MOTIVATION

“Treat others as
you would like to be
treated”

• How do human needs

influence motivation to work?
• How do thought processes
and decisions affect
motivation to work?
WHAT IS MOTIVATON

 MOTIVATION is an important
factor which encourage person
to give their best performance
and help in reaching enterprise
goal .A positive motivation will
help the increase output
employees but negative
motivation will reduce their
performance.
The Nature of Motivation

 Motivation
 The set of forces that cause people to behave in certain ways.
 The goal of managers is to maximize desired behaviors and minimize
undesirable behaviors.

 The Importance of Motivation in

the Workplace
 Determinants of Individual Performance
 Motivation—the desire to do the job.
 Ability—the capability to do the job.

 Work environment—the resources needed to do the job.

MOTIVATION

Human Needs

 Motivation
 accounts for the level, direction, and
persistence of effort expended at work.

 Need
 an unfulfilled physiological or psychological
desire.
THREE ELEMENTS OF MOTIVATION

 Motivation start with a need,

vision dream and desire to achieve
the seemly impossible.
 Maintaining a love-to-learn,
meaning becoming involved with
risky ventures seeking new
opportunities.
 Maintain a desire to overcome
barriers to bounce back from
discouragement or failure.
Rules of motivation

 Set a major goal but follow a path:-

The path has mini goal that goes in many direction when u learn
to succeed in mini goal, you will be motivated to challenge
grand goal.
 Finish what you start :-
A half finish project is of no use to anyone. Quitting is a habit.
Develop to finish a self motivated project.
 Learn how to learn
Man has a ability to learn without help.
 Increase knowledge of subject that inspire:-
The more we know about the subject, the more we want to
learn about it.
Take risk
Failure and bouncing back are element of
motivation. failure are learning tool .no one
has ever succeed at any time worthy while
without striking of failure
Rule of motivation

 Socialization with others of similar interest

Mutual support are motivating. We will develop a attitude of our five best friend if
they are looser we will be looser . If they are winner ,we will be winner
 Set the example :-
U must be the role modal that you want your people to grow into.
Develop moral and esprit :-
Moral is a mental and emotional and spiritual state of a person all most everything
you do will have some impact on the moral of your organization you should
always be aware how your organization and decision affect it. ESPRIT means
team esprit its is define as the esprit or the soul of the organization.
 Keep them inform :-
Keep the communication system open allows a person to have a sense of
control over their lives.
 Make their job challenging ,excising and meaningful
Make them feels that they are individuals in a great team not
cogs in a lifeless machine .
 Let your people to be a part of planning and
problem solving process:-
What Is Motivation?

Direction

Intensity Persistence
Maslow’s Theory

“We each have a hierarchy of needs

that ranges from "lower" to
"higher." As lower needs are
fulfilled there is a tendency for
other, higher needs to emerge.”
Maslow’s Theory

Maslow’s theory maintains that a

person does not feel a higher need
until the needs of the current level
have been satisfied. Maslow's
basic needs are as follows:
 Basic Human Needs
 Food

 Air

 Water

 Clothing

 Sex

Physiological Needs
 Safety and Security
 Protection

 Stability

 Pain Avoidance
 Medical

Safety Needs insurance

 Love and Belonging
 Affection

 Acceptance

 Need of friends
Social Needs  Need to give and
receive love
 Esteem
 Self-Respect
Esteem Needs
 Self-Esteem

 Respected by Others
Self-Actualization

Achieve full potential


Fulfillment

Summary Self-Actualization

Esteem

Belonging

Safety

Physiological
MOTIVATION

Human Needs
Maslow’s Hierarchy of Needs

Critical analysis of the maslow’s theory

 The theory help to manager in

understanding how to motivate people.
 This theory is very, simple and easily
understandable
 Its account both inter personal and intra
personal variation in human behavior.
 The theory the dynamic because it present
a motivation as a changing force:
changing form one level of needs to
another level
 ERG
 Alderfer’s
ERG theory focuses on existence,
relatedness, and growth needs.
The ERG theory is improvement of Maslow's
theory Maslow's theory suggested that the
person will move to next level only if the
need of previous level is satisfied.
Advantages and limitation
MOTIVATION

Human Needs
 Alderfer’s ERG Theory
 Existence Needs
 are desires for physiological and material well-being. the
existence needs combine the physiological and safety
need of Maslow's modal. the existence need are satisfied
by material incentive.
 Relatedness Needs
 are desires for satisfying interpersonal relationships.releted
need include Maslow's social and esteem need, which are
derived from other people. This include relationship with
other people we care about. this need are satisfied by
personal relation and social interaction.
 Growth Needs
 are desires for continued psychological growth and
development. This need similar to self actualisation need.
Advantages of ERG limitation of ERG

 ERG theory takes the  The theory is a new

strong point of the concept as compared
earlier content to the maslow’s
theories but it is less theory.
restrictive and
limiting as compare to
 This theory does not
others offer clear cut
guideline. This
 ERG theory is more theory says that
consistent with our
individual can satisfy
knowledge of
individual differences any of three need
among people.the but how we will
theory is more determine which of
relevant as compare three need are
to maslow’s theory important to that
person
TWO FACTOR

 Herzberg’s two-factor theory

focuses on higher-order need
satisfaction
Herzberg instead that hygiene factors caused dissatisfaction by their
absence, but did not cause motivation by their increased presence.
Imagine the office was too cold. This will dissatisfy you. However
making the office exactly the right temperature will not motivate you
positively.
MOTIVATION

Human Needs

 Herzberg’s Two-factor Theory

 Hygiene Factor
 is found in the job context, such as working
conditions, interpersonal relations, organizational
policies, and salary.
 Motivator Factor
 is found in job content, such as a sense of
achievement, recognition, responsibility,
advancement, or personal growth.
Herzberg’s Two-Factor Theory

Dissatisfaction Not dissatisfied Positive

and but satisfaction
demotivation not motivated and motivation

Hygiene Factors Motivational Factors

•Company policies
•Achievement
•Quality of supervision
•Career advancement
•Relations with others
•Personal growth
•Personal life
•Job interest
•Rate of pay, salary
•Recognition
•Job security
•Responsibility
•Working conditions
Needs Theories
Maslow Herzberg

Self-Actualisation
Motivators
Esteem

Social
Hygiene
Safety
Factors

Physiological
Critical analysis of herzberg theory

 Not conclusive
 Methedology
 Job enrichment
MOTIVATION

VROOMS EXPECTENCY THEORY

 Expectancy theory considers

motivation = expectancy x
instrumentality
Whereas Maslow and Herzberg x
lookvalence
at the relationship between
internal needs and the resulting effort expended to fulfill them, Vroom
separates effort (which arises from motivation), performance, and
outcomes.
MOTIVATION

Thought Processes and Decisions

 Vroom’s Expectancy Theory
motivation = expectancy x instrumentality x valence
 Expectancy
 a person’s belief that working hard will result in achieving a desired
level of task performance
 Instrumentality
 a person’s belief that successful performance will lead to rewards and
other potential outcomes
 Valence
 the value a person assigns to the possible rewards and other work-
related outcomes.
How Expectancy Theory Works

Your tutor offers you £1 million if you memorise the textbook by tomorrow morning.

Expectancy Instrumentality Valence

Effort - Performance Link Performance - Rewards Link Rewards - Personal Goals Link

No matter how much effort Your tutor does not look There are a lot of wonderful things
you put in, probably not possible like someone who has £1 million you could do with £1 million
to memorise the text in 24 hours

E=0 I=0 V=1

Conclusion: Though you value the reward, you will not be motivated to do this task.
MOTIVATION

Thought Processes and Decisions

Vroom’s Expectancy Theory
Expectancy

 Expectancy is the belief that increased

effort will lead to increased performance
i.e. if I work harder then this will be
better. This is affected by such things as:
1. Having the right resources available (e.g.
raw materials, time)
2. Having the right skills to do the job
3. Having the necessary support to get the
job done (e.g. supervisor support, or
correct information on the job)
Instrumentality

 Instrumentality is the belief that if you

perform well that a valued outcome will
be received i.e. if I do a good job, there is
something in it for me. This is affected by
such things as:
1. Clear understanding of the relationship
between performance and outcomes –
e.g. the rules of the reward ‘game’
2. Trust in the people who will take the
decisions on who gets what outcome
3. Transparency of the process that decides
who gets what outcome
Valence

 Valence is the importance that the

individual places upon the expected
outcome. For example, if I am mainly
motivated by money, I might not
value offers of additional time off.
Ex. person who is more intes. In
getting reorganization for the hard
work will not have any valence for
cash reward.
MOTIVATION

Reinforcement

 Operant conditioning influences behavior

by controlling its consequences.
 Positive reinforcement connects desirable
behavior with pleasant consequences.
 Punishment connects undesirable behavior
with unpleasant consequences.
MOTIVATION

Reinforcement

 The law of effect states that

behavior followed by a pleasant
consequence is likely to be
repeated; behavior followed by
an unpleasant consequence is
unlikely to be repeated.
MOTIVATION

Reinforcement
Operant Conditioning – B. F. Skinner
Reinforcement Perspectives
on Motivation

 Reinforcement Theory
 The role of rewards as they cause behavior to
change or remain the same over time.
 Assumes that:
 Behavior that results in
rewarding consequences
is likely to be repeated,
whereas behavior that
results in punishing
consequences is less likely
to be repeated.
Reinforcement Perspectives on
Motivation (cont’d)

 Kinds
of Reinforcement in
Organizations (cont’d)
 Punishment
 Weakens undesired behavior by using negative
outcomes or unpleasant consequences when the
behavior is performed.
 Extinction
 Weakens undesired behavior by simply ignoring
or not reinforcing that behavior.
Reinforcement Perspectives on
Motivation (cont’d)

 Kinds
of Reinforcement in
Organizations
 Positive reinforcement
 Strengthens behavior with rewards or positive
outcomes after a desired behavior is performed.
 Avoidance
 Strengthens behavior by avoiding unpleasant
consequences that would result if the behavior is
not performed.
Reinforcement Perspectives on
Motivation (cont’d)

 ProvidingReinforcement in
Organizations
 Behavior modification
A method for applying the basic elements of
reinforcement theory in an organizational setting.
 Specific behaviors are tied to specific forms of

reinforcement.
HOW TO MOTIVATIVE PEOPLE
Barriers to motivation

 Fear “I cant do it”.

 Waiting I will do it tomorrow.
 May be this is not the best
course of action
 Not enough exercise and sleep.
 Poor nutrition
Some self motivating goal

 Advancing in an organization:-each
step step is clear and recognized by others
recognition is a power full motivation force.
 Developing ideas:- creativity is a natural
self motivator, we want to prove to our
self that we can do it.
 Adventures:- exploring is learning more
about the world we live in. exploring is a
high power learning environment.
 Seeking continual change and adopting it:-
Very often this is related to achieving a goal , then
going after another . This require the desire to
maintain a continual learning environment .
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