Motivating

and
Rewarding
Employees
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What Is Motivation?
Motivation refers to the process by which a
person’s efforts are energized, directed, and
sustained toward attaining a goal.
Key elements of motivation:
•Energy as a measure of intensity or drive
•Directed effort toward organisation goals
•Persistence in effort to achieve those goals

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Early Theories of Motivation:
Maslow’s Hierarchy of Needs
Maslow was a psychologist who proposed that
within every person is a hierarchy of five needs

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Maslow’s Hierarchy of Needs (cont.)
1.Physiological needs such as food, drink, shelter,
and other physical requirements
2.Safety needs such as security and protection from
physical and emotional harm as well as assurance
that physical needs will continue to be met
3.Social needs including affection, belongingness,
acceptance, and friendship

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4. Esteem needs, which include internal esteem
factors such as self-respect, autonomy, and
achievement, and external esteem factors such as
status, recognition, and attention; and
5. Self-actualization needs that include growth and
achieving one’s potential.

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McGregor’s Theory X and Theory Y
• Theory X – Assumes
workers have little ambition,
dislike work, avoid
responsibility, and need to
be closely controlled.

• Theory Y – Assumes
employees enjoy work, seek
and accept responsibility,
and exercise self-direction.

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Herzberg’s Two-Factor Theory
Frederick Herzberg’s two-factor theory proposes that
intrinsic factors are related to job satisfaction while extrinsic
factors are associated with job dissatisfaction.

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Herzberg’s Two-Factor Theory (cont.)

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McClelland’s Three-Needs Theory
1.The need for achievement (nAch), which is
the drive to succeed and excel in relation to a
set of standards
2.The need for power (nPow), which is the
need to make others behave in a way that
they would not behave otherwise, and
3.The need for affiliation (nAff), which is the
desire for friendly and close interpersonal
relationships.
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Contemporary Theories: Goal-Setting
Theory
1. Working toward a goal
is major job motivator.
2. Specific and challenging
goals are superior
motivators.

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Influences on Job Performance
Key influences on job performance:
•Feedback
•Goal commitment
•Adequate self-efficacy
•National culture

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Equity Theory - J. Stacey Adams
Equity is the concept of fairness and comparable
treatment when compared with others who behave in
similar ways.

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Equity Theory - J. Stacey Adams
• If an employee perceives her ratio to be equitable
in comparison to those of relevant others, there’s
no problem.
• However, if the ratio is perceived to be
inequitable, she views herself as underrewarded
or overrewarded.

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Expectancy Theory - Victor Vroom
Victor Vroom’s expectancy theory, states that an
individual tends to act in a certain way based on the
expectation that the act will be followed by a given
outcome and on the attractiveness of that outcome to the
individual.

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• Expectancy - the probability perceived by the
individual that exerting a given amount of effort will
lead to a certain level of performance.
• Instrumentality - the degree to which the
individual believes that performing at a particular
level is instrumental to attaining the desired
outcome.
• Valence - the importance that the individual places
on the potential outcome or reward that can be
achieved on the job.
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