Chapter 4

MOTIVATION

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MOTIVATION
DEF:
Process that account for an individual’s
intensity, direction and persistence of
effort toward attaining a goal

WILLINGNESS TO EXERT HIGH LEVEL OF EFFORT +

INDIVIDUAL’S ABILITY
= GOALS + SATISFY INDIVIDUAL’S NEEDS

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MOTIVATION PROCESS

Unsatisfied Needs Tension Drives

Reduction of Tension Satisfied Need Search Behavior

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MOTIVATION THEORY

1. Maslow’s Hierarchy Needs Theory

2. Theory X And Y
3. Two-Factor Theory

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1. MASLOW’S HIERARCHY NEEDS THEORY

Self Actualization

Esteem

Social

Security

Physiological

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PHYSIOLOGICAL NEEDS

Needs such as food, water, air, and

shelter
Needs a good, comfortable working
conditions such as basic wage or salary
Managers who focus on physiological
needs assume that people work mainly for
money and are primarily concerned
with comfort and their rate of pay.
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SECURITY NEEDS
¬ Needs to have a safe physical and
emotional environment.
¬ Needs protection against threats or
unsafe working environment such as
job security and predictable work
environment.
¬ Managers will often emphasize rules, job
security and fringe benefits.
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AFFILIATION NEEDS

Needs for friendship, love and a feeling of

belonging.
Needs acceptance by others such as
association and communication with others
and being part of the group.
Individuals value their work as an opportunity
for finding and establishing friendly
interpersonal relationships.
z

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ESTEEM NEEDS

Needs for personal feelings of achievement

and self-worth and by recognition, respect
and prestige from others.
Managers who focus on esteem needs try
to foster employees’ pride in their work
and use public rewards and recognition for
services.

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SELF-ACTUALIZATION NEEDS
Needs for self-fulfillment and the opportunity to
achieve one’s potential.

Peoples who strive for self-actualization accept

themselves and use their abilities to the fullest and
most creative extent.

Managers who emphasize self-actualization may

involve employees in designing jobs or make special
assignments that capitalize on employees’ unique
skills.

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 The hierarchy provides a convenient
framework for managers. It suggest
that:
a. Individuals have various needs and try to
satisfy these needs using a priority
system or hierarchy.
b. Higher-order needs increase in
importance over lower-order needs as
individuals move up the organizational
hierarchy.

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2. Theory X & Y

' X

' Employees dislike work, try to avoid it

' Must be coerced, controlled or threatened
with punishment to achieve goals
' Avoid responsibilities- seek formal
direction
' Little ambition

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& Y

& Employees view work as being natural as

rest or play
& Self-direction and self-control : they
commit to objective
& Can learn to accept, even seek
responsibilities
& Ability to make innovative decision

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HERZBERG’S TWO FACTOR MODEL

Two factor model consist of :-

i. Motivator factors - job content

ii. Hygiene factors- job context

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TWO-FACTOR THEORY
Motivation Factors
Achievement
Recognition
The work itself
Responsibility
advancement
No satisfaction
Dissatisfaction

Satisfaction
No
Hygiene Factors Dissatisfaction

Company salary
Administration
Salary
Working condition
supervision
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 TQ

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MOTIVATOR FACTORS

Related to job content , or what

people actually do in their work and
are associated with an individual’s
positive feelings about the job

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HYGIENE FACTORS
" Associated with the job context ,
or the environment in which the job
is performed .

" These factors are associated with

an individual’s negative feelings
about the job , but they do not
contribute to motivation .
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