ABDM4044 PEOPLE & ORGANISATION June 19, 2010

Chapter 8: Foundation of Motivation

Theory of motivation
 Forces within a person that affects his/her direction, intensity and persistence of voluntary
behavior.
 E.g. A motivated person is willing to exert amount of level of effect (intensity), for a certain
amount of time (persistence) toward a particular goal (direction).

Motivation
 The willingness to exert high levels of effort to reach organization’s goals.
 Effort (put), intensity and drive (duration).
 It is not a personal trait where borne people have and other trait.
 It is a need satisfying process, to reveal tension.
 Managers and leader must know
 What motivates on employees.
 Motivation differs from one person to another.

Ways to motivating a diverse work force:

 Various types of rewards to motivate employees within diverse needs.
 Compressed work week
 Work normal hours per week, at a longer time per day. E.g. 4, 10 hours’ work day. Texace
New York productivity reduce if work longer hours.
 Flexible work hours
 Flexi time work, specific of hours per week, but free to choose the time. Reduce
absenteeism; increase morale and productivity. Not for all type of jobs!
 Job sharing
 2 or more people share a 40hours work week. For part timers/retirees. Have more talent to
do a job.
 Telecommuting
 Employees perform work at home. Link electronically to the office (Fax, Telephone, and
Computer). E.g. taking orders (IBM, Johnson & Johnson). No stress in commuting, miss
social contact.

Relationship between Maslow and ERG

Maslow
 Self-actualization
 Esteem needs
 Belongingness needs
 Safety needs
 Physiological needs
ERG
 Growth to the fullest potential
 Relatedness meaningful relationship
 Existence, physiological and
materialistic

McClelland’s Need Theory

1. Need for achievement
 Want to accomplish reasonable challenging goals through their own effort.
 Prefer working one than in teams.
 Must satisfy if their jobs offer challenge, feedback, and recognitions.
 Entrepreneurial people.
2. Need for affiliation
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 Desire to seek approval from others.

 Want positive relationship with other.
 Try to smooth out conflicts with others.
 Effective sale, position, coordinating role.
 Less efficient in allocating scare resources.
3. Need of power
 Desire to control the environment.
 Exercise control over other and want maintain their leadership position.

Herzberg’s 2 factor theory

Hygiene Factors Motivators
Pay Achievements
Working conditions Responsibility
Supervisors Work
Company policy Recognition
Benefits Growth and Achievement
Resolve
dissatisfaction Prompted satisfaction
Natural (neither dissatisfied nor satisfies)

 Hygiene factors
 Factors that create job satisfaction (if not enough/proper).
 If eliminated, would not necessarily motivate employees but creates harmony at work.
 Motivator
 Factors that increase job satisfaction.

Adams’s Equity Theory of Motivation

 How people strive for fairness and justice in social exchanges or give and take relationships.

Feeling of inequity/ equity impacts behavior.

Employee input Organization outputs
Education/ training Pay/ bonuses
Skills Fringe benefits
Creativity Challenging assignment
Seniority Job security
Age Promotions
Personality traits Status symbols
Effort expended Participation in decision

 People compare themselves to other individuals with whom they have close ties- family, friends,
and colleagues. Etc.
 Negative inequity
 Positive inequity
 People have different thresholds for equity/ inequity. (Equity sensitive)
 Reducing inequity- ask for promotion, pay raise.
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Suggestion for motivating employees

 Recognize individual differences- gender, age, and ability.
 Match people to the job- personality.
 Use goals
 Ensure gorals are attainable and understood well.
 Individualize rewards
 Link rewards to performance
 Check the system for equity
 Don’t ignore money.

Victor vroom
 Individual’s react or act in a certain way based on the expectation followed by a given outcome
and the attractiveness of that outcome.
 How hard do I have to achieve this target?
 How attractive is that reward?
 How to behave in order to get that reward?

Motivational programs are to improve productivity, quality, and customer

satisfaction
 Poor performance maybe:
 Outdated/ inefficient machinery.
 Not having goals for focus/ direction.
 Monotonous job. (Doing thing over and over again)
 Feeling of inequity
 Negative work environment- political behavior/conflict.
 Poor supervisory support and coaching
 Poor work flow