BEHAVIORAL THEORIES

AND MOTIVATION

• Audifred Aguilar Jessica

• Cruz Ponce Alitzel Quetzali
• Lili Galicia Abril Janet
• Reyes Rustrian Diana
• Serrano Lozano Aline Beatriz
 HUMANS FACTORS
IN ADMINISTRATION

Person as a
Role multiplicity Personal dignity
whole

In order to obtain loyalty and commitment of their employees, a

company must get concerned about the person. Recognizing his
dignity and offering a reasonable job security.
 “NEED-DESIRE-SATISFACTION”
CHAIN

NEEDS

MOTIVATION
Impulse to satisfy a
desire DESIRES

TENSIONS

MOTIVATORS
ACTIONS
Rewards or incentives
that drive action
SATISFACTION
 McGREGOR’s THEORY
“X” “Y”
Theory Theory
Physical and mental
Work dislike. effort is as natural like
rest or play.

Self direction and self

Most people must control.
be forced, directed
and threatened. Commitment is
proportional to the
rewards.
Avoid
responsibilities.
Embrace responsibilities.

Ability of solving
problems.
McGREGOR’s THEORY CLARIFICATION

Just assumptions 1
Do not imply a
2 tough or soft
administration
Recognizes
capacities and 3
limitations
Authority as one
of the ways to
4
perform
leadership
Tasks and
situations,
require different 5
administration
approaches
 MASLOW’S HIERARCHY OF NEEDS

• Proposed by the phycologist Abraham Maslow in

1943 after studying what he called exemplary
people such as Albert Einsten or Eleanor
Roosevelt.
When a group Unsatisfied Assumes people
of needs is needs can cause have the need to
frustation, grow and
satisfied, it develop so
stress, and
stop being a conflict. they’ll strive to
motivator. move up.
MASLOW’S HIERARCHY OF NEEDS
Se
lf
ac
tu
ali
za
Self
tio
n
esteem

Social

Safety

Physiological needs
MARY KAY

Privilege to help
others.
Recognition.
Being part of a team.
Comissions and
incentives
 TWO FACTOR THEORY
• In 1959 Frederick Herzberg proposed this
motivational theory adapted from
Maslow’s.
• He asked individuals what satisfies them
on the job and what dissatisfies them,
Hezberg came to the conclusion that
aspects of the work envirnoment that
satisfy employees are very different from
aspects that dissatisfy them.
Hygiene factors
Two factor theory

Motivators
• Their existence • They have the
don’t produce potential to
satisfaction, produce
however, if satisfaction.
they don’t • Directly related
exist, they to the nature of
produce the job.
insatisfaction.
Google
Hygiene
Hygiene Motivators
Motivators
factors:
factors: •• Work
Work on
on projects
projects
•• Competitive
Competitive pay pay that
that are
are
and
and family-
family- important
important and
and
oriented
oriented meaningful.
meaningful.
workplace,
workplace, free
free
gourmet
gourmet meals
meals
workout
workout
facilities,
facilities,
massages
massages and and
onsite
onsite health
health
clinic.
clinic.
MOTIVATIONAL THEORY OF EXPECTATION
VROOM’s THEORY
People will feel motivated to achieve a a goal, if they believe
in the goal’s value.

Early value
assigned to a
goal

STRENGHT =VALUE × EXPACTATION

  

Motivation Succeed
intensity probability
PORTER & LAWLER MODEL
 Awards

Planning
Integration of the effort-
performance-reward-
satisfaction model in an
Objectives administration system
management

Organizational
structure
•   EQUITY THEORY

Is the award fair?

There must exist a balance in the relation

“results/supplies” between both people, in
order to perceive an equitable reward.
 Discontent

Lower
Unfair reward
production

Leaving the
company
AWARD’s
BALANCE OR
Keep the
IMBALANCE Fair reward
production level

More intense
work
Reward beyond
fair
Some, may want
to reduce the
award

Overestimating our own contributions may affect

the objectivity of this theory
 SKINNER’s REINFORCEMENT THEORY

Positive
reinforcement • Identify why workers act
or behavior like they do
modification, 1
establishes that
it is possible to • Make changes to solve
Following
motivate this stages the problem and
people by the 2 performance structure
proper design
of their work
environment
• Determine specific goals
and praising
with the workers help.
their 3
performance.
 McCLELLAND’s MOTIVATION THEORY
BASED ON NEEDS

Power Exercise influence

and control

Basic
Avoid pain of being
motivational Affiliation rejected.
needs

Success desire
Achievement Fear of failure
 SPECIAL MOTIVATION TECHNIQUES
Motivation is a complex and individual concept, however it is possible to
identify some of the most important techniques.

MONEY
In order of being a good motivator, people must
receive salaries that reflex their individual
performance

PARTICIPATION
If participation is correctly induced, it produces
motivation and valuable knowledge to achieve
the company success.

QUALITY OF
WORK LIFE Increase productivity.
(QWL) Set up industrial democracy.
Reduce work issues.
 JOB ENRICHMENT

The job enrichment pretends to include a higher sense of

challenges and achievements at work

Advantages Limitations Problems

• Quality of • Technologies • Senior
work life gets • Costs management,
improve. • Did people impose their
• Workers will really want own scale
have a better the value.
performance enrichment? • Imposition.
 HOW CAN WE MAKE IT WORK?

1. Better understanding of the staff needs.

2. The enrichment program, must show how it
will benefit the staff.
3. Include and offer opportunities to the staff to
make suggestions.
4. Management concern about the staff.
Bibliography
• Robert Konopaske, John M. Ivancevich and Michael T.
Matteson. (2011). Organizational Behavior & Management.
USA. McGraw Hill.