Motivation

Content

characteristics

of motiva

tion

What is

motivation

What are motives

Theories of motivation

MOTIVATION IS THAT PROCESS THROUGH WHICH THE LATENT CAPABILITY OF ALL THE PEOPLE WORKING AT EVERY LEVEL OF THE ORGANISATION CAN BE UTILISED FOR THE SUCCESSFUL ATTAINMENT OF OBJECTIVE

Performance =Motivation*ability

Characteristics of Motivation

1. Unending process2. A psychological concept3. Whole individual is motivated4. Motivation can be Positive and

negative5. Motivation may be Financial and

non – financial6. Extrinsic and intrinsic

7- MOTIVATION IS AN INTERNAL FEELING8- IT IS A CONTINOUS PROCESS 9- IT IS AN IMPORTANT FUNCTION OF MANAGEMENT10- IT STIMULATES PEOPLE TO DO WORK 11- EACH PERSON HAS DIFFERENT MOTIVATIONAL FACTORS

Process of Motivation

Need

DriveGoal

directed behavior

( felt deprivation)

Motive - A motive is an inner state that energizes, activates, or moves & directs, channels behavior towards goals.

Motive

Primary Secondary General

Controlled by Homeostatic Mechanisms Biological mechanisms that detect imbalances in essential internal elements. Stimulate us to restore the critical balance

Secondary motivesThey are most important in the organizational context.These are motives which are learned over time.Power, achievement and affiliation are important secondary motives.Power Motive: Desire to influence, coach, teach, or encourage others to achieve. Alfred Adler proposed the concepts of inferiority complex and competition to explain the power motive. Human behavior is governed by the feeling of inferiority coupled with an inherent need for superiority.Feeling of inferiority is being compensated by manifesting power motive.

General MotivesGeneral motives are neither purely primary nor purely secondary, but rather in between.It is not purely learned and also not has physiological basis.While primary motives induce an individual to reduce the tension within him/her, general motive stimulate tension within an individual.Also called stimulus motive.For ex. Curiosity, , manipulation, motive to remain active and to display affection.

ADVANTAGES OF MOTIVATION• HIGH LEVEL OF PERFORMANCE• LOW EMPLOYEES TURNOVER AND

ABSENTEESM • EASY ACCEPTANCE OF

ORGANISATIONAL CHANGE • SWEET RELATIONSHIP BETWEEN

OWNER AND EMPLOYEES • GOOD IMAGE OF THE ORGANISATION

Motivational techniquesLeads them

Real examples are quicker than adviceWay to influencing people

Appeal to benefitsCan motivateMutual benefits to both of you

Appeal to emotionsPeople act quickly to emotionsPositive mannerSustained by repeated inputs

Appeal to needs & wantsbasic needs satisfactionCreative expression, recognition & challenges & love

Appeal to expertiseAbilities enhance his self-worthPut best effort to seek approval

Management 8/e - Chapter 14 12

Challenges of motivation

Changing workforce Motivation only inferred Dynamic nature of needs

Theories of Motivation

Theories

Content

Process

Content Theories

Maslow’s hierarchy of needs

McClelland’s Theory of

achievement, power,

and affiliation

needs

Alderfer’s ERG Model

Theory X and Y

Herzberg’stwo-factor

theory of motivatio

n.

Needs Hierarchy Theory

Achieveme

ntAdvancemen

t

Responsibilit

y

Recognition

Work itself

Motivational Factors

Interpersonal

relations

Money

Job securit

yStatus

Working

conditions

Hygiene Factors

Two-Factor Theory

Theory of Needs

ERG Model

Alderfer classifies needs into three categories, also ordered hierarchically:

Growth needs (development of competence and realization of potential)

Relatedness needs (satisfactory relations with others)

Existence needs (physical well-being)

Theory X and Y

Theory X Theory Y

1. Workers dislike to work by themselves.

1. Workers feel that work is as natural as play.

2. Workers are not ready to accept responsibility.

2. Workers are ready to accept responsibility if proper motivation is available to them.

3. Workers prefer to be directed by others.

3. Workers are directed by themselves.

4. Workers are unambitious. 4. Workers are ambitious.

5. Workers by nature resist change & want security.

5. Workers are ready to cope up with changes.

Process Theories

Adams Equity

Theory

Vroom Expecta

ncy Theory

Expectancy Theory (VIE Model)(VROOM)

IndividualEffort

IndividualPerformance

OrganizationalPerfirmance

PersonalGoals

1. Effort-Performance relationship = Expectancy2. Performance-Rewards relationship = Instrumentality3. Rewards-Personal goals relationship = Second level instrumentality 4. Valence= the perceived value of the rewards to the reciepient

Expectancy Instrumentality Second Level Instrumentality

If impt personal goals are fulfilled.

Adams Equity Theory Inequity occurs when an employee perceives his/her outcomes to inputs and

the ratio of a coworker's outcomes to inputs to be unequal.

person's outcomes = other outcome's = equityperson's inputs other's inputs

Thank you