MOTIVATION KOMAL YADAV
Transcript of MOTIVATION KOMAL YADAV
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MEDI-CAPS INSTITUTE OF TECHNOLOGY AND MANAGEMENT
Motivation :2
SUBJECT: ORGANAIZATION BEHAVIOUR
SUBMITTED TODR. S.K CHAWLA
SUBMITTED BY
MONIKA RAJ PUTDHEERAJ PATIDAR
ASHISH TIWARIANKITA PAWAR
AJEET PATELNIDHI AJMERA
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MOTIVATIONTHEORIES OF MOTIVATION
GOAL SETTING THEORYVROOM THEORY/EXPECTENCY
EQUITY THEORYREINFORCEMENT THEORY
BEHAVIOUR MODIFICATION
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Expectancy TheoryExpectancy Theory
Developed by Victor Vroom and is a very popular theory of work motivation.
Vroom suggests that motivation will be high when workers feel:
High levels of effort lead to high performance.
High performance will lead to the attainment of desire outcomes.
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Expectancy Theory
Involves 3 cognitions/perceptions:
1. Expectancy - the perceived probability that effort will lead to task performance. E link
2. Instrumentality - the perceived probability that performance will lead to rewards. I link
3. Valence - the anticipated value of a particular outcome to an individual.
Effort Performance Rewards or Outcomes
E link I link
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E P Expectancy or P O Theory Valence What is the probability What is the probability What value do I placethat I can perform at that my good performance on the potential the required level will lead to outcomes? outcomes? (see if I try? next slide)
Instrumentality
Effort Performance Outcomes
EXPECTENCY THEORY
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CRITICISMS The simplicity of expectancy theory is deceptive because it assumes that if an employer makes a reward, such as a financial bonus or promotion, enticing enough, employees will increase their productivity to obtain the reward.
In addition to that, if anyone in the armed forces or security agencies is promoted, there is a must condition for such promotions, that they he/she will be transferred to other locations. In such cases, if the new place is far from their permanent residence, where their family is residing, they will not be motivated by such promotions, and the results will be other way round. Because, the outcome, which this reward (promotion) will yield, may not be valued by those who are receiving it.
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Observational Learning Theory - Reinforcement
Theory
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Albert Bandura(born on December 4, 1925 in
Mundare, a small town in Alberta, Canada)
He is the leading researcher and theorist in the area of observational learning.
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What is Reinforcement?
Reinforcement theory of motivation was proposed by BF
Skinner and his associates. It states that individual’s
behavior is a function of its consequences. (based on law of
effect)
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Positive and Negative Reinforcement
Positive Reinforcement
Negative Reinforcement
Observer is likely to repeat behavior a model demonstrates
Behavior doesn’t matter, reinforcement received matters.
Observer is less likely to repeat a beahavior a model demonstarets.
Behavior doenst matter, reinforcement received matters.
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What is a reward?
What is a punishment?
- Anything that increase the behavior
- is a consequence of behavior that decreases the
likelihood of repetition.
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How the environment reinforces and punishes
modeling:1.The observer is reinforced by the model
2. The observer is reinforced by a third person
3. The imitated behavior itself leads to reinforcing consequences
4. Consequences of the model’s behavior affect the observers behavior vicariously (vicarious reinforcement)
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Effects on behaviorTeaches new behaviorsIncreases or decreases the frequency with which previously learned behaviors are carried out
Can encourage previously forbidden behavior
Can increase or decrease similar behaviors.
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criticisms
The definition of behavioral reinforcement has been circular since it appears to argue that response strength is increased by reinforcement and defines reinforcement as something that increased responses strength .However the correct usage of reinforcement is that something is a reinforcer because of its effect on behavior and not the other way around .It become circular if one says that a particular stimulus strengthens behavior because it is are informer and does not explain why a stimulus is producing that effect on the behavior
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GOAL SETTING THEORY
FIRSTLY IT IS PERFORMED BY CECIL ALEC MACE IN 1935.
EDWINA.LOCKE BEGAN TO EXAMINE THIS THEORY IN MID 1960
AND CONTINUING IN THIRTY YEARS
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Goal setting is recognized explicitly or implicitly by virtually every major theory of work motivation
The existence of goals in and of themselves can motivate behavior
People assigned difficult goals tend to perform better than those with moderately difficult to easy goals
The idea behind goal setting theory is that goals motivate people to compare current performance to performance needed to meet goals
It is better to state a specific goal than to simply urge people to do their best
Goal setting has been found to enhance performance about 90 percent of the time
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SETTING GOALS AFFECT OUTCOMES IN FOUR
WAY
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CHOICE
EFFORT
PERSISTANCE
COGNITION
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1) CHOICE: Goal narrow attention and direct efforts to goal – relevant activities.
2)effort: Goal can lead to more effort for example if one typically produce 4 widget an hour and has the goal to producing 6 one may work more intensely toward the goal than one would otherwise.
3)persistence: someone become more prone to work through setbacks if pursuing a goal.
4) cognition: goals can lead individuals to develop and change their behavior
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LIMITATIONS OF GOAL SETTING THEORY
In an organization a goal of a manager may not align with the goal of the organization as a whole. In such cases the goal of an individual may come into direct conflict with the employing organization
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EQUITY THEORY
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Implication of Equity TheoryManagers must know how to treat their employees with all fairness and justice, not only to attain the goals of the company, but also to boost the morale of each of the employees.
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Equity TheoriesThe research evidence on equity theories is generally
strong.
although it might be a mistake to reduce our understanding of all interpersonal interactions at work to a type of social exchange bargaining
equity theories may provide important insights into
understanding how people believe they are treated work
research on equity theories provides important information on the influence of pay on motivation and on how people look to others to evaluate whether they think they are treated fairly
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Ratio Comparisons
Perception
O/IA < O/IBInequity – under
rewarded
O/IA = O/IB Equity
O/IA > O/IBInequity – over
rewarded
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Equity theory
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Reducing InequityReactions to
inequityExamples
Distort Perceptions Changing one’s thinking to believe that the referent actually is more skilled than previously thought
Increase referents input
Encouraging the referent to work harder
Reduce own input Deliberately putting forth less effort at work. Reducing the quality of one’s work
Increase own outcomes
Negotiating a raise for oneself or using unethical ways of increasing rewards such as stealing from the company
Change referent Comparing oneself to someone who is worse off
Leave the situation Quitting one’s job
Seek legal action Suing the company or filing a complaint if the unfairness in question is under legal protection
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Merits & criticism
Merits Criticism
Recognize the need of social comparison.
Lack of clarity in choosing or changing a person he compares with.
Adopts a realistic approach i.e. motivation is based on perceived behavior rather than the actual set of circumstances
Inputs & outputs relation not looked into properly.
Inappropriate methods used to resolve inequity.
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What’s Behaviour Modification?
Interfere positively in the child’s activities to
influence its thoughts in order to bring in
desirable changes in the pattern of behaviour
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Techniques
Techniques are various systematised tried and
tested principles of action to bring in behavioural changes
in the targeted population
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Some Behaviour Modification techniques
PunishmentExtinctionShaping and ChainingTimeoutOvercorrectingAssertiveness Training Bio-feedbackRelaxation Methods
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Extinction
Parents can create behaviour “extinction” by carefully observing their child’s
behavour and noticing what reward the child receives for
that inappropriate behaviour.
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Punishment
The punishment procedures have been used with both typical and
atypical developing children, teenagers, elderly persons,
animals and people exhibiting different psychological
disorders.
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Shaping and Changing
This is a behavioural term that refers to gradually moulding or
training an organism to perform a specific response
(behaviour) by reinforcing any response that are similar to
the desired response.
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Time Out
Temporarily changing or separating the child from the environment
where inappropriate behaviour has occurred.
It’s intended to remove a positive reinforcement of the undesired
behaviour.
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Relaxation Methods
To effectively combat stress, we need to activate the body’s natural relaxation response. We can do this by practicing relaxation techniques
such as deep breathing, mindful meditation, rhythmic exercises and
YOGA.
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SUMMARY
Motivation is an internal feeling which can be understood only by manager since he is in close contact with the employees. Needs, wants and desires are inter-related and they are the driving force to act. These needs can be understood by the manager and he can frame motivation plans accordingly.
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The End
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