ORGANISATION THEORY -

Motivation
TOPIC – ROLE OF MOTIVATION IN AN ORGANISATION
BY- ANIMESH SINHA MAHAPATRA
SECTION A (MBA)
ROLL NO. 5
WHAT IS MOTIVATION?
• Motivation is described as the conscious or unconscious stimulus, incentive, or
motives for action towards a goal.
• 3 elements of motivation are – INTENSITY, DIRECTION AND PERSISTENCE.
• There are 2 sources of motivation – INTRINSIC(or internal motivation) and
EXTRINSIC(or external motivation)
• In Intrinsic motivation, the person does not work on the task because there is
some reward involved, such as prize, payments, or in case of students, a better
grade.
• In Extrinsic motivation, the urge for work comes from external source like
recognition or salary bonus.
MANAGER’S ROLE IN MOTIVATION
• The managers play a major role in motivating the employees.
• By understanding what motivates the employees, the managers can assist them
in reaching their fullest potential.
• There are some factors the managers can control(like salary, working conditions,
interpersonal relationships, etc.).
• For motivating factors that are intrinsic to the employee(like need for recognition,
achievement, etc.) , managers can be influential by providing a work environment
that allows employees the opportunity to satisfy their personal needs and,
simultaneously, the organization’s goals.
DIFFERENT MOTIVATIONAL THEORIES
• Maslow’s Hierarchy of needs
• Alderfer – ERG Theory(Existence, Relatedness and Growth needs)
• McClelland – Need for achievement, affiliation and power
• Herzberg’s Two factor theory
• Skinner’s Reinforcement theory
• Vroom’s expectancy theory
• Adam’s equity theory
• Locke’s goal – setting theory
MASLOW’S HIERARCHY OF NEEDS
• This theory comes under Content Theory.
• It is based on unfulfilled needs that lead to motivate the
individual.
• It clearly explains why need of people changes overtime.
• 5 identified levels of needs are – Self
Actualization(Highest level, level 5), Self Esteem(Level 4),
Social belongings and Love needs(Level 3), Safety(Level
2), Physiology(Level 1).
• Maslow pointed out the fact that individual needs is a
step by step process that should follow from the lowest
level to the highest level of needs and only satisfies one
level of need at a time.
ALDERFER’S ERG THEORY
• This is developed by Alderfer which is based on the
needs of the individuals.
• Unlike the Maslow’s theory, which has 5 levels of needs,
the ERG theory has simplified the levels of individual
needs into just 3 levels.
• The 3 levels identified by Alderfer are –
EXISTENCE(Physiological and Safety needs),
RELATEDNESS(Social and External Esteem or Status
needs), GROWTH(Internal Esteem and Self Actualization
needs).
• It doesn’t always happen that the individuals are
motivated to satisfy the lower level first in order to go to
the next level as in Maslow’s Hierarchy of Needs Theory.
HERZBERG’S TWO FACTOR THEORY
• As per Herzberg, the factors which created ‘job satisfaction’ were quite different
from those that created ‘job dissatisfaction’.
• He termed those factors that contributed to ‘job satisfaction’ as ‘motivators’ and
those which contributed to ‘job dissatisfaction’ as ‘hygiene factors’. Taken
together these form the ‘Two - Factor Theory’.
MCCLELLAND’S 3 NEEDS THEORY
• The 3 Needs Theory, also known as the Acquired theory or the Learned Theory, is
a content theory developed by McClelland around 1961.
• Like other content theories, this theory is also based on the needs of the
individuals and considers that an individual is motivated by three dominant
needs, which are – Need for Achievement(nAch), Need for Power(nPower), Need
for Affiliation(nAff).
VROOM’S EXPECTANCY THEORY
• This theory argues that an employee will be motivated to exert a high level of
effort when he or she believes that effort will lead to a result which will be
connected to a good organizational reward(like bonus, salary increase or
promotion).
• This theory focuses on 3 relationships – Effort-Performance relationship,
Performance-Reward relationship, Reward-Personal Goal relationship.
• The key constructs in Vroom’s Expectancy Theory are – Valence(value or
strength), Expectancy(Expectation that effort will result in a suitable level of
performance), Instrumentality(Belief of the individual that performance will lead
to adequate rewards).
• MOTIVATION = VALENCE x INSTRUMENTALITY