AIR UNIVERSITY ISLAMABAD

HRM & OB
INDIVIDUAL BEHAVIOUR IN ORGANIZATIONS: MOTIVATION

Facilitator
MUHAMMAD ALI BAIG
MHRM, MPM, PMP, MPHIL

UNIT 4
Definition and Nature of
Motivation
Motivation refers to the internal and external factors that drive individuals to
initiate and sustain certain behaviors, actions, or goals.

It serves as a fundamental driver of individual and organizational performance,

influencing various aspects of organizational behavior and contributing to
sustained competitive advantage and long-term success.

In the context of OB, motivation focuses on understanding why employees

behave in certain ways, what influences their behavior, and how managers can
effectively stimulate and maintain desired behaviors to achieve organizational
objectives.
Significance of Motivation
Employee Performance:
Motivation plays a crucial role in influencing employee performance. Motivated
employees are more likely to exert effort, demonstrate higher levels of
productivity, and strive towards achieving organizational goals.

Job Satisfaction:
Motivated employees tend to experience higher levels of job satisfaction. When
individuals are motivated, they derive a sense of fulfillment and
accomplishment from their work, leading to greater job satisfaction and
reduced turnover rates.
Significance of Motivation
Employee Engagement:
Motivated employees are actively engaged in their work.
High levels of motivation foster a positive work environment characterized by
enthusiasm, commitment, and dedication.

Organizational Effectiveness:
Organizations with motivated employees are better positioned to achieve
their strategic objectives, adapt to changing environments, and maintain a
competitive edge in the marketplace.
Significance of Motivation
Retention and Talent Management:

These are critical outcomes of motivation within organizations.

Motivated employees are more likely to exhibit higher levels of job

satisfaction, engagement, and commitment, which in turn contribute to
improved retention rates and effective talent management strategies.

Organizations that prioritize motivation are more successful in attracting,

developing, and retaining top talent, thereby enhancing their human
capital and long-term sustainability.
Types of Individual
Motivation
Intrinsic vs. Extrinsic Motivation:

Intrinsic Motivation:
This type of motivation arises from within the individual and is driven by
internal factors such as personal interest, enjoyment, or a sense of satisfaction
derived from the task itself.

For example, a software developer is intrinsically motivated to work on a

challenging coding project because they find joy in solving complex
problems and mastering new skills.
Types of Individual
Motivation
Intrinsic vs. Extrinsic Motivation:

Extrinsic Motivation:
It comes from external factors such as rewards, recognition, or punishments.
Individuals engage in behaviors or tasks to attain external rewards or avoid
negative consequences.

For example, an employee is extrinsically motivated to meet sales targets to

earn a performance bonus or avoid the risk of being reprimanded by their
supervisor.
Factors Influencing
Individual Motivation
Personal Factors:
Personality Traits: Some individuals may be naturally more driven, ambitious,
or achievement-oriented, leading to higher levels of motivation.
Goals and Aspirations: Personal goals and aspirations shape individuals'
motivation. Individuals who have clear, meaningful goals are often more
motivated to pursue them.
Self-Efficacy: Belief in one's ability to perform tasks successfully affects
motivation. Individuals with high self-efficacy are more likely to be motivated to
take on challenging tasks and persist in the face of obstacles.
Factors Influencing
Individual Motivation
Environmental Factors:
Organizational Culture: A positive and supportive organizational culture that
values employee well-being, collaboration, and recognition can enhance
motivation.

Leadership Style: Effective leadership that provides clear direction, support,

and feedback can inspire and motivate employees.

Work Environment: Factors such as physical workspace, resources, and work-

life balance policies influence motivation levels.
Factors Influencing
Individual Motivation
Job Design Factors:
Task Variety and Autonomy: Jobs that offer variety, autonomy, and
opportunities for skill development tend to be more motivating.

Feedback and Recognition: Providing regular feedback and recognition for

achievements can enhance motivation and job satisfaction.

Goal Clarity: Clear and specific goals that align with organizational objectives
help individuals understand expectations and stay motivated.
How Motivation is Connected
to Organizational Success
Achievement of Goals:
By fostering a culture of motivation, organizations can enhance goal clarity,
promote goal acceptance, and increase employees' commitment to
achieving desired outcomes.

Innovation and Creativity:

When employees are motivated, they are more willing to take risks, explore
new ideas, and think outside the box. This proactive approach to problem-
solving and innovation drives organizational growth and competitiveness.
How Motivation is Connected
to Organizational Success
Adaptability and Resilience:
Motivated employees exhibit greater resilience and adaptability in the face of
challenges and setbacks. They learn from failures, and embrace change
enabling organizations capitalize on new opportunities.

Organizational Culture:
A culture of motivation characterized by trust, transparency, and
empowerment fosters employee engagement, collaboration, and a shared
sense of purpose which contribute to organizational success.
Theoretical Foundations of
Motivation
1. Maslow's Hierarchy of Needs:

Maslow's Hierarchy of Needs is a psychological theory proposed by Abraham

Maslow in 1943, which suggests that human motivation is driven by five
hierarchical levels of needs.

The theory posits that individuals progress through these needs

hierarchically, starting from basic physiological needs and advancing towards
higher-order psychological needs.
Theoretical Foundations of
Motivation
1. Maslow's Hierarchy of Needs:

Physiological Needs:
These are the most basic needs necessary for human survival such as air,
water, food, shelter, and sleep.

Physiological needs must be met first as they are essential for sustaining life
and maintaining biological functioning.
Individuals are motivated to fulfill physiological needs before progressing to
higher levels of the hierarchy.
Theoretical Foundations of
Motivation
1. Maslow's Hierarchy of Needs:

Safety Needs:
Once physiological needs are satisfied, individuals seek safety and security.

Safety needs encompass physical safety (protection from harm, danger, or

threat), as well as financial security, health, and stability in one's
environment.

Examples of safety needs include job security, stable income, access to

healthcare, and a safe living environment.
Theoretical Foundations of
Motivation
1. Maslow's Hierarchy of Needs:

Love and Belongingness Needs:

After physiological and safety needs are met, individuals seek social
connections, love, and a sense of belonging.

Love and belongingness needs involve interpersonal relationships,

friendships, intimacy, and a sense of acceptance and affiliation with others.

Examples include forming close relationships, joining social groups, and

seeking approval and affection from family, friends, and peers.
Theoretical Foundations of
Motivation
1. Maslow's Hierarchy of Needs:

Esteem Needs:
Once social needs are fulfilled, individuals strive for self-esteem and recognition
from others. Esteem needs encompass both internal factors, such as self-
respect, confidence, and self-worth, as well as external factors, such as status,
recognition, and admiration from others.

Examples include achieving personal goals, receiving praise and appreciation,

gaining respect and recognition within one's profession.
Theoretical Foundations of
Motivation
1. Maslow's Hierarchy of Needs:

Self-Actualization Needs:
At the top of the hierarchy are self-actualization needs, representing the desire
for personal growth, fulfillment, and realizing one's full potential.

Self-actualization involves pursuing intrinsic motivations, creative expression,

personal development, and a deep sense of purpose and meaning in life.

Examples include seeking personal growth and fulfillment, and contributing to

the greater good of society.
Theoretical Foundations of
Motivation
1. Maslow's Hierarchy of Needs: Applications in OB
Understanding Employee Motivation:

By recognizing that employees have diverse needs, managers can tailor

motivational strategies to address these needs effectively.

For example, employees at different levels of the hierarchy may be motivated by

different factors. While some employees may prioritize job security and
financial stability (safety needs), others may seek recognition and
opportunities for personal growth (esteem and self-actualization needs).
Theoretical Foundations of
Motivation
1. Maslow's Hierarchy of Needs: Applications in OB

Designing Reward Systems:

Rewards can be tailored to address different levels of the hierarchy, thereby

increasing their effectiveness in motivating employees.

For instance, monetary incentives may appeal to employees' physiological and

safety needs, while non-monetary rewards such as praise, recognition, and
opportunities for advancement can address higher-order needs such as esteem
and self-actualization.
Theoretical Foundations of
Motivation
1. Maslow's Hierarchy of Needs: Applications in OB

Leadership and Employee Development:

By understanding employees' individual needs and aspirations, leaders can

provide guidance, support, and opportunities for development that align with
these needs.

Leaders focus on empowering employees, fostering a sense of purpose and

meaning, and encouraging self-actualization. They inspire followers to
achieve their full potential and contribute to the organization's success.
Theoretical Foundations of
Motivation
2. Victor Vroom’s Expectancy Theory

Expectancy Theory is a motivation theory suggests that individuals are

motivated to behave in certain ways based on their beliefs about the
likelihood of achieving desired outcomes.

It provides a framework for understanding the cognitive processes underlying

motivation and offers practical implications for managers to design
motivational strategies that effectively engage and incentivize employees in
the workplace.
Theoretical Foundations of
Motivation
2. Victor Vroom’s Expectancy Theory
Expectancy:

It refers to an individual's belief about the likelihood of achieving a specific level

of performance. It assesses the perceived relationship between effort and
performance.

Employees evaluate whether their efforts will lead to the desired level of
performance. If they believe that their efforts will result in successful
performance, they are more likely to be motivated to exert high levels of effort.
Theoretical Foundations of
Motivation
2. Victor Vroom’s Expectancy Theory
Instrumentality:
It refers to an individual's belief about the likelihood of receiving rewards or
outcomes contingent upon achieving desired performance levels.

Employees assess whether achieving high performance will lead to desirable

outcomes such as rewards, recognition, promotions, or other valued outcomes.

If they perceive a strong link between performance and rewards, they are more
likely to be motivated to perform at high levels.
Theoretical Foundations of
Motivation
2. Victor Vroom’s Expectancy Theory
Valence:
Valence refers to the value or attractiveness that an individual places on the
anticipated rewards or outcomes.

Employees evaluate the desirability of the outcomes associated with

achieving high performance. The valence represents the subjective importance
or worth assigned to the rewards.
Higher valence indicates greater motivation.
Theoretical Foundations of
Motivation
2. Victor Vroom’s Expectancy Theory
Motivational Force:

Expectancy Theory suggests that motivation is determined by the combined

effect of expectancy, instrumentality, and valence.

The motivational force can be calculated using the formula:

MF = Expectancy × Instrumentality × Valence
If any of the components (expectancy, instrumentality, or valence) is zero, the
overall motivational force will be zero.
Theoretical Foundations of
Motivation
2. Victor Vroom’s Expectancy Theory: Applications in OB
HR strategies may include providing adequate resources and support to
facilitate high performance (enhancing expectancy), ensuring that
performance is clearly linked to rewards and outcomes (enhancing
instrumentality), and offering rewards that are meaningful and aligned with
employees' preferences and goals (enhancing valence).

HR practices can be tailored to align with the principles of Expectancy Theory to

enhance employee motivation and performance.