MOTIVATION

WORK MOTIVATION

is the set of internal and external forces that cause an employee to choose a course of action and engage in certain behaviours.

Is a complex combination of psychological forces within each person

ELEMENTS
DIRECT AND FOCUS OF THE BEHAVIOR
POSITIVE FACTORS

DYSFUNCTIONAL FACTORS

Dependability Creativity Helpfulness Timelines

Tardiness Absenteeism Withdrawal Low Performance

ELEMENTS
LEVEL OF EFFORT

Making full commitment to excellence

VS.

Enough to get by

ELEMENTS
PERSISTENCE OF THE BEHAVIOR

Repeatedly maintaining the effort

VS.

Giving up prematurely or Doing it just sporadically

MODEL OF MOTIVATION

ENVIRONMENT NEEDS AND DRIVES

OPPORTUNITY

TENSION

EFFORT

PERFORMAN CE

REWARD

GOALS AND INCENTIVES

ABILITY

NEED SATISFACTION

MOTIVATIONAL DRIVE
Achievement Motivation is a drive some people have to pursue and attain goals. Affiliation Motivation is a drive to relate to people on a social basis. Power Motivation is a drive to influence people, take control, and change situations.

HUMAN NEEDS PRIMARY NEEDS

Basic physical needs
Food Water Sex Sleep Air comfortable temperature

HUMAN NEEDS SECONDARY NEEDS

Social and Psychological Needs they represent needs of the mind and spirit rather than of the physical body.

self-esteem sense of duty competitiveness self-assertion Giving Belonging receiving affection

MASLOWS HEIRARCHY OF NEEDS

HERBERGS TWO-FACTOR MODEL

HYGIENE FACTORS
MOTIVATIONAL FACTORS
Status Supervision Co-workers Company policy and administration Job security Working Conditions Pay

Work Itself Achievement Growth Responsibility Advancement Recognition

ALDERFER E-R-G MODEL

BEHAVIORAL MODIFICATION

Application

Punishment

Positive reinforcement

Managers Use

Withdrawa l

Negative reinforcement

Extinction

Negative

Positive

GOAL SETTING

works as a motivational process because it creates a discrepancy between current and expected performance.

Self efficacy
Major

factor in success of goal setting internal belief regarding ones job-related capabilities and competencies

ELEMENTS OF GOAL SETTING

Goal acceptance Specificity Challenge Performance Monitoring and Feedback

EXPECTANCY MODEL

Valence X Expectancy X Instrumentality = Motivation THREE FACTORS

Valence

refers to the strength of a persons preference for receiving a reward.

is the strength of belief that ones work-related effort will result in completion of task. represents the employees belief that a reward will be received once the task is accomplished.

Expectancy

Instrumentality

EQUITY MODEL

Equity theory states that employees tend to judge fairness by comparing the outcomes they receive with their relevant inputs and also by comparing this ratio, as this formula shows: Ones own outcomes Ones own inputs = Others outcomes Others inputs

Inputs include all the rich and diverse elements that employees believe they bring or contribute to the job Outcomes rewards they perceive they get from their jobs and employers

EQUITY MODEL ONES OUTPUT

ONES OUTCOME

Job Effort Education Seniority Performance Job difficulty Other Inputs

Pay Benefit Fun at work Flexibility Social Rewards Psychological Rewards

END