Objective

The purpose of this presentation is to facilitate a discussion environment where best practices and cases are evaluated whether they can be applied to ITC.

Agenda
Definition of Motivation Need Theories Process Theories Reinforcement Theories Conclusion

Agenda
Definition of Motivation Need Theories Process Theories Reinforcement Theories Conclusion

Motivation
Motivation is a psychological process that causes the arousal, direction, and persistence of voluntary actions that are goal directed

The Motivation-Behavior-Job Performance Sequence

Motivation is the psychological process

that leads to
Choice of behavior

that results in
Some level of job performance

Types of Motivation Theories

Need Theories: Needs are physiological and psychological deficiencies that an individual feels some compulsion to eliminate

Process Theories: People give meaning to rewards and the work opportunities available to them. Reinforcement Theories: People's behavior is influenced by its environmental consequences.

Types of Motivation Theories

Need Theories
Maslows hierarchy of needs Alderfer's ERG theory Herzberg's two-factor theory McClelland`s acquired needs theory

Process Theories
Expectancy Theory Goal Setting Theory

Reinforcement Theories

Agenda
Definition of Motivation Need Theories Process Theories Reinforcement Theories Conclusion

Need Theories Outline

Four prominent need theories:
Maslows hierarchy of needs Alderfer's ERG theory Herzberg's two-factor theory McClleland`s acquired needs theory

Maslows Hierarchy of Needs

Holds that the five needs exist in a strict hierarchy of prepotency such that a need at one level doesn't become activated until the next lower-level need is satisfied

Maslows Hierarchy of Needs

Highest-level needs Needs Selfactualization Esteem Description Realize ones full potential Feel good about one-self Social interaction, love Example Creative and challenging work Participation in decision making Job flexibility and autonomy Responsibility of an important job Promotion to a higher status job Praise and recognition from boss Friendly co-workers Interaction with customers Pleasant supervisor

Belongingness

Safety

Security, stability Safe working conditions , health insurance

Physiological
Lowest-level needs

Food, water, shelter

Basic pay level to buy items Reasonable working hours

Alfeders ERG Theory

Existence

Safety Physiological needs Social Needs Internal Esteem Needs External Esteem Needs Self Actualization

Relatedness Growth

Alfeders ERG Theory

Relatedness

Existence

Growth

As lower needs become satisfied, a person seeks to satisfy higher needs A person can be motivated by needs at more than one level at the same time When people experience need frustration they will focus on satisfying the needs at the next-lowest level (Frustration Regression Principle)

Satisfaction/Progression Frustration/Regression

Satisfaction/Strengthening

What is important for you at work?

Herzberg's Two-Factor Theory

Motivators Satisfaction Hygiene Factors No dissatisfaction Dissatisfaction No satisfaction

Hygiene Factors
Company policies Quality of supervision

Motivational Factors
Achievement Career advancement Personal growth

Relations with others

Personal life Rate of pay Job security Working conditions

Job interest
Recognition Responsibility

McClelland`s Acquired-Needs Theory

David McClelland proposes that people acquire needs through their life experiences.

Achievement Power
Affiliation

Agenda
Definition of Motivation Need Theories Process Theories Reinforcement Theories Conclusion

Process Theories Outline

Two prominent need theories:
Expectancy Theory Goal Setting Theory

Vrooms Expectancy Theory

Motivation = Expectancy x Instrumentality x Valence

Expectancy: The belief that I am able to complete the actions. (My capability?) Instrumentality: The belief that if I complete certain actions then I will achieve the outcome. (Clear path?) .

Valence: The value of the perceived outcome (What's in it for me?).

How Expectancy Theory Works?

Your supervisor offered you 10000$ to memorize a textbook by tomorrow morning

Expectancy
Effort - Performance Link
No matter how much effort you put in, probably not possible to memorise the text in 24 hours E=0

Instrumentality
Performance - Rewards Link
Your supervisor does not look like someone who has 10000$

Valence
Rewards - Personal Goals Link
There are a lot of wonderful things you could do with 10000$

I=0

V=1

Conclusion: Though you value the reward, you will not be motivated to do the task

Goal Setting Theory

Focuses on motivating workers to contribute their inputs to their jobs and organizations. Considers how managers can ensure that workers focus their inputs in the direction of high performance and the achievement of organizational goals.

Choice: Goals narrow attention and direct efforts to goal-relevant activities, and away from perceived undesirable and goal-irrelevant actions. Effort: Goals can lead to more effort; for example, if one typically produces 4 units an hour, and has the goal of producing 6, one may work more intensely than one would otherwise in order to reach the goal. Persistence: An individual becomes more prone to work through setbacks if pursuing a goal. Cognition: Goals can lead an individual to develop cognitive strategies to change their behavior.

Goal Setting Theory

Goals
Specific Difficult Accepted

Effects on Person
Directs attention Energises Encourages persistency New strategies developed

Performance related to cognition

Feedback

Agenda
Definition of Motivation Need Theories Process Theories Reinforcement Theories Conclusion

Reinforcement

Reinforcement Theory Model

The law of effect states that behavior followed by a pleasant consequence is likely to be repeated; behavior followed by an unpleasant consequence is unlikely to be repeated.

Operant conditioning consequences.

influences

behavior

by

controlling

its

Positive reinforcement connects desirable behavior with pleasant consequences. Punishment connects consequences. undesirable behavior with unpleasant

Reinforcement Theory
Manager`s Objective Individual Behavior Reinforcement Strategy Praise employee: recommend pay increase Stop complaints Withhold praise and rewards Failure Reprimand employee Punishment Type of Reinforcement Positive Reinforcement

Achievement

Corporate Goal

Negative Reinforcement

Extinction

Agenda
Definition of Motivation Need Theories Process Theories Reinforcement Theories Conclusion

Summary
Need Theories
Maslows hierarchy of needs needs to be satisfied Alderfer's ERG theory Herzberg's two-factor theory McClelland`s acquired needs theory

Process Theories
Expectancy Theory Goal Setting Theory

Reinforcement Theories

Motivation Theories
Need Theries Process Theories Reinforcement Theory
Maslows Hierarchy of Needs Alfeders ERG Theory Herzbergs Two Factor Theory McClelland's Acquired Needs Theory

Expectany Theory Goal Setting Theory

Relies on setting positive and negative rewarding

Motivation Theories
Need Theories
Maslows hierarchy of needs- Needs should be fulfilled according to an order Alfeders ERG: Needs can be satisfied at the same time, need frustration regression principle Herzbergs two factor theory- Dissatisfaction occurs when hygiene factors are absent Mclleland acquired needs theory- We may identify new needs as we progress in life

Process Theories

Expectancy theory- Motivation is a combination of expectancy, instrumentality and valence Goal Setting Theory- relies on setting challenging goals to motivate people

Reinforcement Theories

It is based on positive and negative rewarding

Conclusion

How do you think we can benefit from these theories?

Thank You