Motivation and

motivational theories
Group Members;
SALEEM SHAH
FARID KASKAR
ISMAIL SHAH
ASIF SALAM
MOMIN KHAN
MUSTAFA
MOTIVATION

• WHAT IS MOTIVATION?
• Stimulating people to actions to accomplish the goals.

• Stimulating factors;
• Desire for money
• Success
• Recognition
• Job satisfaction
• Team work, etc
Process of motivation

• A felt need or drive

• A stimulus in which needs have to be aroused
• When needs are satisfied, the satisfaction or accomplishment of goals
Importance of Motivation

1. Puts human resources into actions

2. Improves level of efficiency of employees
• Increase in productivity
• Reducing cost of operation
• Improving overall efficiency

3. Leads to achievement of organizational goals

4. Builds friendly relationships
5. Ongoing employee development
Summary;
1. Motivation is important to an individual as;
• Achieve personal goals
• Job satisfaction
• Self development of individual
• Gain by working with dynamic team

2. Motivation is important to a business as;

• Direct relationship
• More team work and individual employee contribution, more profitable and successful is the
business.
• During period of amendments, there will be more adaptability and creativity.
• Motivation will lead to an optimistic and challenging attitude at work place.
Theory X and Theory (Douglas Mcgregor 1960)
Herzberg’s Two Factors theory (1959)
 Hierchy needs of theory

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physiological

• Rest and refreshment breaks

• Physical comfort on the job
• Reasonable work hours
Safety

• Safe working condition

• Job security
• Adequate compensation and benefit
Social

• Friendly coworkers
• Interaction with costumer
• Pleasant supervisor
Esteem

• Award (best employee)

• Promotion
• Praise and recognition from boss
Self actualization

• Creative and challenging work

• Participation in decision making
• Job autonomy
Lower order needs vs higher order needs
Lower order needs
Needs that are satisfied externally.
Higher order needs
Needs that are satisfied internally.
Motivation theories links with Organizational behavior

Organization

Goals

Motivation
Implications of Maslow’s theory in the
workplace
 Not everyone is motivated in the same way.
 Motivation and need satisfaction are anticipatory
in nature.
 Managers must seek to guide and direct employee
behaviour to meet the organizational needs and
individual needs simultaneously.
Implication of Herzberg’s theory
 Providing the hygiene factors will eliminate employee
dissatisfaction bur will not motivate workers to high
levels of achievement.
Recognition, responsibility, and the opportunity to
achieve personal growth will promote satisfaction
and employee performance.
 The benefit of this theory has implication for the effect
of company systems and job design (how work is
arranged and how much employees control their
work) on employee satisfaction and performance.
Implication of the equity theory
 Implication for the equity theory for managers is
that employees do evaluate their perceived equity
of their rewards compared to others’.
 Smart managers should try to ensure that there is
fairness in the distribution of rewards to keep
employees motivated.
Self efficacy
 Your thoughts

http://www.flickr.com/photos/91903883@N00/2385264019
 Self efficacy
… the beliefs regarding one's capabilities of
successfully completing tasks or goals.
sense of efficacy  challenge
themselves  intrinsically motivated.
COGNITIVE EVALUATION THEORY

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 This theory suggests that there are actually two motivation
systems: intrinsic and extrinsic that correspond to two kinds of
motivators

 Intrinsicmotivators
 Extrinsic

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 Intrinsic motivators: Achievement, responsibility and
competence. Motivators that come from the actual performance of
the task or job -the intrinsic interest of the work.

 Extrinsic motivators: pay, promotion, feedback,

working conditions , controlled by others.

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 Cognitive Evaluation Theory is designed to explain the effects of external
consequences on internal motivation.

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 Allocatingextrinsic rewards for behavior that had been
previously intrinsically rewarded tends to decrease the
overall level of motivation.

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