MANAGING

PEOPLE
MOTIVATION

What is Motivation?
Motivation is defined
as the willingness to
exert high levels of
efforts
to
reach
organizational goals,
conditioned by the
efforts
ability
to
satisfy
some
individual needs.

What is the heart of

Motivation?
To give people what they really
want most from work, the
productivity, quality and
service.

Factors Influencing
Motivation
Individual
Difference
s

Motivati
on

Organizatio
nal
Practices

Job
Characteris
tics

 Individual Differences
Personal needs, values, attitudes,
interests, and abilities that people bring
to their jobs. These characteristics vary
from person to person, so does what
motivates people.

Job Characteristics
Identifies the task condition in which
individuals are predicted to succeed in
their work.

 Organizational Practices
The rules, human resource
policies, managerial practices and
reward system of an organization.
Policies defining benefits and
rewards can attract new
employees and keep existing
employees happy.

Carrot and Stick

Approach
It refers to the old
story that in order to
get a donkey to
move forward and
pull the cart you
would dangle a
carrot in front of him
or hit him with a
stick from behind.
The result is the
same; the donkey
moves forward.

 This technique is
about using
rewards and
penalties in order
to obtain desired
results.
The stick
represents fear and
punishments while
carrot represents
an incentive.

Suggestion to Motivate
Employees
Recognize Individual Differences
Attitudes
Personality
Skills
Match people to job
Use goals
Ensure that goals are perceived as attainable
Individual rewards
Link rewards to performance
Check system for equity
Dont ignore money

Two Major Approaches to

Work Motivation

1. Content Approach
This approach includes models of
motivation that address the question
what motivates behavior? The
answers are based on the assumption
that employees are motivated by their
desire to fulfill inner needs.

Hierarchy of Needs by Abraham Maslow

Clayton Alderfer ERG Model

 Existence Needs desire for material

and physical well-being (lowest level
need)
Relatedness Needs desire to
establish and maintain interpersonal
relationship with other people
Growth Needs desire to be creative,
to make useful and productive
contributions, and to have
opportunities for personal
development

David McClellands Three Needs Theory

Need for Achievement drive to

excel, to achieve in relation to a set
of standards or in competitive
situations, to strive to succeed
Need for Power drive to influence
and control others and the social
environment
Need for Affiliation or Social Needs
drive for friendly and close
interpersonal relationship with others

2. Process Approach
This approach includes models of
motivation that emphasize on how and
why people choose certain behaviors
in order to meet their personal goals.
The approach explain how people
become motivated.

Victor Vrooms Expectancy Theory

John Stacey Adams Equity

Theory

B.F Skinners Reinforcement

Theory
Stimulus Response
Consequences
Future
Response
(Situation)
(Behavior)
(Rewards or
Punishments)