Unit 3

Motivation and Motivating

Employees
…
Unit objectives:
At the end of the unit, students will be able
to:

◦ Define motivation
◦ Identify the type of incentives
◦ Describe the major content theories of motivation,
◦ Describe the major process theories of motivation
 Motivation…
 The level of employees job performance
determines the achievement of organizational
goals.
 To this effect employees performance is the
function of the motivation(efforts) of employee
and other factors as :
 Leadership and direction can determine
performance
 Ability and skills can also determine performance
 Organizational culture /behavior/climate can
determine performance
 Technologies can influence performance
 Institutional constraints can influence performance
Motivation…
 Organizations must try to motivate their
employees so that the employees exerts
their maximum efforts towards achieving
the objectives of the organizations.
 Discussions in groups(15m)

 What is Motivation in the context of

organization?
 What motivates employees in organizations?
 what is incentive? Its role in motivation?
 What is Motivation?
 An inner state that energize, activates or
moves and that directs behavior towards
goal.
 Internal process leading to satisfy needs.

From organizational point of View:

 The process of getting employees in the direction
of the achievement of the goal of the
organizations.
 It is the process of influencing employees to move
towards better job performance.
Motivation…
 Motivational system at organization level
generally consist of:

◦ An atmosphere of trust
◦ Open two way communication between workers and
managers
◦ Positive response to workers suggestions and problems
◦ Workers job security
◦ Equal opportunity and career development
◦ Team work environment
◦ Workers skills upgrading through staff development
programmes.
◦ Compensation/incentives according to their
performance
………..
 In the context of organization, incentives
are rewards that employees receive from
the organization in return for being good
performance/productive.
 The purpose of organizational incentives is

to motivate employees to improve their

work performance.
 Types of incentives
 There are two types of incentives-intrinsic and
extrinsic.
 Extrinsic: tangible materials rewards such as

money, promotion, paid vacation, free

education for workers and children, sick
leave….
 Motivation…
 Intrinsic: intrinsic incentives refer to the
internal motivators and rewards that
individuals experience within their work
environment.
 Includes such incentives as praise,
recognition, responsibility, opportunity to
use and develop ones ability and skills,
opportunity for advancement etc…

 Both extrinsic and intrinsic rewards are

important.
 Theories of motivation

 There are various theories of motivation that can be

employed by managers and organizations to motivate
employees.
 These theories broadly categorized in to two: Content
theory and process theory

1.Content theory
 Focus on what arouses ,energize or direct behavior.
 It is based on the notion that things within us generate motivation.
 Concerned with the type of incentives or goals that people strives
to attain in order to be satisfied and perform well.
 It maintains that motivation starts with the existence of unsatisfied
needs in the individuals.
 1.1. Maslow theory
 Abraham Maslow developed a hierarchy in to which needs are
arranged in order of their importance.
 it is based on three fundamental assumptions.

1. People are beings who want and whose needs/Unsatisfied/

influence their behavior.
 Only unsatisfied needs can influence behavior, satisfied needs

are not motivators.

2. A persons needs are arranged in order of
importance/hierarchy from the lower/basic to complex needs.
3. A person advances to the next level of hierarchy only when
the lower needs are minimally satisfied.
Eg.a hungry person's need is dominated by a need to eat(i.e
survival), but not to be loved.
Maslow’s Hierarchy of Needs theory

 Physiological needs include hunger, thirst, shelter, sex, and other

bodily needs.
 Safety needs include security and protection from physical and
emotional harm.
 Social needs include affection, a sense of belongingness,
acceptance, and friendship.
 Esteem needs include internal factors such as self-respect,
autonomy, and achievement and external factors such as status,
recognition, and achievement.
 Self-actualization is the drive to become what one is capable of
being.
 It is fundamentally the synthesis of 'worth', 'contribution' and
perceived 'value' of the individual in society.
Hierarchy of needs
 1.2.Alderfers ERG theory
 He agrees with Maslow in that needs are arranged in
hierarchy.
 However, his hierarchy is only three sets of needs.
1.Existence needs: Include both physiological and
safety needs essential in sustaining physical well
being.
 These are needs satisfied by such factors as food,
air, water, working condition.

2.Relatedness needs: deal with a desire for

meaningful and satisfying social relationships.
 They are needs satisfied by social and interpersonal
relationships.
….
3.Growth needs: this category of needs
represents the highest level of needs: Self –
esteem and self actualization needs, which
represents an intrinsic desire for personal
development.
 1.3.Herzberg Motivation –Hygiene theory

 He developed two factors theory of motivation

1. Satisfaction-dissatisfaction factors
, 2. Motivation-hygiene factors
 He concluded that when people talked about feeling

good, happy, pleased or satisfied, they identified

factors intrinsic to the jobs.
 He called these factors motivation /satisfaction

factors.
 On the other hand, when employees talked about

feeling bad, unhappy, unpleasant or dissatisfied,

they usually identified factors extrinsic to the job.
 He called these factors hygiene-
(maintenance )factors.
 Motivation/satisfaction Factors
 They are related with the work itself.
 They are job elements that gratify employees
psychological growth needs.
 They are directly related with the nature of the job or the
task content that they are often termed intrinsic job
factors.
 The motivation(satisfaction) factors identified by
Herzberg includes:

◦ Achievement
◦ Recognition
◦ Responsibility
◦ Advancement
◦ The work itself
◦ Possibility of growth
…
 When these motivation factors present and
adequate, employees experience feelings of
satisfaction.
 However, when absent or in adequate,
employee experience no feeling of
satisfaction i.e no satisfaction.
 Hygiene factors
 Factors which are found in the environment of
work.
 They are features which gratify employees pain
avoidance needs.
 The hygiene factors identified by Herzberg
includes:
◦ Salary
◦ Job security
◦ Working condition
◦ Status
◦ Policy and procedures
◦ Quality of supervision
◦ Quality of interpersonal relationships
……………..
 When these factors are absent or inadequate in
the job environment, employees experience
feelings of dissatisfaction.
 But, when present and adequate, employees will
not experience feelings of dissatisfaction.

 Employees cannot be motivated to high level of

productivity by improving hygiene factors.

 It is only through manipulations of motivation

factors (improvement in the job content)can
result in motivation and satisfaction.
…
 Thus, according to Herzberg theory improved
salary and hygiene factors will reduce the
level of dissatisfaction, but will not bring job
satisfaction.
 It should be noted that, however, if hygiene

factors are not responded continually, they

have a severe impact on work effectiveness
because of workers increased absenteeism,
turnover, frustration, or negative thinking in
general.
2.Process theory of motivation
 Choice among alternative goals is its concern
 Among the known theories are:

1.Expectancy theory of motivation

2.Equity theory of motivation

1. Expectancy theory

 Expectancy theory argues that the strength of a tendency

to act in a certain way depends on the strength of an
expectation that the act will be followed by a given
outcome and on the attractiveness of that outcome to the
individual.
 Process….
 Attractiveness is importance that the
individual places on the potential outcome
or reward that can be achieved on the job.
 Performance-reward linkage is the degree

to which the individual believes that

performing at a particular level will lead to
the attainment of a desired outcome.
 Effort-performance linkage is the
probability perceived by the individual that
exerting a given amount of effort will lead
to performance.
…
2. Equity theory
 Based on the recognition that employees tend to
make comparisons.
 Explains how fairly they are treated in social exchange
at workplaces can influence their motivation.
 It is based on the assumption that individuals are
motivated by a desire to be equity treated at work
place.
 The essence of equity/fairness theory is that
employees compare their efforts and rewards with
those of others workers in a similar work situation.
Equity…
 Employees tend to compare their own job
inputs and outcomes with those of others
and those inequities can influence the degree
of effort that employees expend.

 The theory states that employees weigh what

they put into a job situation (input) against
what they get from it (outcome) and they
compare this ration with the input-output
ratio of relevant others.
Equity…
 In general Equity theory Assumes that:
◦ perceived inequality creates a feeling of
resentment and tension with the individuals
◦ The greater the extent of perceived equality, the
greater is the strengthen of motivation and vise
versa.

END!!!