ES 132—F GROUP 7

ENGINEERING
MANAGEMENT
CHAPTER 7
MOTIVATING

GROUP REPORTERS
Abdul Waahid D. Minalang
Amer John M. Malatus
Mahather D. Lomangcolob
Omar T. Disimban
Ren T. Banac
ARHAM M. TAHA, RCE
INSTRUCTOR
 OBJECTIVES
FIRST SECOND THIRD FOURTH

Understand the Explore various Examine techniques Identify

concept of theories of of motivation requisites for a
motivation in motivation applicable to successful
engineering commonly applied engineering employment
management, in engineering management, such program in
including its management, as motivation engineering
definition, factors including through job design, management,
contributing to Maslow's Needs motivating through including the
motivation, and Hierarchy Theory, rewards, array of quality control
the process of Herzberg's Two- monetary and other circle process
motivation. Factor Theory, incentives, and and other
Expectancy motivation through motivation
Theory, and Goal employee techniques.
Setting Theory. participation.
WHAT IS MOTIVATING
AND/OR MOTIVATION?
Motivating- refers to the act of "giving
employees reasons or incentives.....to work
to achieve organizational objectives."

Motivation- On the other hand, refers to

the "process of activating behavior,
sustaining it, and directing toward it
toward a particular goal".
THREE (3) FACTORS
CONTRIBUTING TO
MOTIVATION

WILLINGNESS
TO DO A JOB
FACTORS CONTRIBUTING TO
MOTIVATION

SELF
CONFIDENCE IN
CARRYING OUT A
TASK
 FACTORS
CONTRIBUTING TO
MOTIVATION

NEEDS
SATISFACTION
FOUR (4) THEORIES OF MOTIVATION

01 02 03 04

Maslow's Hezberg's Expectancy Goal setting

needs two-factor theory theory
hierarchy theory
theory
 MASLOW'S HIERARCHY
OF NEEDS THEORY
Maslow, theorized that human needs;
physiological, safety, social, esteem, and
self-actualization. He insinuated that needs
are hierarchical.

Abraham Maslow
PROPONENT
 MASLOW'S HIERARCHY
OF NEEDS
1 Food, water, sleep, sex, body—
elimination.
5

2 Freedom from harm, financial

SELF-
ACTUALIZATION

security.
Esteem needs
4

3 Friendship, belonging, love.

Safety needs 4
3

Status, respect, prestige.

5 Self-fulfillment.
Security Needs
2

Physiological needs
1
 The Two-Factor Theory is
one developed by Frederick
Herzberg indicating that a
satisfied employee is motivated
from within to work harder
and that a dissatisfied
HERZBERG'S
employee is not self-motivated.
TWO-FACTOR
THEORY
Frederick Irving Herzberg
PROPONENTS
EXPECTANCY THEORY
 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.
Victor Harold Vroom
PROPONENT
 GOAL SETTING THEORY

Goal setting refers to the process of

"improving per-
formance with obiectives, deadlines or
quality standard. When individuals or
groups are assigned specific goals, a
clear direction is provided and which
later motivates them to achieve these
goals.

Edwin Locke
PROPONENT
FOUR (4) ASSUMPTIONS OF GOAL
SETTING THEORY

1. Goal content- must be challenging, attainable, specific

and measurable, time- limited, and relevant.
2. Goal commitment
3. Work behavior
4. Feedback aspects
 MOTIVATION
THROUGH JOB DESIGN
A person will be highly motivated to
perform if he is assigned a job he likes.
The first requisite, however, is to design
jobs that will meet the requirements of
the organization and the persons who
will occupy them.

Job design may be defined as"specifying

the tasks that constitute a job for an
individual or a group."
TWO (2) APPROACHES MAY BE USE IN
MOTIVATING THROUGH THE USE OF
JOB DESIGN
1. Fitting People to Jobs. Routine and
repetitive tasks make workers suffer from
chronic dissatisfaction.

To avoid this, the following remedies may be

adapted;
a). Realistic job previews
b). Job rotation
c). Limited exposure
 APPROACHES MAY BE USED IN MOTIVATING
THROUGH THE USE OF JOB DESIGN
2. Fitting Jobs to People. Instead of changing the person,
management may consider changing the job.

This may be achieved with the use of the following;

a). Job enlargement—where two or more specialized
tasks in a work flow sequence is combined into
a single job.
b). Job enrichment—where efforts are made to
make jobs more interesting, challenging, and
rewarding.
 MOTIVATING
THROUGH REWARDS
Rewards consist of material and
psychological benefits to employees
for performing tasks in the
workplace. Properly administered
reward systems can improve job
performance and satisfaction.
TWO (2) CATEGORIES
OF REWARDS
1. Extrinsic rewards- those which
refers to payoffs granted to the individual
by another party.

2. Intrinsic rewards- those which are

internally experienced payoffs which are
self-granted.
 MOTIVATION THROUGH
EMPLOYEE PARTICIPATION

When employees participate in

deciding various aspects of the jobs,
the personal involvement,
oftentimes, carried up to the point
where the task is completed.
 THE SPECIFIC ACTIVITIES IDENTIFIED
WHERE EMPLOYEES MAY PARTICIPATE ARE
AS FOLLOWS;

1. Setting goals
2. Making decisions
3. Solving problems, and
4. Designing and implementing
organizational changes.
 THE MORE POPULAR
APPROACHES TO MOTIVATION

 Quality Control Circle

 Self Management Team
 OTHER MOTIVATION
TECHNIQUES

01 02 03

Flexible work Family support Sabbaticals

Schedules service