Work Motivation

&
Creating a Motivating Work Setting

A V E N G E R S
 Work Motivation
&
Creating a Motivating Work Setting

A V E N G E R S
 Psycological forces within a person that determines the direction of that
person’s behavior in an organization, effort level, and persistence in the
face of obstacle.

Direction of Behavior Level of Effort Level of persistence

 INTRINSIC
MOTIVATION

Behavior
Behavior
performe
performed to
d for
acquire
its own
material or
sake
the source social Behavior
of rewards or to performed
motivation avoid for its
actually punishment consequenc
comes from es
performing
the EXTRINSIC
behavior
itself MOTIVATION
 The principle:
Need
“Employees have needs that they are motivated to satisfy in
Theory the workplace”
 Expectancy Theory

How employees make choices among alternatives behaviors and levels of

effort. This Theory focus on employees’ perception and thought and
cognitive processes.
Equity Theory
 Organizational Justice

Distributive Justice Procedural Justice

The perceived fairness of the The perceived fairness of the

distribution of outcomes in procedures used to make decisions
organizations, such as pay, promotions, about the distribution of outcomes. It
and desirable working conditions and is not concerned about the actual
assignments distribution of outcomes
Job Design
The process of linking specific tasks
to specific jobs and deciding what
techniques, equipment, and
procedures should be used to
perform those tasks.
 Scientific
Job Enlargement Job Enrichment
Management
A set of principles and practices
designed to increase the performance
of individual employees by:
Increase
number of Job

Job Provide opportunities

Simplification for employee growth
by giving employees
Same level of more responsibility
difficulty
and control over
Job their work.
Specialization
 The Social Information Processing Model
An approach to job design based on the idea that information from other people and employees’
own past behaviors influence employees’ perceptions of and responses to the design of their jobs.
It proposes that how employees perceive and respond to the design of their jobs is influenced
by social information (information from other people) and by employees’ own past behaviors.
 G o a l S e t t i ng

What Kinds of Goals Lead to High Why Do Goals Affect Motivation Limits to Goal-Setting Theory
Motivation and Performance? and Performance?
Management by Objectives
Goal-setting theory suggests that one
way to meet this challenge is to set
specific, difficult goals. In addition to
motivating employees, goals focus
employee inputs in the right direction
so that the inputs result not only in
acceptable levels of job performance
but also in the achievement of
organizational goals.
THANK YOU

Q&A Session start..!

QUESTION
Nur Muhammad A
“Yang mana paling dominan antara motivasi intrinsic dan motivasi ekstrinsik?”

Nina Suhartin
“Bagaimana cara untuk mengubah keadaan inequity menjadi equity?”