Motivation

Ch-7 Motivation

Meaning
The processes that account for an individuals intensity, direction, and persistence of effort toward attaining a goal. Key Elements Intensity: how hard a person tries Direction: toward beneficial goal Persistence: how long a person tries

Ch-7 Motivation

Definition
Motivation is the amount of efforts that an individual puts into doing something. A motive is an inner state that energizes, activates or moves and directs or channels behavior goals. (Berelson & Steiner) It is the willingness to exert high level of efforts towards organizational goals, conditioned by the efforts ability to satisfy some individual needs. (Robbins, 1996)
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Types of Motivation
Positive Motivation: Based on Reward. Workers are offered incentives for achieving the desired goals in the form of more pay, promotion, recognition of work etc. Achieved by the co-operation of employees and they have a feeling of happiness. Negative Motivation: Based on force or fear. Fear causes employees to act in a certain way, if they dont act then they are punished or laid-off. Fear acts as a push mechanism..
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Importance of Motivation
High Performance Low Employee Turnover & Absenteeism Better Organizational Image Better Industrial Relations Acceptability to Change

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Techniques to increase Motivation

Financial Motivators: More Wages & Salaries Bonuses Profit-sharing Leave with pay Medical Reimbursements Company paid insurance Non-Financial Motivators: Recognition Participation Status Competition Job Enrichment
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Process of Motivation
E n Needs& vi drives ro n m e nt Opportunity,goals & incentives Perform ance Ability

Tension

Efforts

Rewards

Need satisfaction

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Motivation Theories
Early theories Maslow hierarchy of needs McGregor's theory X & theory Y Herzberg's two factor theory Contemporary theories Alderfers ERG theory McClellandss theory of needs Lockes goal setting theory Reinforcement theory J.S. Adams equity theory Vrooms expectancy theory
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Ch-7 Motivation

Maslows Need Hierarchy Theory

There is a hierarchy of five needsphysiological, safety, social, esteem, and self-actualization; as each need is substantially satisfied, the next need becomes dominant. A satisfied need is no longer a need. Once a need or a certain order of need is satisfied it ceases to be a motivating factor. Drawbacks:
Fails to establish the validity of the need hierarchy itself. The five needs in the order do not motivate everyone. People can operate on more than one needs level at the same time. There can be some other needs which motivate people.

Ch-7 Motivation

Maslows Need Hierarchy Theory

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Douglas McGregors theory X and Theory Y

Theory X- employees Theory Y employees dislike work & like work, are creative, responsibility & must be seek responsibility and coerced to perform. can exercise self direction. Lower order needs dominate individuals. Higher order needs dominate individuals.

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Fredrick Hertzberg's two Factor Theory

Hygiene factors( extrinsic or context factor) Company policy & administration, supervision, relationship with peers & supervisors, work condition, salary, security. Do not motivate people but simply prevent dissatisfaction. Motivation factors (intrinsic or content factors) Job itself, achievement, recognition, interesting work, responsibility, advancement & growth Satisfies and motivates workers. Have a positive influence on morale, satisfaction, efficiency & productivity.
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Ch-7 Motivation

Clayton Alderfers ERG Theory

There are three groups of core needs: Existence: Combines the physiological & safety needs. These needs are satisfied by material incentives. Relatedness: Includes Social & Esteem needs. Growth: Related to Self Actualization needs. More than one need can be operative at one time. Variables like education, family background and cultural environment can alter the importance or driving force that a group of needs holds for a particular individual. In Spain & Japan people place social needs before their physiological requirements.

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David McClellands Theory of Needs

Three major needs- Achievement, Power, Affiliation Need for Achievement: need to excel to achieve standards and strive to succeed. Such people should be given tasks and powers enabling them to utilize their potential effectively. Need for Power: Concerned with influencing others and winning arguments. People with high need of power derive satisfaction from being in position of influence & control. Need for Affiliation: Need for close and friendly inter-personal relationships. People dominated by such need are interested in jobs that provide opportunities for social interaction.

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Vrooms Expectancy Theory

The motivation to act in a certain way depends the outcome and the attractiveness of the outcome to the individual. There exist relationship between efforts and performance, between performance and rewards and finally between reward and individual goal satisfaction.

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Vrooms Expectancy Theory

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Porter & Lawler Model

Multi Variate model which explains the relationship between job attitudes & job performance. Individual behavior is determined by a combination of factors in the individual & in the environment. Individuals are assumed to be rational human beings who make conscious decisions about their behavior in the organizations. On the basis of the expectations, individuals decide between alternate behaviors & such decided behavior leads to a desired outcome.
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