Project Pegasus for RBI Grade B    ​Motivation
 

Motivation
Theories of Motivation; How Managers Motivate; Concept of Morale;
Factors determining morale; Role of Incentives in Building up Morale.

Contents
Motivation 2

Motivational Theories 2
Mcgregor's Theory X & Y 4
Need Hierarchy Theory 4
Alan Chapman 5
ERG theory 6
Herzberg Hygiene Theory 6
Hygiene Factors 6
Motivational factors 7
Achievement Motivation Theory 8
Instinctive Theory of Motivation 8
Self Efficacy theory 9
Self Determination Theory 10
Cognitive evaluation theory 10
Goal setting theory 11
Expectancy Model 11
Performances Satisfaction Model 12
Equity Theory 13
Reinforcement Theory 14

Morale 14
Motivation vs Morale 15

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Project Pegasus for RBI Grade B    ​Motivation
 

Motivation

Motivation is the extent of willingness of an employee to respond to the organisational requirements.

Dubin has defined motivation as “the complex of forces starting and keeping a person at work in an
organisation. Motivation is something that moves the person to action, and continues him in the
course of action already initiated”.

Dalton E.McFarland​, “Motivation refers to the way in which urges, drives, aspirations, striving or
needs direct, control or explain the behaviour of human beings”.

Primary needs - related to physiology of life.

Secondary needs are related to mind and spirit.

Motivation is sub function of directing.

Type A and Type B personality hypothesis

● Personalities that are more competitive, highly organized, ambitious, impatient, highly
aware of time management and/or aggressive are labeled Type A,
● more relaxed, less "neurotic", 'frantic', 'explainable', personalities are labeled Type B.

Motivational Theories
Two types of motivational theories -
1. Content theories: ​What motivates and what does not motivate people or Need based
theories or Humanistic approach to motivation
a. Also called need based theories
2. Process theories (cognitive theories): the variables that go into the motivational process
taking place within an individual. (​How​ someone is motivated)

Content Theories
● Maslow
● Alderfer
● McClelland
● Herzberg
● McGregor

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Project Pegasus for RBI Grade B    ​Motivation
 

● Instinctive

Process Theories
● Skinner's Reinforcement Theory
● Vroom’s Expectancy
● Adam’s Equity
● Locke’s Goal Setting

Traditional theories
● Maslow’s Theory of Motivation
● Theory X and Theory Y by Douglas McGregor
● Herzberg’s Two-Factor Theory of Motivation

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Project Pegasus for RBI Grade B    ​Motivation
 

Contemporary Theories
These are not necessarily developed recently but they represent the current state of mind of
managers. Ex-
● Self efficacy theory by Albert bandura
● Clayton Alderfer's ERG theory
● David McClelland achievement motivation theory
● Cognitive evaluation theory by E L Deci
● Goal setting theory by Erwin Locke
● Victor H Vroom expectancy model
● James Stacy Adams equity theory
● Job design theory
● Performance satisfaction model by Porter & Lawler
● BF Skinner reinforcement theory

Want never dies in totality whether satisfied or not - Alderfer

Mcgregor's Theory X & Y

● X- Pessimist Worker
● Y- Optimistic Worker
● Douglas McGregor personally agreed with Theory Y- Workers are positive
● Theory Z by : 3 such theories ; one of them by Maslow
- Employee participate in decision making

Need Hierarchy Theory

By Abraham Maslow

5 needs

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Project Pegasus for RBI Grade B    ​Motivation
 

Self Actualisation​- Taking job of one’s own liking, job itself becomes pleasing; becoming
everything one is capable of becoming.

Malow believed that best managers are those who improve the health of the employees.

Motivations are only one class of determinants of behaviour.

- Only one need is active at a point of time

Satisfaction Progression
Individual moves to higher level need only after satisfaction of lower level need.

Alan Chapman
Maslow’s theory was further improved by ​Alan Chapman
8 Needs:
1. Physiological,
2. safety,
3. social,
4. esteem,
5. Cognitive :​knowledge and intellect
6. Aesthetic​: ​balance and beauty; project leadership
7. self actualisation

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Project Pegasus for RBI Grade B    ​Motivation
 

8. Transcendence​: ​help others achieve self -actualisation

Spiral structure of need by Michael Graves ??

ERG theory
● by ​Clayton Paul Alderfer
● Existence, Relatedness and Growth
● Existence = Malow’s lower order needs (Physiological and Safety)
● Relatedness = Maslow's interpersonal love and esteem needs
● Growth = self-actualization and self-esteem needs.
● Multiple needs can be active at one point in time
● condenses Maslow's five human needs into three categories
● no specific hierarchy of needs
● More than one need may be prepotent at a given point of time
● Growth need is subjective to individual
● Frustration Regression : When a higher- order need level is frustrated the
individual’s desire to increase a lower- level need takes place. Inability to satisfy
a need for social interaction, for instance, might increase the desire for more
money or better working conditions. So
frustration can lead to a regression to a lower need.

Herzberg Hygiene Theory

By Frederick Herzberg

It is also called Two Factor Theory / Hygiene Motivator Theory / Dual unipolar trait
theory.

Hygiene Factors
Hygiene​ factors also known as ​dissatisfiers​, maintenance factors, context factors,
extrinsic factors:
● Company Policies
● supervision;
● salary

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Project Pegasus for RBI Grade B    ​Motivation
 

● Physical Working Conditions

● Interpersonal relations
● Job Security
● Personal life,
● Presence of the Hygiene factors ​does not​ lead to satisfaction (motivation). However,
their absence leads to demotivation.
● Hygiene = no dissatisfaction

Motivational factors
They motivate employees. These are often additional benefits in a job.

Motivators​ are referred as ​satisfiers​, contained factors, growth factors, intrinsic factors.
● Attraction of the work itself
● Recognition
● Sense of achievement
● Advancement -​ Growth and promotional opportunities
● Responsibility
● Meaningfulness of the work
● Absence of Motivators causes no dissatisfaction, but their presence has motivational
impact.

An individual may be satisfied as well as not motivated at the same time and
Dissatisfied and motivated.

Opposite of satisfaction (motivation) is not dissatisfaction (lack of hygiene). Removing

dissatisfying characteristics from a job does not necessarily make the job satisfying (motivating),
it just make it not dissatisfying.

Hygiene factors should be attended to when dissatisfaction is to be reduced. If,

however, satisfaction is to be increased, attention needs to be given to motivators.

Status (Need of esteem) is satisfier as well as dissatisfier. It motivates and can also
dissatisfy. Ex-

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Project Pegasus for RBI Grade B    ​Motivation
 

Achievement Motivation Theory

David C McClelland
Achievement--Power--Affiliation
High achievers are not motivated by money per se, money is their indicator of
achievement
3 needs
● Achievement: People driven by the challenge of success and the fear of failure
● Power: Demanding, Ambitious performers
● Affiliation: Socializing, Driven by love and Faith

McClelland found that successful managers: high on need for power but low on need
for affiliation
with the advancement in hierarchy the need for power and achievement increased
rather than Affiliation
People who were at the top, later ceased to be motivated by these drives

Sirota’s Three-Factor Theory​, also proposes three motivating factors that are close but not
exactly the same as to McClelland:
1. equity/fairness,
2. achievement, and
3. camaraderie.
A difference noted between Sirota’s and McClelland’s theory is that according to Sirota
everyone starts a new job with enthusiasm and motivation to do good. But with time, poor
company policies or any other conditions, causing employees to lose their motivation and
effectiveness on work. While McClelland’s theory, states that one leading motivator helps
individuals perform, which is generally based on one’s culture and life experiences.

Instinctive Theory of Motivation

Biological or genetic programming as the cause of motivation. This claim means that all
humans have the same motivations due to our similar biological programming. This
theory says that the root of all motivations is the motivation to survive. From our
motivation to survive, all other motivations emerge. And, as we act or behave with this
kind of motivation, all our actions are therefore considered as instincts.

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Project Pegasus for RBI Grade B    ​Motivation
 

Learning or Conditioning does not affect the motivation to behave in a certain way.
Its intrinsic motivation as person is motivated by internal needs such as hunger, thirst
etc.

Jeremy Bentham’s “The Carrot and the Stick Approach

Self Efficacy theory

by Albert Bandura
4 ways of self efficacy
1. Inactive mastery
2. vicarious modelling

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Project Pegasus for RBI Grade B    ​Motivation
 

3. verbal persuasion
4. arousal

Pygmalion / Galatea effect: success lies in our thoughts

Self Determination Theory

By Deci & Ryan
3 Needs: Competence | Autonomy | Relatedness
These three needs are innate and universal
It explains the motivation behind choices people make without any external influence.

Cognitive evaluation theory

by E L Deci
It is sub theory of Self Determination Theory
It explains relationship between Intrinsic and extrinsic motivation
Intrinsic factors are responsible for motivation

Influence at various level of management:

● At low level, extrinsic factors become motivational - this defies Herzberg’s and
cognitive theory’s basic norm that only intrinsic factors are motivational
● At the Middle level, intrinsic factor ​locus of control lies inside but with introduction
of extrinsic factor in a job, the influence of intrinsic factors is weakened.
● At Higher level of management intrinsic factors are very high in job situation and
hence extrinsic factors are not able to influence and ​locus of control lies inside

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Project Pegasus for RBI Grade B    ​Motivation
 

Extrinsic and Intrinsic factors should be treated as contemporary to each other.

Motivation crowding theory

It suggests that providing extrinsic incentives for certain kinds of behavior—such as promising
monetary rewards for accomplishing some task—can sometimes undermine intrinsic motivation
for performing that behavior.

Goal setting theory

by Edwin Locke

Difficult but acceptable and specific objectives with self-generated feedback → High
motivation
It revolves around the concept of “Self-efficacy” i.e. individual’s belief that he or she is
capable of performing a hard task.

Mutually set goals → more committed employee

Self efficacy : belief that the (employee) is competent enough to do the task

MBO is extension of this theory

Expectancy Model
By ​Victor H Vroom

The strength of a tendency to act in a specific way depends on the strength of an

expectation that the act will be followed by a given outcome and on the attractiveness of
that outcome to the individual

Effort → Performance → Reward (→ Satisfaction)

3 type of relations
1. Effort performance relation
2. Performance reward relation
3. Reward satisfaction relation

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Project Pegasus for RBI Grade B    ​Motivation
 

This theory is also referred to as ​VIE theory​ valence instrumentality expectancy

● E​xpectancy: perception about efforts lead to performance, i.e, completion of the
task ; its value ranges between 0 and 1.
● I​nstrumentality: a person’s belief and expectation that his performance will lead
to a particular desired reward
● V​alence: Degree of attraction or repulsion of an outcome to the individual

Motivation = Valence * Expectancy * Instrumentality

Vroom adds that performance = ability x motivation

Performances Satisfaction Model

Lyman W​ Porter​ and Edward E​ Lawler

1. Motivation does not equal satisfaction and/or performance

2. Effort does not directly lead to performance
3. The reward will determine satisfaction

Intrinsic and extrinsic rewards

Performance leads to satisfaction.
Satisfaction of the individual depends upon the fairness of the reward.

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Project Pegasus for RBI Grade B    ​Motivation
 

Equity Theory
By James Stacy Adams

Equity means psychological state of ​fairness

People are motivated by their beliefs about the reward structure as being fair or unfair,
relative to the inputs

Individuals have natural tendency to move towards state of equity

4 psychological processes of comparison :

1. Self- inside,
2. self -outside,
3. others- inside,
4. others- outside

The greater the felt inequality, the greater would be the motivation to reduce it

If people feel that they are not equally rewarded they either reduce the quantity or
quality of work or migrate to some other organization. However, if people perceive that
they are rewarded higher, they may be motivated to work harder.

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Project Pegasus for RBI Grade B    ​Motivation
 

Reinforcement Theory
Also called Operant Conditioning Theory
By B F ​Skinner
also labeled as organizational behaviour modification.
An individual behaviour in one situation influences that individual’s behaviour in similar
situation
Behaviour which has a rewarding consequence is likely to be repeated.
​Punishments actually leads to frustration and de-motivation.

Positive vs Negative Punishment

Morale
Morale is a fusion of employees’ attitudes, behaviours, manifestation of views and opinions - all
taken together in their work scenarios, exhibiting the employees’ feelings towards work, working
terms and relation with their employers. Morale includes ​employees’ attitudes​ on and specific
reaction to their job.

Thus morale is an indicator of attitudes of workers towards their jobs, superiors and
environment.

Types of Morale:
1. High Morale
2. Low Morale

Morale is contagious.
Morale is dynamic in nature. High morale is to be created and maintained by continuous efforts.

Morale is a group phenomenon consisting of a pattern of attitudes. It is the sum total of

employees’ attitudes, feelings and sentiments.

Factors determining morale

Social events and team building play an important role in promoting a positive workplace culture.
When employees hold a sense of belonging and know their value, morale improves.

Lack of understanding of organizational goals

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Project Pegasus for RBI Grade B    ​Motivation
 

Worker’s Perception of Rewards System

elder employees seem to have higher morale
an inverse relationship in the educational level of the employee and his morale.
Higher ranking employee has higher morale

Role of incentives in building up morale

Attitude survey: these are conducted to measure morale among employees.

It is done mainly in two ways: (a) interview method and (b) questionnaire method.

There is no consistent relationship between morale and performance. Vroom found a significant
relationship between morale and performance in only 5 out of 22 studies undertaken by him.

Motivation vs Morale
While motivation is an internal-psychological drive of an individual which urges him to behave in
a specific manner, morale is more of a group scenario.

Higher motivation often leads to higher morale of employees, but high morale does not
essentially result in greatly motivated employees.

Motivation acquires primary concern in every organization, while morale is a secondary

phenomenon because high motivation essentially leads to higher productivity while high morale
may not necessarily lead to higher productivity.

There can be highly motivated employees, who produce high levels of work, but have low
morale. Negative factors drive these employees to work harder. They could be suffering from
fear of losing their job, or be involved in unhealthy competition with another colleague. In these
cases, while motivation is high, morale is low. There are also cases where morale is high, but
motivation is low.

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