PRINCIPLES OF

MANAGEMENT.
TUTORIAL 3
TOPIC 7-MOTIVATION
• Learning outcomes..
• 1. Describe the basic process of motivation;

• 2. Explain the ‘need’ and ‘process’ based

approaches to motivation;

• 3. Discuss the contribution of the different models of

motivation; and

• 4. Describe how behaviour modification can be used

for increasing or reducing behaviour in
organisations.
 What is motivation?
Introduction:
Motivation consists of powers that are able to
move, direct and enable a person to be diligent in
their effort to achieve goals.

For example, an employee might be motivated to

work hard in order to produce as many outputs as
possible while other employees are only motivated
to perform just enough of the work required.
Managers ought to understand the factors that
form these differences.

NB: motivation is concerned with the individual’s

desire to achieve some goal….

 and affects the direction, intensity, and persistence

of behaviors.
• In Industrial psychology, normal work
performance is represented by the following
equation;

WORK PERFORMANCE = Motivation x

Ability x Situational constraints.
NB: Work performance will decline if any one of the
components is weak
 Approaches to motivation

There are 2 approaches;

• 1. Need-based

• 2. Process-based
1. Need-based models [NBM]:

Emphasise the specific needs of humans or

 internal factors that give power to direct or stop

action.

NBMs explain motivation as a phenomenon that

takes place internally.
Need-based models
• 1 Maslow’s Hierarchy of needs

• 2. Two-factor model

• 3. Acquired needs theory

2. Process-based models:

• focus on the understanding of thinking or

• the cognitive process that exist in the mind of an

individual;

• Which affect the behaviour of an individual.

Process based models of motivation

• 1. Expectancy model

• 2. Equity model

• 3. Goal-setting model

• 4. Reinforcement model
-1. Maslow’s Hierarchy of needs
Two-factor model….

(a) Motivation Factors

(b) Hygiene factors

a) Motivation factors: relate to the work

performed.
b) -These factors are related to positive feelings and
attitude towards the particular work.
NB: Motivation factors include:
Achievements,
Recognition,
Type of work.
(b) Hygiene Factors : refer to the context of work or
the environment where the work is being carried out.

 The factors include supervision, workplace

conditions, individual relationship, salary, safety, and
the company’s administration and policies. (by
Herzberg, et al.)

NB: also known as “motivation and care

approach”.
Attention towards hygiene factors will help
individuals to reduce ‘excessive dissatisfaction’.
Achievement of Needs model)

• ( Also Known As Achievement of Needs model)

• Needs: are assumed as ‘something that can be
learnt’ while Maslow viewed needs as ‘inherited’.

• ANT: This motivation model focuses on the 3 needs

• that are important or related to the working
environment;
• - Achievement,
• - Affiliation and
• - Power
1. Need for Achievement

• : is the desire to perform much better and more

effectively than before.

• NB: Need for achievement motivation in a person

depends on factors such as childhood, personal
experiences and education and the type of organisation
joined.

2.Power: ability to take control over people.

• NB: involve personal authority or institutional

authority.
• --- Granting power or authority for the employee to make
decisions.
•
• 3. Affiliation (Social acceptance): desire to create
• relationships with other people;

• -create a “community of practice”;

• NB: managers should build an environment of good

working relationships;
• NB 1: When the strength towards these needs
has been developed, performance is likely to
increase;

• NB.2: Most people have already achieved certain levels

of these needs and but they vary from one individual to
another.
Process-based motivation

1: Expectancy model:

This model assumed that the motivation level of

employees depends on three basic beliefs which are;

- Expectancy,
- Instrumentality
- Valence

What does it mean?

(a) Expectancy: Employees’ belief that their effort
will lead to the level of performance desired or the
assumption of the “association between “Effort and
Performance.”

(b) Instrumentality: Employees’ belief that the

performance level desired will lead to the desired
outcome (rewards).

(c) Valence: Employees’ belief regarding the value

of outcome or simply how far the particular reward is
attractive.
NB: The Expectancy model suggests that in order
to become a highly motivated person, the three
factors or beliefs must also be high.
If any one of the factors declines, the overall
motivation will also decline.

Managers’ Responsibility: Motivation-

• -- Systematic gathering of information regarding
what employees want out of their job by creating a
clear and simple association between rewards and
individual performance,
2: Equity model…
This motivation model was based on the idea that
people want to be treated equally in their relationship
with other people.

• Example, the employee who initially feels that there is

inequality when a new employee receives a better
remuneration;
• Will be able to alter that feeling when he finds out that
the new employee has higher work experience and …
• qualifications than himself hence he deserves the
bigger remuneration based on his contributions
towards the company.
• NB: policies, procedures, etc should be made
available to workers;

• Bases for major decisions regarding treatment

of workers should not be shrouded in secrecy;
3. Goal-setting model
The goal-setting model is a motivation model
that acts by…

 increasing the efficiency and effectiveness of

individuals, groups, departments or
organisation by emphasising specifically on the
outcomes expected.

Goal is the target, objective or decision that a

person tries to achieve.
• This model states that people will be motivated
up to a certain level when they are
• 1. given a specific goal,

• 2. which is challenging and

• 3. obtain feedback regarding their development

towards achieving the particular goal.
 The basic components for a Goal-setting
model

1. Goals must be specific,

2. Challenging and acceptable;
3. Have performance feedback; and given at the
correct time.
NB. 1: Goal-setting can help employees in three
ways;
i. A guideline and propeller of behaviour to
support the goals of the organisation;
ii. Provide challenges and standards that can
be used to make evaluations; and
iii. A framework for planning.

NB.2: An important aspect of this model is the

involvement of employees in goalsetting.
4. Re-Inforcement Model
There are two assumptions for this theory-

The behaviour of humans is determined by the

environment and is associated with related laws
that can be expected and altered.

Assumption that the outcomes or consequences

of a person’s behaviour at present will affect his
behaviour in the future.
The behaviour that results in positive outcomes
will be repeated while the..

behaviour that results in negative outcomes
normally will not be repeated.

The outcomes of the behaviour of an individual

are referred to as Re-inforcements.

Basically, there are 4 types of reinforcements:

• Positive reinforcement,

• Negative reinforcement (or avoidance),

• Punishment and

• Elimination
• (a) Positive Reinforcement: is the contribution of
positive outcome based on the desired
behaviour.
•
For example, organisations that pay cash bonus
to salespeople who exceed the sales quota will

encourage them to work more diligently in the

future.
• b) Negative Reinforcement: means giving an
opportunity to a person in order to…

• avoid negative outcome or consequence

through the desired behaviour. (Eg. Fining for
tax evasion)

Eg.. For example, making tax payment before the

month of May will prevent a person from being
fined
• (c) Elimination: involves the absence of positive
outcome or effect, or drawing back the positive
outcome that used to give effect from the desired
behaviour.

• (d) Punishment: is the negative effect that is a

result from the occurrence of undesired matters. As
an example, an employee who is always late for
work can be suspended or have his pay detained.

NB: Both forms of Elimination reinforcement and

Punishment can be used to reduce the frequency of
undesired behaviour.
Summary….
• Motivation consists of powers that are able to
move, direct and enable a person to be diligent
in their effort to achieve goals.

There are 2 approaches;

• 1. Need-based;
• -Maslow hierarchy of needs
• -Acquired need model
• -Two-factor model
• 2. Process-based
• .
• -Expectancy model
• - Equity model
• -. Goal-setting model
• -. Reinforcement model
Manager’s responsibilities….
Systematic gathering of information regarding
what employees want out of their job by

creating a clear and simple association between

rewards and individual performance.
THANK YOU
• theogarby@gmail.com