Motivation & HR

8/7/2019 Motivation & HR

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Chapter -5

Motivation and Managing Human

Resources

Chapter -5

Motivation and Managing Human

Resources


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TheThe CommunicationCommunication ProcessProcess::

Motivation

The set of forces that cause people to behave in

certain ways.

maximize desired behaviors

minimize undesirable behaviors.

Importance of employee motivation

Ability

Motivation Work environment

Performance


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The Motivation FrameworkThe Motivation Framework

Search for ways

to satisfy need

Choice of

behavior to

satisfy need

Determination of

future needs and

search/choice for

satisfaction

Evaluation of

need satisfaction

Need or

deficiency


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Content Perspectives onMotivation (contd)

The Need Hierarchy Approach (Maslow)

People must, in a hierarchical order, satisfy five

needs:

Self-actualization

Esteem

Belongingness

Security

PhysiologicalFood

Achievement

Status

Friendship

Stability

Job

Friends

Pension

Base

NEEDS

General Examples Organizational Examples

jobChallenging

title

at work

plan

salary


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Theory Xand Theory YTheory Xand Theory Y

Theory X Assumptions

People do not like work and try to avoid it.

People do not like work, so managers haveto control, direct, coerce, and threaten

employees to get them to work toward

organizational goals.

People prefer to be directed,

to avoid responsibility, and

to want security; they have

little ambition.


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Theory Xand Theory Y (contd)Theory Xand Theory Y (contd)Theory Y Assumptions

People do not dislike work; work is a natural part of

their lives.

People are internally motivated to reach objectivesto which they are committed.

People are committed to goals to the degree that

they receive rewards when they reach their

objectives.

People seek both seek responsibility and accept

responsibility under favorable conditions.

People can be innovative in solving problems.

People are bright, but under most organizational

conditions their potentials are underutilized.


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The Two-Factor Theory (Herzberg)

Peoples satisfaction and dissatisfaction are

influenced by two independent sets of

factorsmotivational factors and hygiene

factors.

Theory assumes that job satisfaction and

job dissatisfaction are on two distinct

continuums-

Content Perspectives onMotivation (contd)


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The Two-Factor TheoryofMotivation

Satisfaction No satisfaction

Motivation Factors Achievement Recognition The work itself Responsibility Advancement

and growth

No Dissatisfaction Dissatisfaction

Hygiene Factors

Supervisors

Working conditions Interpersonal relations Pay and security Company policies and

administrationPresence of factors Absence of factors

Absence of factorsPresence of factors


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Motivation is a two-stage process:

1st, Ensuring that the hygiene factors are not deficient and

not blocking motivation.

2nd, Providing employees the opportunity to experience

motivation factors through the use of job enrichment

and the redesign of jobs.

Content Perspectives on Motivation (contd)

The Two-Factor Theory (Herzberg)


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HRM CONCEPTHRM CONCEPT

Human Resource Management refers to the policies and

practices involved in carrying out the people or human

resource aspects of a management position, including

recruiting, screening, training, rewarding and appraising.

Gary Dessler

Human Resource Management involves all management

decisions and practices that directly affect or influence the

people, or human resources, who work for the

organization.

D. Fisher, Schoenfeldt & J.B. Shaw


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Functions of HRMFunctions of HRM

MotivationJob Design

Performance

Appraisal

Compensation

StaffingHRPlanning

Recruitment

Selection

MaintenanceSafety& Health

Communication

Relations

Training and

DevelopmentOrientation

Training

Development

HRM

Functions


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StaffingStaffingStaffing function of HRM concerned with sourcing

and hiring qualified employees.

HR Planning:HR planning may be as a strategy for

the procurement, development, allocation and

utilization of an organizations human resources.

Recruitment:Recruitment is the process of finding and

attracting capable applicants for the employment.

Selection:Selection is a process in which candidates

for employment is divided into two classes

Those who are to be offered employment and those

who are not.


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Training and DevelopmentTraining and Development

Training and development functions of HRMconcerned with assisting employees to develop up-to-date skills, knowledge and abilities.

Orientation:Orientation is the activity that involves inintroducing new employees to the organization andtheir work units.

Training:Employee training is designed to assistemployees in acquiring better skills for their current

job. It focuses on current job skills.Career Development:Career development programs

are designed to assist employees in advancing theirwork lives.


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MotivationMotivation

Motivation is the function of HRM that concernedwith helping employees to exert high energy level.

Job Design:Job design includes job analysis, jobspecification, job description and job satisfaction.

Performance Appraisal:Performance appraisal is theprocess of evaluating an employees performance interms of its requirements.

Compensation and Benefits:Compensation andbenefits is the financial and non-financialremunerations given by the employer to their employee for their greater contributions.


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MaintenanceMaintenance

Maintenance function of HRM concerned with

maintaining employees commitment and loyalties to

the organization.

Health and Safety

Communication

Relation

Motivation & HR

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