of
the probability of his expectations to
happen. The theory poses the idea
that 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. Expectancy
theory is based on the following
assumptions
QUALITY CONTROL CIRCLE
-A method of direct employee
participation is the quality circle
control (QCC). Th objective of the
QCC is to increase productivity and
quality of output.
SELF-MANAGED TEAMS
-When workers have reached a
certain degree of discipline, they may
be ripe for forming self-managed
teams. Also known as autonomous
work group or high performance
teams.

TECHNIQUES OF MOTIVATION
1.Motivation through Rewards
2.Motivation through Employee
Participation
Motivation through Rewards
-Rewards consist of material and
psychological benefits to employees
for performing tasks in the workplace.
Properly administered reward
systems can be improve job
performance and satisfaction.
CLASSIFIED INTO TWO:
1.Extrinsic- refer to payoffs
granted to the individual by
another party.
Examples: are money,
employee benefits, promotions,
recognition, status symbols,
praise, etc
2.Intrinsic - are internally
experienced payoffs which are
self-granted.
Examples: are a sense of
accomplishment, self-esteem
and self-actualization
Motivation through Employee
Participation
-When employees participate in
deciding various aspects of their jobs,
the personal involvement, oftentimes,
is carried up to the point where the
task is completed.
The two popular approaches to
participation includes the following:
1.Quality Control Circles
2.Self-managed Teams