MOTIVATIONTeam Coconut

Motivation

• Employee motivation affects productivity, and part of a manager’s job is to channel motivation to accomplish the organization’s goals.

• The study of motivation helps us understand what prompts people to initiate action, what influences their choice of action, & why they persist in that action over time.

The INTERNAL and/or EXTERNAL forces that arouse enthusiasm and persistence in a person to pursue a certain course of

action

Simple Model of Human Motivation

People have basic needs

Needs motivate specific behavior to fulfill those needs

If successful, feel rewarded

Feedback tells if successful in fulfilling needs

Two Types of Rewards

• INTRINSIC

Satisfactions a person receives in the process of performing a particular action

• EXTRINSIC

Rewards given by another person, typically a manager, and include promotions, pay increases, and bonuses

They originate externally, is a result of pleasing others

FOUNDATIONS OF MOTIVATION

• Traditional Approach• Human Relations Approach• Human Resource Approach• Contemporary Approach

Traditional Approach

Work of Frederick W. Taylor on Scientific Management and Efficiency

HIGH PERFORMANCE

The ECONOMIC MAN – People will work harder for higher pay

Traditional Approach

• LED TO THE INCENTIVE PAY SYSTEMS• People were paid based on the quantity & quality of their

work

HIGH PERFORMANCE

Human Relations Approach• A more “social perspective” on employees• The Hawthorne studies showed showed that non-

economic rewards such as congenial work groups that met social needs seemed more important than money as a motivator.

HIGH PERFORMANCE

Human Relations Approach

Workers were studied as people and the concept

of the “Social Man” emerged

Human Resource Approach

• Extends the knowledge of economic man and social man to introduce the concept of the WHOLE PERSON

• The work by McGregor argues that:

(a) People want to do a good job; and,

(b) Work is as natural as and healthy as play

Social Man

Economic Man

WHOLE PERSON

Human Resource Approach• Assumes EMPLOYEES ARE COMPETENT and can

MAKE MAJOR CONTRIBUTIONS

HIGH PERFORMANCE

Basis for contemporary perspective on employee motivation.

Contemporary Approach

Consists of 3 Types of Theories

1. Content Theories

• Provide insights into the needs of people in organizations and help managers understand how needs can be satisfied in the workplace

Contemporary Approach

Consists of 3 Types of Theories

1. Content Theories

2. Process Theories

• Content with the thought processes that influence behavior and focus on how employees seek rewards in work circumstances

Contemporary Approach

Consists of 3 Types of Theories

1. Content Theories

2. Process Theories

3. Reinforcement Theories

• Focus on teaching employees desired work behaviors.

Content Perspectives on Motivation

• Hierarchy of Needs Theory• ERG Theory• Two Factor Theory• Acquired Needs Theory

Hierarchy Needs Theory

Abraham Maslow’s hierarchy of needs theory proposes that humans are

motivated by multiple needs, existing in a hierarchical order.

Hierarchy Needs Theory

What does this hierarchy of needs say?

Hierarchy Needs Theory

The 1st Level is…

Deals with the most basic

human needs, e.g.,…

In the organizational setting, this includes….

Hierarchy Needs Theory

The 2nd Level of Needs is…

Needs for a safe & secure physical &

emotional environment free from threats of

violence.

In the workplace, safety needs are for safe jobs, fringe benefits, & job

security.

Hierarchy Needs Theory

The 3rd Level of Needs is…

The desire to be ACCEPTED by one’s peers, have friends, be part of a

group, & be loved

On the job, it is the desire for good relationships w/

co-workers, participation in a work group, & a positive relationship w/ supervisors

Hierarchy Needs TheoryThe 4th Level of Needs is…

A desire for a positive self-image & the need to

receive attention, recognition & appreciation

from others

A desire for recognition, increased responsibility, high status, & credit for

contributions

Hierarchy Needs TheoryThe Highest Level of Needs

is…

Represents the need for self-fulfillment—developing one’s full potential, increasing one’s

competence, & becoming a better person

Providing opportunities to grow, encouraging creativity,

& providing training for challenging assignments &

advancement

Hierarchy Needs Theory

The lower order needs take

priority & must be satisfied first.

Hierarchy Needs Theory

Once a need is satisfied, it declines in importance and

the next higher need is activated.

If a lower-level need ceases to be satisfied, however, it will re-emerge and take precedence

over higher order needs until it is satisfied.

ERG Theory

The ERG theory was developed by Clayton Alderfer. It simplifies Maslow’s hierarchy of needs & responds to criticisms of its lack of

empirical verification.

ERG Theory

Need for physical well being

ERG Theory

Need for satisfactory

relationships with others

ERG Theory

Focuses on the dev’t of human potential & the

desire for personal growth & increased

competence

ERG Theory

• This theory is similar to Maslow’s hierarchy of needs because both are hierarchical & presume individuals move up the hierarchy one need at a time

ERG Theory

FRUSTRATION-REGRESSION Principle: Failure to meet higher order need may trigger regression to an

already fulfilled lower order need

ERG Theory

• Frustration-regression Principle:A worker who cannot fulfill a need for personal growth may revert to a lower order social need & redirect his/her efforts toward making a lot of money

WORKERS THEREFORE MAY MOVE UP & DOWN

THE HIERARCHY DEPENDING ON THEIR

ABILITY TO SATISFY NEEDS

ERG Theory

• Many companies find that by creating a humane workplace that allows a balance bet. work & personal life is a GREAT HIGH-LEVEL MOTIVATOR

ERG Theory

• Many companies find that by creating a humane workplace that allows a balance bet. work & personal life is a GREAT HIGH-LEVEL MOTIVATOR

• Making work fun plays a role in creating this balance; it relieves stress & enables people to feel more “whole”

Two Factor Theory

Frederick Herzberg asserted that work characteristics associated with DISSATISFACTION were different from those connected with SATISFACTION.

This prompted the idea that TWO different FACTORS

influenced work motivation and an employee’s behavior at work.

Two Factor TheoryWhen HYGIENE FACTORS are poor, work is dissatisfying. GOOD hygiene factors remove dissatisfaction, but they do not cause satisfaction or motivation. Instead, employees are neutral towards work

Two Factor Theory

When MOTIVATION FACTORS are present, workers are highly motivated and satisfied. The absence of motivating factors removes satisfaction, but does not cause dissatisfaction. Instead, employees are neutral toward work.

The Manager’s role: Provide hygiene factors to meet basic

needs and use motivators to meet high-level to propel employees

toward achievement and satisfaction

Applied Needs Theory

David McClelland proposes in this theory that certain types of needs are ACQUIRED or LEARNED during an individuals lifetime.

People are not born with these needs, but may learn

them through their life experiences.

Applied Needs Theory

Need for Achieveme

nt

Need for Affiliation

Need for Power

The desire to achieve something difficult,

attain success, master complex tasks, &

surpass other

The desire to form close personal

relationships, avoid conflict, & establish warm friendships.

The desire to influence or

control others, be responsible for others, &

have authority over others.

Parallels Among Need Theories of Motivation