“Be Lamp unto yourself”

Motivation

◼ The willingness to exert high levels of effort

toward organizational goals, conditioned by
the ability to satisfy some individual needs.
Characteristic of Motivation

◼ Subjective
◼ Change with the Time and Moods
◼ Culture
◼ Age
◼ Depends upon expectation level
Motivation

◼ The processes that account for an

individual's intensity, direction and
persistence of effort toward attaining a goal
 Need, Desire Intensity

Level of Effort

motivation

Variability Learn from Love to learn Persistence

/Direction failure, will continue
Overcome the effort
Barriers,
accept risk,seek
opportunity,
 Need theories Maslow’s Needs

Theory Y Alderfer’s
Growth Needs
Self-
actualization
Self-esteem Relatedn
ess
Relationship existence

Theory X Safety

Physiological
 Herzberg’s Motivator-
Hygiene Theory (Two
Factor)

Hygiene Factor Motivator

Pay
Status Meaningful work
Security Challenging work
Working conditions Recognition
Policies Feelings of achievement
Interpersonal relations Responsibility
Opportunities for growth
McClelland's Thoery of Needs

◼ Need for Power

◼ Need for Achievement

◼ Need for Affiliation

Motivation Contemporary Theories

◼ Self-determination Theory- cognitive evaluation theory

◼ Goal setting Theory
◼ Self Efficacy Theory
◼ Reinforcement Theory
◼ Equity Theory/organizational Justice
◼ Expectancy Theory
Equity Theory model of organizational
justice
◼ Distributive justice

◼ Procedural justice

◼ Interactional justice
Theories of Motivation
Early Theories
Maslow’s Need hierarchy theory
Alderfer’s ERG theory
Herzberg’s Motivator-Hygiene
Theory
•McClelland’s needs Theory
Contemporary Theories
Equity Theory/ Organizational
Justice
Expectancy Theory
Goal Setting
Self Efficacy theory
Reinforcement Theory
 Expectancy theory

Individual Organizational Personal

Individual effort Rewards goals
Performance
Reinforcement theory

◼ Behavior is a function of its consequences.

◼ Ways of providing reward: Reinforcement
schedule:
❑ Interval schedule
❑ Ratio
❑ Fixed
❑ Variable
Motivating employee : Job Design

◼ The Job Characteristics Model: Motivating

Potential Score (MPS)
❑ Skill variety*Task Identity*Task significance *
Autonomy*Feedback

◼ Skill Variety: the degree to which a job

requires a variety of different activities
Motivating employee : Job Design

◼ Task Identity: the degree to which a job

requires completion of a whole and
identifiable piece of work

◼ Task significance: The degree to which a

job has a substantial impact on the lives or
work of other people
Motivating employee : Job
Characteristics Model
◼ Autonomy: The degree to which job provides
substantial freedom and discretion to the individual in
scheduling the work and in determining the procedures
to be used in carrying it out.

◼ Feedback: The degree to which carrying out the

work activities required by a job results in the individual
obtaining direct and clear information about the
effectiveness of his or her performance.
Relational Job design & Alternative
work arrangements

◼ Job Rotation

◼ Job Enrichment

◼ Flextime

◼ Telecommuting
Employee involvement programs

◼ Participative Management
◼ Representative Participation
Using Rewards to Motivate employee: Programs that
companies are following

◼ Individual Rewards: Employee recognition,

piece rate pay plan, skill based pay,
competency based rewards, Merit Based
Pay, performance based rewards

◼ Team Rewards: Gain sharing plan

◼ Organizational Rewards: Employee stock
ownership Plan (ESOP), Profit Sharing