MOTIVATION

What Is Motivation? Motivation is the process that account for an individuals intensity, direction and persistence of effort towards attaining a goal.

Defining Motivation
The result of the interaction between the individual and the situation. The processes that account for an individuals intensity, direction, and persistence of effort toward attaining a goal specifically, an organizational goal.

6-3

Three key elements

Direction

Intensity

Persistence

 Three key elements: Intensity how hard a person tries Direction effort that is channeled toward, and consistent with, organizational goals Persistence how long a person can maintain effort

What Is Work Motivation?

Work motivation is the psychological forces within a person that determine
the direction of a persons behavior in an organization, a persons level of effort, and a persons level of persistence in the face of obstacles

Exhibit 6.1 Elements of Work Motivation

Direction of Behavior
Which behaviors does a person choose to perform in an organization? How hard does a person work to perform a chosen behavior? When faced with obstacles, how hard does a person keep trying to perform a chosen behavior successfully?

Level of Effort

Level of Persistence

Motivation and Performance

Performance is an evaluation of the results of a persons behavior Motivation is only one factor among many that contributes to an employees job performance

Motivation
Intrinsic
Source of motivation is actually performing the behavior Behavior performed for its own sake

Extrinsic
Source of motivation is acquisition of material or social rewards or to avoid punishment

Exhibit 6.2 The Motivation Equation

Inputs: Effort Time Education Experience Skills Knowledge Job behaviors

Performance: Quantity Quality Level of customer service

Outcomes: Pay Job security Benefits Vacation Satisfaction Pleasure

Basic Assumption About Motivation

Motivation is commonly assumed to be a good thing. Motivation is one of several factors that goes into persons performance. Motivation is in short supply and in need of periodic replenishment. Motivation is a tool with which managers can arrange job relationship in organization.

Carrot and Stick

Theories of Motivation
Needs theories Maslows hierarchy of needs Herzbergs two factor theory
Process theories Expectancy Theory Goal Setting Theory

Maslows Hierarchy of Need Theory

Types & Systems of Needs Diversity of Need Systems

Maslows Hierarchy of needs Love
Belongingness Physiological Safety Esteem

Self Actualization

S e v t al e R i

Development

Contrasting Views of Satisfaction and Dissatisfaction

Traditional view
Satisfaction Dissatisfaction

Herzberg's view
Motivators Satisfaction Hygiene Factors No dissatisfaction Dissatisfaction No satisfaction

The Two Factor Theory

Herzberg conducted research about 200 accountants and engineers employed by firms in and around Pittsburgh, Pennsylvania to find out motivational factor effect. When they achieve something they feel good but will not be motivated. When they do not achieve something it will not make them feel bad and they will not be demotivated.

Herzberg developed the idea of job satisfaction. This is the pleasure that people get from their work. To gain job satisfaction, Herzberg thought four factors need to be present:

Satisfaction factors
1. 2. 3. 4. Recognition - having good or hard work recognised, especially by managers. Achievement - the personal feeling gained from knowing that a job has been done well. Promotion - this comes from recognition and achievement which lead to a more senior job. Responsibility - this comes from promotion, and increases a persons sense of recognition. It results in a greater sense of achievement.

If these factors are missing morale and motivation are lower and can lead to unhappy workers and a fall in output.

Herzbergs Two-Factor Theory

Dissatisfaction and demotivation

Not dissatisfied but not motivated

Positive satisfaction and motivation

Hygiene Factors
Company policies Quality of supervision Relations with others Personal life Rate of pay Job security Working conditions

Motivational Factors
Achievement Career advancement Personal growth Job interest Recognition Responsibility

Comparision between Maslows and Herzbergs Needs Theories

Maslow
Self-Actualisation
Motivators

Herzberg

Esteem

Social Safety Physiological

Hygiene Factors

Alderfers ERG Theory

There are three needs of core needs:1. Existence Needs: are concerned with survival (physiological well being). 2. Relatedness Need: the desire we have for maintaining important interpersonal relationship. 3. Growth Needs: are concerned with the individuals intrinsic desire for personal development.

Process Theories

Expectancy Theory
A theory of motivation that says that people choose how to behave from among alternative courses of behavior based on their expectation of what there is to gain from each behavior. This theory has three major components: Expectancy : Probability that ones effort will result in success. Instrumentality : Estimate the performance will result in receiving rewards. Valence : How much one wants reward? Varies from individual to individual.

Expectancy Theory (Victor Vroom)

Individual Effort

Individual Performance

Organisational Rewards 3

1. Effort-Performance relationship = Expectancy 2. Performance-Rewards relationship = Instrumentality 3. Rewards-Personal goals relationship = Valence

Personal Goals

24

How Expectancy Theory Works?

Your teacher offers you $1 million if you memorize the textbook by tomorrow morning.

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

Instrumentality
Performance - Rewards Link
Your teacher does not look like someone who has 1 million

Valence
Rewards - Personal Goals Link
There are a lot of wonderful things you could do with 1 million

I=0

V=1

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

Equity Theory
Individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities. Inequities occurs when Persons outcome Persons inputs Persons outcome Persons inputs Equity occurs when Persons outcomes Persons inputs Others outcome Others inputs Others outcome Others inputs Others outcomes Others inputs

Goal Setting Theory

A process theory of motivation that focuses on the process of setting goals. Christopher Earley and Christine Shalley describe the goal setting process in terms of four phases in persons reasoning.
Establishment of standard to be attained. Evaluation of whether the standard can be achieved. Evaluation of whether the standard matches personal goals. The standard is accepted, the goal is there by set, and behavior proceeds toward the goal.

Goal Setting
Effects on Person
Directs attention Energises Encourages persistency New strategies developed

Goals
Specific Difficult Accepted

Performance

Feedback

Thanks

Reinforcement Theory
An approach to motivation based on the law of effect- the idea that behavior with positive consequences tends to be repeated, while behavior with negative consequences tends not to be repeated. Behavior modification Positive reinforcement Avoidance learning Extinction Punishment