Motivation

ORGANIZATIONAL BEHAIORAL PRESENTATION

Group members:

 Muhammad Ashah
 Muhammad Arslan Latif
 Muhammad Junaid Iqbal
 Ayesha Shaukat
Topics covered

Introduction
Relation of motivation with organizational behavior
Advantages and disadvantages of motivation for organization and Individual
Conclusion
INTRODUTION

Motivation means a process of stimulating people to action to accomplished desired goals .

Motivation describes the reason or reasons one has for acting or behaving in a
particular way. This in turn impacts the general desire or willingness of someone to
do something.

In a business context, theories of motivation are concerned with identifying the

factors that affect the attitudes of employees (including managers) to their work
and the amount of effort that they put in to doing their work.

If managers understand the factors that motivate their employees, they might be
able to take measures to improve motivation and effort.
INTRODUTION

Motivation defined
 Influences that account for
 Initiation
 Direction
 Intensity
 Persistence of behavior
 Reasons people do what they do
INTRODUTION

 Internal drive that encourages us to achieve our goals

 Possible motives are endless
• Emotional
• Social
• Biological
INTRODUTION

Motivation is two-dimensional
Internal motivation is self-generate and comes when something is meaningful
or gives sense of purpose
Examples
 Job contentment
 Individual growth
 Achievement
INTRODUTION

 External motivation is an action taken by another person

 Usually involves an incentive or anticipation of a reward
Examples
 Money
 Awards
 Performance feedback
INTRODUTION

Content theories and process theories of motivation

Content theories
Content theories concentrate on what motivates individuals in their work.
Examples of content theory are:
 Maslow’s hierarchy of needs
 Herzberg’s hygiene and motivator factors
 McClelland’s motivational needs theory (although there are also elements
of process theory in motivational needs theory).
INTRODUTION

Process theories
Process theories of motivation concentrate on the process by which individuals are motivated, and the strength of that
motivation. In other words, the key question is: ‘how are people motivated?’
It is argued that individuals are motivated differently, and the strength of their motivation depends on a variety of factors, such
as:
 needs
 personality
 perceptions about whether more effort will result in achieving goals
 the rewards
 expectations about whether the rewards for achieving the goals will actually meet the individual’s needs.
Rewards and perceptions of rewards are usually a key factor in process theory.
Examples of process theory include:
 Vroom’s expectancy model
 Handy’s motivational calculus.
Relation with organizational behavior:

Maslow: the hierarchy of needs

In the 1950s, US psychologist Abraham Maslow developed a theory of the motivation of
individuals at work. He argued that individuals have seven in-built needs, and his theory is
concerned with the motivating power of each of these needs.
1. a need for freedom of inquiry and expression
2. a need for knowledge and understanding
3. Self-fulfillment needs…. to achieve something worthwhile in life
4. Esteem needs… to feel good about one’s own value or importance
5. Social needs... needs to interact with other people, and to be part of a group.
6. Safety/security needs… needs for security in work
7. Physiological needs (basic needs)…. for food, shelter, clothing
Relation with organizational behavior:

Herzberg and motivation-hygiene theory (two-factor theory

In the 1950s, Frederick Herzberg carried out some research into the factors
that motivate individuals in their work, He developed a two-factor theory of
motivation
Hygiene factors (= the factors causing dissatisfaction)
Company policy, Supervision, Relationship with the boss, Working conditions.
Salary, Relationship with colleagues
motivator factors (= the factors causing satisfaction).
Achievement, Recognition, The work itself, Responsibility, Advancement,
Growth
Relation with organizational behavior:

Vroom: expectancy theory

Victor Vroom published his ideas on expectancy theory in 1964. Expectancy
theory is a theory for predicting the strength of an individual’s motivation to put in
effort at work.
 there is a positive correlation between the efforts we make and the
performance that is the result of our efforts – in other words, the more effort we
put in, the better the performance will be, and
 good performance will result in a desirable reward, and
 the reward will satisfy an important need.
Effort → Perforate → Reward → Satisfation
Motivation ≈ Valences × Expectancy
Relation with organizational behavior:

McClelland: motivational needs theory

David McClelland (1917 – 1998) put forward a motivational needs theory,
which he developed into a needs-based motivational model.
1. a need for achievement (‘n-ach’)
2. a need for authority and power (‘n-pow’)
3. a need for affiliation (‘n-affil’).
Advantages of motivation for
organization

 Change the negative attitude to positive attitude

 Reduce labor turnover
 Reduce absenteeism
 Helps in introducing changes
 Improves level of efficiency of employees
 Helps in satisfying needs of the employees
 Creating friendly and supportive relationship
 Innovation
 Align the employees to create
Advantages of motivation for
organization

 Align the employees to create a good work culture

 Increase company’s value and profits
 Fasten a sense of job security
 Lay the seeds of a successful company
 Produce better products and Results
Advantages of motivation for
Individual

 Pay is extremely important, because it satisfies basic needs. Employees must be paid
enough to satisfy their basic physiological needs (whatever these are perceived to be).
 Unless employees feel secure in their job, there is no point in trying to increase motivation
through job design that improves social interaction.
 Making individuals feel part of a group must come before satisfying needs for esteem and
status.
 They set goals that they can influence
 They consider achievement more important than financial rewards.
 Achieving a goal or successfully completing a task gives them more satisfaction than
praise or thanks from others.
 Security and status are not prime motivators for them in their work.
 They are constantly looking for ways to do things better.
Advantages of motivation for
Individual

 Crucially, however, they need feedback about their performance. They

must be told about their actual performance and what they have
achieved.
 For achievers, pay is a form of feedback about their performance. High
pay and bonuses are a measurement of their success in achieving goals.
 Motivation will help him achieve his personal goals
 Job satisfaction
 Self development
Disadvantages Or limitations of
motivation for Individual

 Individuals have different needs, and they are not necessarily in the
hierarchical order suggested by Maslow.
 Many individuals may seek to satisfy several different needs at the same
time.
 The same need may cause different reactions and responses from
different individuals.
 There is an underlying assumption that the objectives of the organization
will be achieved if individuals receive rewards of higher status (promotion)
or self-fulfillment.
 self-actualisation is not always possible.
Four factors to Motivate Employees

1. The reward system

2. The leadership style
3. Organizational Climate
4. The structure of the work
Conclusion

 Motivation is very important both for organization and Individuals which will
result in:
 A keen team work on part of the employees
 Organization commitment and a sense of belonging in the employees
mind
 Immediate conflict resolution
 Healthy and safe work environment
 Effective communication in the organization
 Increase in productivity and a successful business having high value and
profits
Questions and answers

That's all of our presentation

Thanks for patient hearing

Questions?