Topic 6: Motivation concepts in practice:

Understanding of concepts of motivation.

Clarifying job roles, tasks, responsibilities
and expectations in the work context.
Group members: Kulaumone Kaiyamo 230070361
Ndapandula Ngenokesho 220033366
Reratiloe Tadiwanasha 230107761
Hermolyn //Areses 230045219
 Motivation

 Refers to the positive state of mind that drives you to achieve your
goals.
 Motivation implies encouraging and urging employees to perform
to their best capabilities so as to achieve their goals of the
organization.
Employee motivation

 Employee motivation is defined as the level of energy,

commitment, persistent and creativity that workers bring to their
job. High employee motivation leads to better engagement and
productivity.
 Employees can be motivated can be motivated by different
extrinsic and intrinsic employee experience factors such as
compensation and benefits, recognition, empowerment, career
development, opportunities corporate culture and many others.
Why is employee motivation so important
in the workplace?
 Employee motivation is highly linked with employee engagement.
 Employee engagement almost always leads to higher productivity.
 Motivated employees are more quality orientated.
 Highly motivated employees are more productive as comparedto
other employees.
Understanding the concept of motivation
in a workplace
1. Recognition and appreciation
 Offering recognition and praise not only makes employees feel
accomplished and appreciated, but also reinforces good
performance and encourages employees to continue repeating the
actions that led to the performance.
2. Job security
 Employees are often more motivated when they know they have
job security within a company. It’s important to inform and let the
employees know that they are a valuable asset to the company.
 Understanding the concept of motivation
in a workplace cont.
3. Open communication
 Ensuring that there is an open line of communication among
employees of all levels can help alleviate issues quickly, encourage
employees to communicate when they’re experiencing challenges and
keep employees motivated by fostering a sense of connection.
4. Financial benefits
 Putting in place different opportunities for employees to enjoy
financial benefits for hard work is a great way to boost motivation and
give employees a sense of accomplishments and appreciation.
The Maslow’s Hierarchy of needs

 The Maslow’s hierarchy of needs is a model for understanding the motivations for human
behavior.
 The hierarchy consists of 5 levels, which are:
1. psychological needs, such as food water and shelter.
2. Safety needs, such as security and protection.
3. love/ Belonging needs, such as social interaction and relationship.
4. Esteem needs, such as self-esteem and respect from others.
5. Self-actualization, such as achieving one’s full potential.
Maslow’s Hierarchy of needs
Frederick Herzberg two factor theory of
motivation
 This is a theory that suggest that satisfaction and dissatisfaction at
work ark are influenced by two sets of factors, the hygiene factors
and motivators.
Frederick Herzberg two factor theory of
motivation cont.
1. Job satisfaction [ influenced by motivators factors]
 Achievement
 Recognition
 Responsibility
 The work itself
 Advancement
 Personal growth
Frederick Herzberg two factor theory of
motivation cont.
2. Job dissatisfaction [influenced by the hygiene factors]
 Working conditions
 Co-worker relations
 Policies and rules
 Supervisor and quality
 Base wage and salary
 Frederick Herzberg two factor theory of
motivation cont.
 Improving the motivator factors increase job satisfaction.
 Improving the hygiene factors decrease job dissatisfaction.
 Hygiene factors cannot motivate an employee but can minimize job
dissatisfaction if handled properly, but can dissatisfy if they are absent
or mishandled.
 Motivators on the other hand, create satisfaction by fulfilling
individual’s needs for meaning and personal growth.
 Once the hygiene areas are addressed said Herzberg the motivators will
promote job satisfaction and encourage production.
 Hygiene issues must be dealt with first to create an environment in
which employee satisfaction and motivation are even possible.
 Types of motivation

1. Achievement motivation
 This is referred to as the saris an individual gets by accomplishing their goals.
Employers use this type is extrinsic motivation to encourage their workforce to
put their best foot forward by setting targets and deadlines. A workforce motivated
by achieving goals gets energized and charged to complete these targets and have
sense of accomplishment.
2. Incentive Motivation
 This includes an incentive or reward that encourages an individual to perform
efficiently in the workplace. Employees who are motivated work best when they
are compensated for the efforts they put into.
 Types of motivation
3. Affiliation motivation
 This inspires employees to thrive while interacting within team or group of
members. Employees who love associating and communicating with their co-
worker get inspired to perform better through affiliation motivation.
4. Competence motivation
 This is also known as learning motivation, this type of intrinsic motivation refers
to the actions taken by an employee to feel competent at work. Individual who
relates to this type of motivation focus on education and training to gain new
knowledge or motivate themselves.
References:

 M. Saul, 24 January 2024, Motivation,

https://www.simplypsycology.org/maslow.html
 24 February 2023, Factors of motivation, https://haiilo.com
 27 December 2023,
https://www.valamis.com/hub/types-of-motivation