MOTIVATION CONCEPTS

MOTIVATION:
Intrinsic
A persons internal desire to do something, due to such things as interest, challenge and personal satisfaction.

Extrinsic
Motivation that comes from outside the person such as pay, bonus, and other tangible rewards.

HERZBERGS TWO FACTOR THEORY

The classification of two factors.

Absence of individual differences.

Intrinsic job factors.

TWO NEW IDEAS IN MOTIVATION

Eustress, Strength, and Hope

Eustress is healthy, normal stress.

It encourages optimism, hope, and health for people at work.

Its focuses on the individuals interpretation of events for productive work and organizational contributions.

POSITIVE ENERGY AND FULL ENGAGEMENT

Individual are already activated by their own physical, emotional, mental & spiritual energy.

Manager should help individual learn to manage their energy so that they can build positive energy & capacity for work.

SOCIAL EXCHANGE THEORY

A social psychological and social perspective. Explains social change and stability as a process of negotiable exchanges. Theory has roots in economics, psychology and sociology.

EQUITY THEORY
Is a social exchange process theory of motivation that focuses on individualenvironment interaction. Assumes that people have a strong need to balance their inputs of labour and rewards.

EQUITY THEORY OF MOTIVATION IN A WORKPLACE

Initiated by Psychologist john stacey adams 1963. Why do we need motivated employees? The answer is survival Motivated employees are needed in our rapidly changing workplaces. Equity theory of motivation, recognizes that motivation can be affected through an individual's perception of fair treatment in social exchanges. When compared to other people, individuals want to be compensated fairly for their contributions. Example in a workplace .

MOTIVATING FACTORS FOR EMPLOYEES

interesting work, good wages, full appreciation of work done, job security, good working conditions, promotions and growth in the organization, feeling of being in on things, personal loyalty to employees, tactful discipline, and sympathetic help with personal problems.

NEW PERSPECTIVES ON EQUITY THEORY

One important theoretical revision proposes three types of based on preferences for equity. Equity sensitives Benevolents Entitleds

Organizational position may be more important than pay.

Workplace injustice can also generate dysfunctional behavior. Equity theory can help companies implement two-tiered wage structures.