Chapter 7 MOTIVATION

Productivity measure- expressed as the ratio of output to inputs used in a production process
Motivating- Act of giving employees reasons or incentives to work to achieve organizational objectives.
Motivation- Refers to the process of activating behavior, sustaining it, and directing it toward a particular
goal
Factors contributing to motivation
• Willingness to do a job
• Self-confidence
• Needs satisfaction
• Leadership style
• The structure of the work
Theories of Motivation
• Maslow’s Needs Hierarchy Theory
• Herzberg’s two-factor Theory
• Expectancy Theory
• Goal Setting Theory
Maslow’s Needs Hierarchy Theory
Abraham Maslow- a psychologist, theorized that human beings have five basic needs which are:
Physiological, Security, Social, Esteem, and Self-actualization.`
Physiological Needs- Concerned with biological needs.
Security Needs- People will seek to satisfy their safety needs.
Security Needs - When we have our physiological needs for food and water met, our
safety needs dominate our behavior
Social Needs- The employee will now strive to secure love, affection, and the need to be accepted by
peers.
Physiological Needs - Are the foundation of Maslow's hierarchy of needs and include survival needs such
as the need for sleep, food, air, and reproduction.
Social Needs - Also known as the love and belonging stage, which includes interpersonal relationships.
Esteem Needs- They refer to the need for a positive self-image and self-respect and the need to be
respected by others.
Self-Actualization Needs- According to Maslow, represents growth of an individual toward fulfillment
of the highest needs; those for meaning in life, in particular
Physiological needs- the requirements we all need individually for human survival
Esteem Needs- The basis for the human desire we all have to be accepted and valued by others.
Self-Actualization Needs- Involve realizing our full potential as human beings and becoming all that we
are able to be.
Herzberg’s Two-Factor Theory
Frederick Herzberg -indicating that a satisfied employee is motivated from within to work harder.
Herzberg- identifies two classes of factors associated with employee satisfaction and dissatisfaction.
Also known as Herzberg's motivation-hygiene theory and dual-factor theory
Expectancy Theory- Motivation model based on the assumption that an individual will work depending
on his perception of the probability of his expectations to happen.
Expectancy Theory- About the mental processes regarding choice, or choosing. It explains the processes
that an individual undergoes to make choices.
Expectancy Theory- First proposed by Victor Vroom
Goal-setting theory- effects of setting goals on subsequent performance.
Researcher Edwin Locke- found that individuals who set specific, difficult goals performed better than
those who set general, easy goals.
Goal setting refers to the process of improving performance with objectives,deadlines,quality
Objectives -goals that are striven for, target.
Deadlines-the point in time at which something must be completed.
Quality Standard -level of excellence
Goal Setting Components
1. Goal Content
2. Goal Commitment
3. Work Behavior
4. Feedback aspects
Goal Content- A clear, measurable goal is more achievable than one that is poorly defined. In other
words, be specific! The most effective goals have a specific timeline for completion.
The goal must have a decent level of difficulty in order to motivate you to strive toward the goal.
Goals must be stated in quantitative terms. When exact figures to be met are set, understanding is
facilitated and workers are motivated to perform.
Goal Commitment- Put deliberate effort into meeting this goal. Share your goal with someone else in
order to increase your accountability to meet that goal.
Goal commitment -is a critical construct in understanding the relationship between goals and task
performance
Goal commitment - When individuals or groups are committed to the goals they are supposed to achieve,
there is a chance that they will be able to achieve them.
Work behaviour- the behavior one uses in employment and is normally more formal than other types
of human behavior.
Work behaviour- This varies from profession to profession, as some are far more casual than others.
Goals- influence behavior in terms of direction, effort, persistence, and planning. The identification of
goals provide a reason for an individual to persist in his efforts until the goal is attained.
Feedback Aspects- Set up a method to receive information on your progress toward a goal.
Feedback - provide the individuals with a way of knowing how far they have gone in achieving
objectives.
Techniques of Motivation
 Individuals or groups of individuals may be motivated to perform through the use of various
techniques.
1. Motivation through job design
2. Motivation through rewards
3. Motivation through employee participation

4. Other motivation techniques for the diverse work force

Motivation Through Job Design

Many of us assume the most important motivator at work is pay.
job design. - the major influence over worker motivation
How a job is designed has a major impact on employee motivation, job satisfaction, commitment to an
organization, and work behavior.
Motivation Through Job Design
Job design - the “specifying the tasks that constitute for an individual or a group.”
In motivating through the use of job design, two approached may be used: fitting people to jobs or fitting
jobs to people
 Fitting people to jobs
◦ Routine and repetitive tasks- make workers suffer from chronic dissatisfaction.

1. Realistic job previews- are devices used in the early stages of personnel selection to provide
potential applicants with information on both positive and negative aspects of the job
2. Job Rotation - is a technique used by some employers to rotate their employees' assigned jobs
throughout their employment.
3.Limited Exposure – where a worker’s exposure to a highly fragmented and tedious job is limited.

Fitting Jobs to People

1. Job enlargement - is an increase in job tasks and responsibilities to make a position more
challenging.

2. Job enrichment - is a management concept that involves redesigning jobs so that they are more
challenging to the employee and have less repetitive work.
Job enlargement- where two or more specialized tasks in a week flow sequence is combined into a
single job.
Job enrichment - where efforts are made to make jobs more interesting, challenging and rewarding.
Motivating Through Rewards
Rewards - consist of material and psychological benefits to employees for performing tasks in the
workplace.
Classification of Rewards
1. Extrinsic
2. Intrinsic

extrinsic - Those which refers to payoffs granted to the individual by another party.
, and other people control their size and whether or not they are granted
Examples:
- money- employee benefit - promotions- recognition-Status symbols- praise
Management of Extrinsic Rewards
1. It must satisfy individual needs.
2. The employee must believe effort will lead to reward.
3. Rewards must be equitable.
4. Rewards must be linked to performance.
Intrinsic Rewards- those which are internally experienced payoffs which are self granted.
Examples:
1. Sense of accomplishment.
2. Self –esteem.
3. Self – actualization.
An Array of Monetary and Other Incentives for Employees
Types of benefits
1. Monthly pay
2. 13th month pay
3. 14th month pay
4. Housing Allowance
5. Sick leave benefits
6. Vacation leave benefits
7. Pension plan
8. Paid vacation trip
9. Health insurance
10. Accident insurance
Motivation Through Employee Participation
Specific activities where employees may participate:
• Setting Goals
• Making decisions
• Solving problems
• Designing and implementing organizational changes