Motivation

Basic Motivation Concepts

Motivation
The willingness to exert high levels of effort towards organizational goals, conditioned by effort's ability to satisfy some individual need Need is some internal state that makes certain outcomes appear attractive

The motivation Process

Unsatisfied Need

Tension

Drives

Search Behavior

Satisfied need
Reduction of tension

Theories of Motivation
Hierarchy of Needs Theory Theory X and Theory Y Motivation Hygiene Theory

Maslows Hierarchy of Needs Theory

There is a hierarchy of five needsphysiological, safety, social, esteem and self actualization- and as each need is sequentially satisfied, the next need becomes dominant

Hierarchy of Need Theory

Self Actualization Esteem Social

Higher- Order Needs

Safety
Physiological

Lower Order Needs

McGregor Theory X and Theory Y

Theory X: The assumption that employees dislike work, are lazy, dislike responsibility and must be coerced to perform. Theory Y The assumption that employees like work, are creative, seek responsibility and can exercise self direction

Assumptions of Theory X
Employee inherently dislike work and whenever possible will attempt to avoid it Since employees dislike work, they must be coerced, controlled or threatened with punishment to achieve goals Employees will avoid responsibilities and seek formal direction whenever possible. Most workers place security above all factors associated with work and will display little ambition

Assumptions of Theory Y
Employees can view work as being natural as rest or play People will exercise self direction and self control if they are committed to objectives The average person can learn to accept, even seek responsibility The ability to make innovative decision is widely dispersed throughout population and is not necessarily the sole province of those in Management position

Herzbergs Motivation- Hygiene Theory

Intrinsic Factors are related to on Satisfaction, while extrinsic factors are associated with dissatisfaction

COMPARISION OF SATISFIERS & DISSATISFIERS

Achievement Recognition Work Responsibility Advancement Growth Company Policy & Admin Supervision Peers Work Conditions HYGIENE Salary FACTORS Personal Life Subordinates Status Security Welfare

MOTIVATION FACTORS

Contrasting Views of Satisfaction and Dissatisfaction

Traditional View

Satisfaction Herzbergs View

Dissatisfaction

Satisfaction

No Satisfaction

Dissatisfaction

No Dissatisfaction

Contemporary Theories of Motivation

Alderfers ERG Theory

There are three groups of core needs: existence, relatedness and growth Existence group refers our basic existence requirement. It includes the items that Malaw considered physiological and safety needs. Relatedness refers to the desire we have for maintaining important interpersonal relationships. These social and status desire require satisfactory interactions with others. Growth needs are the intrinsic desire for personal development and characteristics include self actualization

McClellands Theory of Needs

This theory focuses on : Need for achievement Need for Power Need for affiliation

Goal Setting theory

This theory postulates the goals persuaded by employees can play an important role in motivating superior performance.
People examine their current behavior to ascertain its suitability and sufficiency for goal achievement, if not found satisfactory, they either modify their behavior or change to a realistic goal

Vrooms Expectancy Theory

This theory Postulates that it is the anticipated satisfaction of valued Goals which causes individuals to adjust their behavior in a way which is most likely to their attaining them.

Factors of Expectancy Theory

Expectancy Individuals own assessment of whether performing in a certain way will result in measurable result Instrumentality Perceived likely hood that such a result will attaining a given reward. Valance or satisfaction associated with reward Individuals assessment of likely satisfaction or valance associated with reward

Self - Efficacy Theory

Self Efficacy is concerted with an employees belief about his capability to perform a task. High Self efficacy leads to good performance Low self efficacy may lead to poorer performance

More Concepts on Motivation

Reinforcement Theory Equity Theory

Performance Dimensions

Ability

Performance

Motivation

Opportunity

Integrating Contemporary Theories s of Motivation

High N Ach Performance Evaluation Criteria Equity Comparison

Opportunity Individual Effort

Ability

Individual Performance Objective Performance Evaluation System

Rewards

Personal Goals Dominant Needs

Reinforcement

Goals Direct Behavior