Motivation

Group # 3
Reporter: Cesar Esguerra

What is Motivation?
Movere which means to move, or
general drive to accomplish a
particular goal.
An internal state that arouses, directs,
and maintains behavior.
Is purposeful and includes the
processes that guide the general
strength and direction of an
organisms activity over time.

For Example in Hyatt Hotel Groups example

provides four major indicators of employees
motivation that are commonly value by the
employers and they are:
Commitment
EngamentTurn over is the loss of valued employees.

Other Definitions

Direction and focus of behavior

Strength of the response (effort) once employee chooses to follow
a course of action
Persistence of the behavior or how long the person continues to
behave in a particular manner
Different motivators for different cultures/situations
Emphasis on different factors depending on what is being studied.

Why Does an organization needs

to motivate its employees?
Fear of Union
Promote Positive Climate
Able to pay workers less with result
to more production output.

Factors that demotivate Employees

Tolerating poor performance by others
Unfair distribution of rewards
Failing to provide clear expectation
Making false promise of incentive available
Leveling undue criticism of employees

three element of work

1. Direction and focus of the behaviour
Positive factor
Dependability, timeliness,
Helpfulness
Creativity
Negative FactorTardiness, low performance
absenteeism ,withdrawal

2. Level of work Provided

full commitment, to work assignments,

task, goals
or just enough to get by his/her work. To
have his salary at the end of the 15 th day
work.

3. Persistent Behaviour
Positive - repeat of good performance
Negative - Giving up prematurely and
giving
sporadically.

Models of Motivation
Environment
Need &
Drives

opportunity
tension
Goals &
Incentives

effort

performance

ability
Need satisfaction

rewards

Motivational Drives:
Achievement
Affiliation:
Power

A Job Performance Model of Motivation

Individual Inputs

Ability, Job knowledge

Dispositions & Traits
Emotions, Moods, &Affect
Beliefs & Values
Arousal
Job Context

Physical Environment
Task Design
Rewards & Reinforcement
Supervisory Support &
Coaching
Social Norms
Organizational Culture

Skills

Motivational Processes

Attention
&
Direction

Intensity
&
Persistence

Enable, Limit

Motivated
Behaviors

Correlates of Job Satisfaction

Variables Related
to Satisfaction

Direction of
Strength of
Relationship
Relationship

Motivation
Positive
Moderate
Job Involvement
Positive
Moderate
Organizational citizenship
behavior
Positive
Moderate
Organizational commitment
Positive
Strong
Absenteeism
Negative
Weak
Tardiness
Negative
Weak
Turnover
Negative
Moderate
Heart Disease
Negative
Moderate
Perceived stress
Negative
Strong
Pro-union voting
Negative
Moderate
Job performance
Positive
Weak
Life satisfaction
Positive
Moderate
Mental health
Positive
Moderate

Ways to motivate individuals

Allow individual to express their

thoughts and ideas freely.
Stablish SMART Goals
Treat individual with dignity and respect
Create a Positive work climate
Give Rewards
Continous communication
Allow Individuals to be what theyre
capable of doing

Employees motivational theories and Models

Needs- Process
How to satisfy employees to increase in work productivity
Need for competence
Reinforcements
Empowerment
Information
Knowledge
Rewards
Reinforcement Tools
Continuous Reinforcement
Partial Reinforcement

Goal Setting
Identify exact behaviour to be modified
Make sure the expected behaviour is with in the employees capability
Determine not only the rewards that employees value but also the
magnitude that could affect their behaviour.
Clarify the connection between desired behaviour and rewards.
Use positive reinforcement whenever possible.
Use Punishment only in unusual circumstances and for specific
behaviours
Ignore minor un desirable behaviour to allow its instinction.
Use shaping procedures to develop correct complex behaviour.
Minimize the time between the correct behaviour and its
reinforcement.
Provide reinforcement frequently and on some chosen schedules.

Tips for building employees self efficacy.

Dont imply that employees are incompetent
Dont talk to them about their performance
Dont find petty faults with their results.
Dont criticize their work in front of their peers.
Dont be little the importance of their task or Job.
Do praise them for their appropriate effort
Do ask for their inputs and suggestions
Do listen carefully to their ideas for improvement.
Do share positive feedback from their peers with them.
Do provide formal recognition for their achievement.

Elements of Goal Setting

Acceptance
Specificity
Challenge
EXPECTANCY MODEL
a performance feedback system a for the first time what positive and
negative result can you safely predict from doing that? Much
one wants a reward valence ones estimate of the probability that effort will
result in successful performance (expectancy), and ones estimate that
performance will result in receiving the reward (instrumentality) this
relationship is stated in the following formula.
Valence x Expectancy x Instrumentality = Motivation
Valence
Expectancy

Interpretation of expectancy model

Advantages
Encourages managers to design motivational climate that will stimulate
appropriate employees behaviour.
Dis advantage
Difficult to tell their employees why some desired rewards are currently
un available.
Limitation;
Its multiplicative combination of the three elements needs further
substantiation,
Both intrinsic and extrinsic reward is needed to be reconsider.
Reliable measure of valence, expectancy and instrumentality needs to
be develop.
It is needed to be completed for managers to practically use.
Hard to explain what factors restrict employees performance despite
their strong effort.

Instrumentality

How the Model Work

Equity Model:
Ones own outcomes

others outcomes
=

Ones own inputs

Others inputs

Ones inputs
Job Effort
Education
Seniority
Performance
Job Difficulty
Others inputs

ones outcomes
Pay
Benefits
Fun at work
Flexibility
Social Reward
Psychological Rewards

Maslows Model of Needs Priority

Self- transcendence
Self actualization
Aesthetic Needs
Cognitive
Esteem
Belongingness and Love
Safety security

A Comparison of Maslows, Herzbergs, & Alderferss Models

Model of Maslows
Hierarcy of needs
Self actualization
Self actualization
Esteem & status
Esteem & status
needs
needs
Belonging & social
Belonging & social
needs
needs
Safety & security
Safety & security
needs
needs
Physiological Needs
Physiological Needs

Herzbergs two factor Model

Alderfers E-R-G
model

needs
Work itself, achievement, Growth
Growth
needs
Work itself, achievement,
possibly of growth
possibly of growth
responsibility
responsibility
Advancement recognition
Advancement recognition
Relatedness Needs
Status
Relatedness Needs

Relationship with
supervisors
Peer relationships
Relationship with sub
ordinates
quality of supervision

Company policy
And administration
Job security

Working condition

Existence Needs
Existence Needs

Motivation
Intrinsic/Extrinsic Rewards and Motivation offers a

framework that encompasses both a psychological and financial stake

Focuses on defining types of rewards, offers the manager flexibility in terms
of design and implementation,
Extrinsic Rewards (Tangible rewards)
Pay, benefits, working conditions
The material aspects of the work
Extrinsic Motivation
We engage in certain behaviors to receive or avoid rewards or punishments.
We are motivated to perform a task to receive rewards
Intrinsic Rewards (Intangible rewards)
Intangible, feelings of achievement, challenge of work itself, recognition
Relate to the nature of the work itself
Intrinsic Motivation
Individual desires to work hard for the pleasure of accomplishment

Motivation
The flaw in motivation theories
There is no specific theory that can be
applied independently to achieve
sustainable results
Certain models are better suited for specific
situations
Managers must diagnose which model to
apply
Combination of models may be best
approach
Do managers have the skills or training to
know how to identify and implement an
effective model?

End of report

Thank you!