Human Relations Motivation. Motivation Is an internal or external stimulus that arouses enthusiasm...

Human RelationsHuman Relations

MotivationMotivation

MotivationMotivation

Is an internal or external stimulus that Is an internal or external stimulus that arouses enthusiasm and persistence in arouses enthusiasm and persistence in

pursuit of a certain course of action or goal.pursuit of a certain course of action or goal.

Is an internal or external stimulus that Is an internal or external stimulus that arouses enthusiasm and persistence in arouses enthusiasm and persistence in

pursuit of a certain course of action or goal.pursuit of a certain course of action or goal.


Would you go get a dollar?Would you go get a dollar?

There is a dollar bill under There is a dollar bill under someone’s chair in this room.someone’s chair in this room.

There is a dollar bill under There is a dollar bill under someone’s chair in this room.someone’s chair in this room.


Would you go get a dollar?Would you go get a dollar?

If right now it was under a rock at If right now it was under a rock at the top of Mt. Rainier?the top of Mt. Rainier?

How about if it was inserted in the How about if it was inserted in the book book Contemporary AlgebraContemporary Algebra in the in the

school library?school library?


How about if it was inserted in the How about if it was inserted in the book book Contemporary AlgebraContemporary Algebra in the in the

school library?school library?


Would you go get a million dollars?Would you go get a million dollars?




NeedNeed


A Model of MotivationA Model of Motivation

TensionTension

ActionAction

ReliefRelief

Another Model of MotivationAnother Model of Motivation

NEED-Creates desire to fulfill need.

BEHAVIOR-Taking action to fulfill needs.

REWARDS-Satisfy needs.

FEEDBACK-Reward informs person whether behavior was appropriate and should be used again. (Was it worth it to go to the top of Mt. Rainier for a dollar?)


Wants and NeedsWants and Needs

A “want” is a wish for.A “want” is a wish for.

A “need” is more urgent.A “need” is more urgent.

A “want” is a wish for.A “want” is a wish for.

A “need” is more urgent.A “need” is more urgent.


NeedsNeeds

Primary NeedPrimary Need

– – basic needs required for life.basic needs required for life.Secondary NeedSecondary Need

---- psychological; unique. psychological; unique.

Primary NeedPrimary Need

– – basic needs required for life.basic needs required for life.Secondary NeedSecondary Need

---- psychological; unique. psychological; unique.


Wants and NeedsWants and Needs

Does a “want” ever Does a “want” ever become a “need”?become a “need”?Does a “want” ever Does a “want” ever become a “need”?become a “need”?


Maslow’s Hierarchy of Needs TheoryMaslow’s Hierarchy of Needs Theory

Physiological Needsmost basic human physical needs

Safety/Security Needssafe and secure physical and emotional environment

Social Needsdesire to be accepted by one’s peers

Esteem Needsdesire for a positive self-

imageand to receive attention

Self-ActualizationNeeds

represent the need forself-fulfillment

Herzberg’s Two-Factor TheoryHerzberg’s Two-Factor Theory

Area of Satisfaction

Area of Dissatisfaction

Motivators influence level of satisfaction.

Hygiene factors influence levelof dissatisfaction.

Motivators

HygieneFactors

AchievementRecognitionResponsibilityWork itselfPersonal growth

Working conditionsPay and securityCompany policiesSupervisorsInterpersonal relationships

Acquired Needs TheoryAcquired Needs Theory

Need for Achievementdesire to accomplish something difficult, master

complex tasks, and surpass others

Need for Affiliationdesire to form close personal

relationships, avoid conflict, andestablish warm friendships

Need forPower

desire to influenceor control others

Process TheoryProcess Theory

Vroom’s Expectancy Theorymotivation depends on individuals’ expectations about

their ability to perform tasks and receive desired rewards.

concerned not with identifying types of needs but with the thinking process that individuals use to achieve rewards.

based on the effort, performance, and desirability of outcomes.

Vroom’s Expectancy Theorymotivation depends on individuals’ expectations about

their ability to perform tasks and receive desired rewards.

concerned not with identifying types of needs but with the thinking process that individuals use to achieve rewards.

based on the effort, performance, and desirability of outcomes.

A group of theories that explain how people select behaviors with which to meet their needs and determine whether their choices were successful.

New Methods of MotivationNew Methods of Motivation

• Unconventional and cost-effective rewardsUnconventional and cost-effective rewards• TechnologyTechnology• FlexibilityFlexibility• TrainingTraining• Attention and recognitionAttention and recognition


Basic Motivation ModelBasic Motivation Model

Need

Frustration

PositiveBehavior

NegativeBehavior

NonfulfillmentFulfillment

Application of Motivation Application of Motivation TheoriesTheories

• Consider alternative ways to fulfill Consider alternative ways to fulfill needs and wants.needs and wants.

• Avoid negative behaviors that can Avoid negative behaviors that can limit future opportunities.limit future opportunities.

• Consider which behaviors might Consider which behaviors might benefit you in the long run.benefit you in the long run.

Motivational Source FieldsMotivational Source Fields

Outside Forces

Inside Forces

Early Forces

HIGH

SOURCES OF FOLLOWER SOURCES OF FOLLOWER MOTIVATIONMOTIVATION

DEGREE OF POSSIBLEDEGREE OF POSSIBLELEADER INFLUENCELEADER INFLUENCE

MEDIUM

LOW

• Sell; don’t tell.Sell; don’t tell.• Let your followers make their own decisions.Let your followers make their own decisions.• Delegate; don’t dump.Delegate; don’t dump.• Set goals with your followers.Set goals with your followers.• Listen to your followers and let them know you are Listen to your followers and let them know you are

listening.listening.• Follow through.Follow through.• Don’t change course midstream.Don’t change course midstream.• Build in a monitoring system.Build in a monitoring system.• Give criticism gracefully.Give criticism gracefully.• Have a plan for employees’ future.Have a plan for employees’ future.• Avoid hasty judgments about work style.Avoid hasty judgments about work style.• Use rewards and incentives.Use rewards and incentives.• Encourage camaraderie and friendship.Encourage camaraderie and friendship.

Methods for Enhancing MotivationMethods for Enhancing Motivation

Motivating GenerationsMotivating Generations

• TraditionalistsTraditionalists• Baby boomersBaby boomers• Generation XGeneration X• Generation YGeneration Y


New Methods for Motivating New Methods for Motivating WorkersWorkers

• Education and trainingEducation and training• Job enrichment and job expansionJob enrichment and job expansion• Choices, freedom, and flexibilityChoices, freedom, and flexibility• Encouragement and praiseEncouragement and praise• Leisure timeLeisure time

From our friends?From Parents?Teachers?Bosses?Employees?

From our friends?From Parents?Teachers?Bosses?Employees?


How can we use Motivation Theory How can we use Motivation Theory to get what we want?to get what we want?

Catch people “doing something right”The One Minute Praising (Waytogo!)Peer Recognition (High five program)EmpowermentParticipatory ManagementTeam building

Catch people “doing something right”The One Minute Praising (Waytogo!)Peer Recognition (High five program)EmpowermentParticipatory ManagementTeam building

Human RelationsHuman RelationsMore thoughts on Motivation More thoughts on Motivation

in Businessin Business

Solving Problems and Making Decisions

Solving Problems and Making Decisions


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