60889728-motivation-ppt-110912122035-phpapp01

8/3/2019 60889728-motivation-ppt-110912122035-phpapp01

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Topics to be Covered:

Introduction

Theories of Motivation (Maslow, Alderfer,Adam, Herzberg, Vroom)

Motivational Techniques.


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Case Incident 1

Prakash is an engineer in a large design engineer office. Hehails from a poor but disciplined family. The family has arural background. For prakash, it was earn while you

learnalthrough till he graduated in architecture.Prakash is intelligent, capable and hard working. But hismain fault is that he does not want to take risks. Hehesitates to make decisions himself, and often bringspetty and routine problems to his boss or to peers fordecisions. Whenever he does a design job, brings it inrough draft to his boss for approval before finalizing it.Since prakash is a capable person his boss wants tomotivate him to be more independent in his work.

The boss believes that this approach will improve prakashsperformance, relieve the boss from extra routine andgive prakash more self confidence. However the boss isnot sure how to go about motivating prakash to takeinitiative in his work.

IN THE ROLE OF THE BOSS, PLAN HOW WILL YOUMOTIVATE PRAKASH. GIVE REASONS.


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Direction

PersistenceIntensity

What Is Motivation?


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Performance of an individual depends on hisor her ability backed by motivation.

PERFORMANCE =f (ABILITY * MOTIVATION )

ABILITY is the skill and competence of a person tocompete a given task.

MOTIVATION is the set of forces that causes peopleto behave in certain ways.


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Motivation is the result of processes,internal or external to the individual,

that arouse enthusiasm and persistence

to pursue a certain course of action


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1. Identifies Needs

2. Search for ways to

satisfy needs

3. Engage in goal

directed behavior

4. Performs

5. Receives either

rewards or punishments

6. Reassesses needs

deficiencies

EMPLOYEE

FRAMEWORK OF MOTIVATION


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Importance of Motivation

A motivated employee is quality oriented.

Motivated workers are more productive.

They always look for better way of doing

jobs.


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EARLY THEORIES

SCIENTIFIC

MANGANGEMENT

REINFORCEMENTPROCESS

MASLOW

HERZBERG

ALDERFER

Mc CLELLAND

VROOM

ADAM

PORTERLAWLER

CONTEMPORARYTHEORIES

HUMAN RELATIONSMODEL CONTENT

Theories of Motivation


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Content theories

explain why people have different needs atdifferent times

Process theories

describe the processes through which

needs are translated into behavior

Content vs. Process Motivation

Theories


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CONTENT THEORIES


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Maslows Hierarchy of Needs

Self-

actualization

Esteem

Belongingness

Security

PhysiologyFood

Achievement

Status

Friendship

Stability

Job

Friends

Pension

Base

NEEDS

General Examples Organizational Examples

jobChallenging

title

at work

plan

salary


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Survival or physiological needs: Includes basic needs whichare required for survival like food, drink, oxygen, sleep etc.

Security or safety needs: Includes preference for a securedincome, the acquisition of insurance, a house etc.

Belonging needs: Includes affectionate relationship withothers namely for a place in his family.

Self Esteem needs: Maslow has classified into self esteemand esteem from others. Self Esteem includes desire forcompetence, confidence, personal strength, achievement,independence. Later includes prestige, recognition, status,reputation.

Self Actualization: This is the desire to become everythingthat one is capable of becoming. To self actualize is tobecome the total kind of person that one wants to becometo reach ones potential. Eg. A Beautiful Mind (John Nash)


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From Organization's Point of view:

Physiological needs: Employees concern for salaryand basic working conditions.

Safety needs: Job security, salary increases, safeworking conditions, unionization and lobbying for

protective legislation.

Belonging needs: Need for compatible work group,peer acceptance, professional friendship.

Self Esteem: Job title, merit pay, peer/supervisoryrecognition, challenging work.

Self Actualization: Desire for excelling in ones job,successfully managing a unit.


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Alderfers ERG Theory

Existence needs

Physiological

Relatedness needs

How one individual relates to his/her socialenvironment

Growth needs

Achievement and self actualization


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Alderfers ERG Theory

Satisfaction-Progression Frustration-Regression

Growth Needs

RelatednessNeeds

Existence Needs


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Herzbergs Two Factor Theory

Known as 2 factor theory or the motivationhygiene theory

The crux of 2 factor theory is based on this

survey being done by Herzberg on 200employees considering the factors which affectwork motivation:

1. As per the survey, the respondents asked 2questions (a) When did you feel particularly goodabout the job? (b) When did you feelexceptionally bad about the job?


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Responses revealed that factors which maderespondents feel good were totally different fromthose which made them feel bad.

Some factors lead to complete job satisfaction (asgiven in inner circle) called as motivators orsatisfiers or job content whereas some lead tocomplete job dissatisfaction (outer circle) called asdissatisfiers or hygiene factors or job contextfactors.

Satisfaction is affected by motivators anddissatisfaction is affected by hygiene factors. Thisis the key idea of herzberg.


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ACHIEVEMENT

RECOGNITIONWORK ITSELF

RESPONSIBILITYGROWTH ADVANCEMENT

COMPANY POLICYAND

ADMINISTRATION

SECURITY

STATUS

SALARY

WORKINGCONDITIONS

MOTIVATORS

HYGIENEFACTORS


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Content Theories of Motivation- AComparative Perspective

Self-Actualization

Esteem

Belongingness

Safety

Physiological

Growth

Relatedness

Existence

Motivator--HygieneTheory

Motivators

Hygienes

ERGTheory

Needs HierarchyTheory


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Exercise on herzbergs theory

1. An interesting job2. A good boss3. Recognition and appreciation for the work I do4. The opportunity for advancement5. A satisfying personal life6. A prestigious or status job7. Job responsibility8. Good working condition(nice office)9. Sensible company rules, regulations, policies10. The opportunity to grow through learning new things11. A job I can do well and succeed at12. Job security

5- very imp, 4-imp, 3- somewhat imp, 2 - less imp, 1 - not imp

Hygiene factors= 2 , 5 , 6, 8, 9, 12Motivations factors = 1, 3, 4, 7, 10, 11


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Process Theory of Motivation

Why people choose certain behavioral options to

satisfy their needs and how they evaluate theirsatisfaction after they have attained their goals.


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Vrooms Expectancy Theory

Motivation depends on how much we want somethingand how likely we are to get it.

Elements

Expectancy(E) is the probability that effort will lead to

performance. Instrumentality(I) is the perception that performance

leads to an outcome.

Outcomeis the consequence or reward for

performance. Eg. Person motivated towards superiorperformance due to the desire to be promoted.

Valence(V) is how much a particular outcome isvalued.


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Expectancy Theory


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E-to-PExpectancy

P-to-O

Expectancy

Outcomes& Valences

Outcome 1+ or -

Effort Performance

Outcome 3+ or -

Outcome 2

+ or -

Expectancy Theory of Motivation


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Expectancy Theory in Practice

Increasing the E-to-P expectancy training, selection, resources, clarify roles,

provide coaching and feedback

Increasing the P-to-O expectancy Measure performance accurately, explain how

rewards are based on past performance

Increasing outcome valences Use valued rewards, individualize rewards,


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Adams Equity Theory

Individuals equate value of rewards to effort andcompare it to other people.

Inputs/OutcomesComparison of

self with others

Equity

Inequity

Motivation to maintaincurrent situation

Ways to reduce inequity Change inputs Change outcomes Alter perceptions of self Alter perceptions of other

Leave situation Change comparisons

outcomes(self)

inputs (self)=

outcomes (other)

inputs (other)


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Elements of Equity Theory

This is otherwise known as socialcomparison theory or inequity theory.

This theory states that individuals are

motivated by their desire to be equitablytreated in their work relationships.

Elements of equity theory are : (Person),

(Comparison), (Inputs) likeeducation,skills,experience ,(Outcomes) likepay, promotions, benefits.


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Motivational Techniques:

Various motivational techniques are:

Money

Job enlargement, enrichment and rotation Quality of work life

Others like flexible working hours, flexible

benefits.

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