ABRAHAM L.

CUEVAS
Public Servant
MOTIVATION
 MOTIVATION

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MOTIVATION
 MOTIVATION
What do people want from their
jobs? Do they just want a higher
salary? Or do they want security,
good relationships with co-
workers, opportunities for growth
and advancement – or something
else altogether?
 MOTIVATION

What is MOTIVATION?

- the process of activating behavior, sustaining it, and

directing it toward a particular goal. Motivation moves
people to act and accomplish. (Medina, 2011)

- the processes that account for an individual’s

intensity, direction, and persistence of effort toward
attaining a goal. (Robbins and Judge, 2011)
 MOTIVATION

- the result of the interaction of a person’s internalized needs

and external and external influences that determine behavior
(Plunkett et. al. 2005)

- the psychological processes that arouse and direct

goal-oriented behavior (Kinicki and William, 2006)

- the expenditure of effort to accomplish results; the

effort results from a force that stems from within the
person (DuBrin, 2006)
 MOTIVATION

People behave differently and one of the reasons is

that they are motivated differently.
Motivation is one of the requisites of performance.

Job performance is a given requirement in any organization.

It is possible however if the following conditions are met:

1. the capacity to perform

2. the opportunity to perform
3. the willingness to perform
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Key Elements of Motivation

1. Intensity - the level of effort provided by the employee

in the attempt to achieve the goals assigned to him.

2. Direction - what an individual chooses to do when he

is confronted with a number of possible choices.

3. Persistence - a dimension of motivation which

measures how long a person can maintain effort to
achieve the organization’s goals.
 MOTIVATION

“You can have all the

money you want in the
world, and you can
have all the brilliant
ideas, but if you
don’t have motivated
people to perform,
forget it” – Abraham
Cuevas (2018)
 MOTIVATION

Motivation Process
The motivation process starts with a need.

Whether it is a need to satisfy a basic necessity

or the ego wanting to prove something,
motivation can come from the inside of a person
or maybe a stimulus from the outside
environment.
 MOTIVATION

Theories of Motivation

Content theories are Process theories

those that focus on explain how people
analyzing the wants act in response to the
and needs of an wants and needs that
individual. they have.
 MOTIVATION

Content Theories of Motivation

1. Hierarchy of Needs Theory of Abraham Maslow
2. ERG Theory of Clayton Alderfer
3. Acquired Needs Theory of David L. McClelland
4. Two-factor Theory of Frederick Herzberg

Process Theories of Motivation

1. Expectancy Theory of Victor Vroom
2. Equity Theory of J. Stacey Adams
3. Goal Setting Theory of Edwin A. Locke
 MOTIVATION

Content Theories of Motivation

Hierarchy of Needs Theory of Abraham Maslow

Abraham Maslow (1943) – focused on the hierarchical needs of individuals –
psysiological needs, safety needs, love and affiliation (social needs), esteem
needs, and self-actualization.

ERG Theory of Clayton Aldelfer

In motivating people, we are confronted by three sets of needs
1. Existence – satisfied by basic needs
2. Relatedness – satisfied by meaningful social and interpersonal
relationships
3. Growth – needs satisfied by an individual making creative or
productive contributions
 MOTIVATION

Content Theories of Motivation

Acquired Needs Theory by David McClelland

Managers are motivated by 3 fundamental needs
1. Need for Achievement
2. Need for Affiliation
3. Need for Power

Two-Factor Theory of Frederick Herzberg

Frederick Herzberg – published the book “The Motivation
of Work” in 1959. He studied and published the book to
determine which factors in an employee’s workplace
caused satisfaction or dissatisfaction.
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Leading to Dissatisfaction Leading to Satisfaction

Company Policy Achievement

Supervision Recognition

Relationship with the Boss Work Itself

Work Conditions Responsibility

Salary Advancement

Relationship with Peers Knowledge Center

 MOTIVATION
Process Theories of Motivation

1. Expectancy Theory of Victor Vroom

This theory sees people as choosing a course of action according to what
they anticipate will give them the greatest rewards.
Motivation is a product of the following factors:
Valence – how much one wants a reward
Expectancy – one’s estimate that effort will result in successful performance
Instrumentality – one’s estimate that performance will result in receiving a
reward

2. Equity Theory of J. Stacey Adams

Equity theory assumes that employees are motivated by a desire to be
equitably treated at work.

3. Goal Setting Theory of Edwin A. Locke

Based on the premise that behavior is regulated by values and goals.
 MOTIVATION

MOTIVATIONAL METHODS AND PROGRAMS

1. Motivation through job design – making jobs challenging

2. Organizational behavior modification – behavior is

determined by its consequences (reinforcement theory)

3. Motivation through recognition and pride

• Identify a meritorious behavior
• Recognize the behavior with an oral, written or material
reward

4. Motivation through financial incentives


MOTIVATION and
JOB SATISFACTION
Four Factors of Job Satisfaction:
1. Mentally challenging work
2. Equitable Rewards
3. Supportive Working Conditions
4. Supportive Colleagues
MOTIVATION
MOTIVATION and
PERFORMANCE EVALUATION
Purposes of Evaluation
1. Judgemental. It helps managers in
deciding how rewards and pay increases
should be distributed.
2. Developmental. It helps managers
assess and identify employees’ training
needs.
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The Rewards System

Serves as a form of motivation for employees to perform well

Extrinsic Rewards Intrinsic Rewards

Salaries and wages Completion
Fringe benefits Achievement
Interpersonal Autonomy
Rewards Personal Growth
Promotions
 ARE YOU
MOTIVATED TO
SUCCEED???
 ARE YOU
MOTIVATED TO
SUCCEED AND
BOOST EMPLOYEE
MORALE???
“A journey of a thousand miles
begins in a single step…”
from a Chinese proverb

“A journey of a thousand miles begins

in a single step… in the right
direction.”
Ms. Tess Tolosa, HR Consultant
Being in the Public Service is an
OPPORTUNITY to SERVE the PEOPLE.

Let us all practice “Servant Leadership” and

help to achieve the CSC’s Mission of
“Making Every Employee a Servant Hero”.