Organization behavior (OB)

BAIS 331
Chapter 2
Motivation

Yaschilal Shitaye,AAUsc
Motivation

 The internal and external forces that lead an

individual to work hard toward a goal.
 The act of stimulating someone or oneself to get
a desired course of action.
 Refers to the way in which urges, drives, desires,
aspirations, striving or needs direct, control or
explain the behavior of human beings.
 Motivation can affect the intensity, direction,
and persistence a person show in working
toward a goal.

Yaschilal Shitaye,AAUsc
Motivation

 Motivation is a psychological process that

causes the arousal, direction, and
persistence of voluntary actions that are
goal directed.
 Motivation is multifaceted
 People are motivated by more than just
money

Yaschilal Shitaye,AAUsc
NATURE OF MOTIVATION

 Motivation is an internal feeling

 Motivation is related to needs:
 Needs are deficiencies which are created whenever
there is physiological or psychological imbalance.
 Motivation produces goal oriented
behavior
 Motivation can be either negative
(force and fear)or positive (reward and
incentives)
Yaschilal Shitaye,AAUsc
MAJOR THEORIES OF
MOTIVATION
 Content Theory: It refers to needs which are
physiological and psychological deficiencies that
an individual feels some compulsion to eliminate.
 Process Theory: It refers to people who give
meaning to rewards and the work opportunities
available to them
 Reinforcement Theory: It refers to people’s
who’s behavior is influenced by its environmental
and its consequences…….

Yaschilal Shitaye,AAUsc
Douglas McGregor Theory X and
Theory Y
 Theory X: The assumption that employees
dislike work, will attempt to avoid it, and must
be coerced, controlled, or threatened with
punishment to achieve goals.
 Theory Y: The assumption that employees like
work, are creative, seek responsibility, and will
exercise self-direction and self-control if they are
committed to the objectives

Yaschilal Shitaye,AAUsc
MASLOW’S NEED-HIERARCHY
THEORY OF MOTIVATION
 Assumptions
 Only unmet needs motivate.
 People’s needs are arranged in order of
importance (basic-complex).
 Lower-level needs must be met first

Yaschilal Shitaye,AAUsc
Maslow’s hierarchy of needs

Yaschilal Shitaye,AAUsc
MASLOW’S cont’d

Yaschilal Shitaye,AAUsc
Herzberg’s Two-Factor
Theory
 Hygiene factors: Sources of job dissatisfactions
 Related to job context (work setting): they relate more
to the environment in which people work than the
nature of the work itself.
 Salary, working conditions, quality of supervision,
interpersonal communication
 Motivator factors: factors related to job content;
what people actually do in their work.
 Work itself, sense of achievement, recognition, and
responsibility

Yaschilal Shitaye,AAUsc
Alderfer’s ERG Theory

 ERG theory A revised-need hierarchy theory

that emphasizes the core needs of existence,
relatedness, and growth.
 Existence needs are desires for
physiological and material well-being.
 Relatedness needs are desires for satisfying
interpersonal relationships.
 Growth needs are desires for continued
personal growth and development
Yaschilal Shitaye,AAUsc
McClelland’s Theory of

 The theory focuses on three needs:

 Need for achievement. The drive to excel, to
achieve in relation to a set of standards, to
strive to succeed.
 Need for power. The need to make others
behave in a way that they would not have
behaved otherwise.
 Need for affiliation. The desire for friendly
and close interpersonal relationships.
Yaschilal Shitaye,AAUsc
Motivation cont’d

Yaschilal Shitaye,AAUsc
Process theory

 Equity theory: Individuals compare their job inputs

and outcomes with those of others and then respond
so as to eliminate any inequities.
 Inputs
 Time and work effort
 Education and ideas
 Experience
 Other resources such as list of contract
 Outputs
 Salary and benefits
 Promotion and titles
 Respect and recognition

Yaschilal Shitaye,AAUsc
Equity theory, cont’d
 Expected behaviors:
 Change work inputs (e.g., reduce performance
efforts).
 Change the outcomes (rewards) received (e.g., ask
for a raise).
 Leave the situation (e.g., quit/transfer).
 Change the comparison points (e.g., compare self
to a different co-worker).
 Psychologically distort the comparisons (rationalize
the inequity is only temporary and will be resolved
in the future.)

Yaschilal Shitaye,AAUsc
Equity theory

Yaschilal Shitaye,AAUsc
Expectancy theory

 Motivation is the result of rational calculation.

 A person is motivated to the degree that she or he
believes
1. Effort will lead to acceptable performance
2. Performance will be rewarded and
3. The value of the reward is highly positive

Yaschilal Shitaye,AAUsc
 Expectancy Theory
Y$
Expectancy theory

Yaschilal Shitaye,AAUsc
JOB SATISFACTION, RETENTION AND
PERFORMANCE
 Workers who are satisfied with the job itself have more
regular attendance and are less likely to be absent for
unexplained reasons than are dissatisfied workers
 Dissatisfied workers are more likely than satisfied
workers to quit their jobs (turnover)
 Argument: Satisfaction Causes Performance ( make
people happy)
 Argument: Performance Causes Satisfaction (helping
people achieve high performance)

Yaschilal Shitaye,AAUsc
Job satisfaction, cont’d

 Relationships with co-workers—social harmony

and respect.
 Promotion opportunities—chances for further
advancement.
 Pay—adequacy of pay and perceived equity vis-à-
vis others.

Yaschilal Shitaye,AAUsc
Integrating the motivational
theories
 Job satisfaction: is the degree to which
individuals feel positively or negatively about
their jobs.
 The five facets of job satisfaction measured by the JDI
(job description index)
 The work itself—responsibility, interest, and
growth.
 Quality of supervision—technical help and
social support.
Yaschilal Shitaye,AAUsc
Joke

 Son asked the father “Worry causes tension

and tension causes disease, is it true dad?”

Father says, “Of course, Yes.”

Son replied, “That is why I stopped worrying

about my studies.”

Yaschilal Shitaye,AAUsc
Wanted

 BANKER: Wanted wife who takes interest

in me and credits me with her service.

 CAR MECHANIC: Wanted a sturdy wife.

Should be in working condition. Should be
above average and must run the household
at a good average

Yaschilal Shitaye,AAUsc
Three men
 Three men were hiking through a forest when they came
upon a large, raging violent river. Needing to get on the
other side, the first man prayed,
"God, please give me the strength to cross the river."
Poof! God gave him big arms and strong legs and he was
able to swim across in about 2 hours, having almost
drowned twice.
After witnessing that, the second man prayed, "God,
please give me strength and the tools to cross the river."

Yaschilal Shitaye,AAUsc
Three men, cont’d
 Poof! God gave him a rowboat and strong
arms and strong legs and he was able to row
across in about an hour after almost capsizing
once.
Seeing what happened to the first two men,
the third man prayed, "God, please give me
the strength, the tools and the intelligence to
cross the river."
Poof! He was turned into a woman. She
checked the map, hiked one hundred meters
up stream and walked across the bridge.
Yaschilal Shitaye,AAUsc