Motivation Sym 6

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UNIT 6

BASIC MOTIVATION CONCEPTS Definition Early theories of Motivation Hierarchy of needs,

Theory X & Y, Two Factor theory Contemporary theories ERG theory, Mc Cllelandstrio of needs, Goal setting theory, Reinforcementtheory, Flow and intrinsic motivation theory,Expectancy theory

Motivation across cultures. Case study


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MOTIVATION

Derived from a Latin word- movere which means to mov

May be defined as a driving force that propels a person todo a particular action.

Can also be defined as a complex of forces inspiring aperson at work. It is something that moves a person intoaction.

It is a function that kindles a burning passion for actionamong human beings.


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MOTIVATION

POTENTIALPERFORMANCE

(P)

ABILITY(A)

MOTIVATION(M)

=

A determines What he can doM determines What he will do

When M is strong and positive employee output increases.When M is weak and negative employee performance is low.


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MOTIVATION

GOALS

NEED

DRIVE/MOTIVE

THREE INTERACTING & INTERDEPENDENT ELEMENTS IN

MOTIVATIONAL PROCESS


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THE PROCESS OF MOTIVATION

UNSATISFIED

NEED

CREATES

TENSION

SEARCHBEHAVIOUR

(DRIVE/ACTION)

GOAL NOTACHIEVEDGOAL ACHIEVED

TENSIONRELIEVED

FRUSTRATION


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TRADITIONAL ASSUMPTIONSABOUT PEOPLE

THEORY X THEORY Y

1. People dislike work and avoid it. Work is as natural as play.

2. People need to be coerced andcontrol needs to be exercised.

Self direction and self controlpresent in individuals.

3. People try to avoid responsibilitiesas far as possible.

People have potential and theyare willing to take responsibilities.

4. Not ambitious Ambitious.

5. Managerial role is to force peopleto work and control them. Managerial role is to developpotential in employees and helpthem realize that otential.


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Mc CLELLANDS LEARNED

NEEDS

Needs are acquired through interaction withenvironment

Not a hierarchy, but degrees of each type ofmotive

Three types of motives-Achievement motive (N Ach)Affiliation motive (N Aff)Power motive (N Pow)


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CLASSIFICATION OF MOTIVES

(Given by Mc Clleland) ACHIEVEMENT MOTIVE drive to accomplish objectives,

to excel, work harder, climbladder of success, want feedback,

moderate risk takers

2. AFFILIATION MOTIVE drive to relate with people, wantco-operation, mutual understanding,seek friends around them

3. POWER MOTIVE - drive to influence people, control thehave all authority, create impact,risk takers, want to lead rather than

follow.


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MASLOWS HIERARCHY OF

NEEDSMost well known theory of needs..

Needs organised in a series of levels or hierarchy.

Needs can be

Higher Order(Growth needs)

Lower Order(Striving needs)

Social

Self esteem

Self-actualisation

PhysiologicalSafety

No need can be fully satisfied; partial satisfaction of one

need leads to the next level

Man is a Perpetually wanting animal. When one need issatisfied he aspires for the next higher one.


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NEEDS

HIGHERORDER

NEEDS

LOWERORDERNEEDS Physiological- food, shelte

, clothing.

Safety- emotional, physical,job security

Social-love, affection, caring,friendly relations

Self-esteem-egosatisfyin

Self actualisation- tobecome what one is capable of


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NEEDSCRITICAL ANALYSIS:

Research does not validate the theory.

Movement is from lower level to higher level and ithappens when lower order is reasonably satisfied.What is reasonable ?- cannot be measured

A rigid hierarchy is suggested which is not true in all cases


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HERZBERGS TWO FACTOR

THEORY Given by Frederick Herzberg.

Used Critical Incident Method for this study. Askedworkers to remember incidents when they felt good &

bad about their jobs.

Gave Two Factors Motivational Factors/Satisfiers(produce motivation)

Hygiene Factors/Maintenance Factors(preventjob dissatisfaction)

Some factors preventjob dissatisfaction and some variables

produce motivation


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Herzbergs Two Factor TheoryHighHigh

MotivationMotivation

HighHigh

HygieneHygiene

LowLow HighHigh

MotivatorsMotivators

LowLow

No MotivationNo Motivation

DissatisfactionDissatisfaction

No DissatisfactionNo Dissatisfaction


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THEORY

HYGIENE/MAINTAINANCEAbsence of these factorscause dissatisfaction

Presence of these factorswill not bring strong

motivation.Necessary to maintainstatus quo.

These are-Company policy&administration, technical

supervision, Interpersonalrelations with seniors;peers; sub-ord, salary, jobsecurity, personal life, workcondition,status.

Related to job context.Extrinsic to job.

MOTIVATIONAL/SATISFIERSAbsence of these does notcause dissatisfaction.

Presence of these factorsbring strong motivation.

These are-Achievement,recognition, advancement, workitself, personal growth,responsibility.

Directly related to job

content. So, intrinsic to thejob.


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THEORY

Herzberg assumes there is a relationship betweenproductivity & satisfaction. His research focused onlyon satisfaction.

Used Critical Incident Method for this study. Procedure

limited as you might not recollect some important thingsduring time of study.

Said there are different continuum for satisfaction anddissatisfaction.

CRITICAL ANALYSIS:

satisfaction No satisfaction

Dissatisfaction No dissatisfaction

SatisfactionDissatisfaction

Acc toHerzber

Others


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ALDERFERS ERG THEORY

MASLOWSNEED HIERARCHY

ERG THEORY

Physiological

Security

Social

Esteem

Internal

External

Self actualisation

EXISTENCE

RELATEDNESS

GROWTH


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ERG MODEL OF MOTIVATION

Frustration-Regression Satisfaction-Progression

Growth Needs

Relatedness Needs

Existence Needs


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ALDERFERS ERG THEORY

More than one need can be operative at a time.

Progression is not always from lower to higher level.

Frustration regression phenomenon present Whenunable to satisfy upper level needs, the individual willrevert to satisfying lower level needs

Chronic needs (persist over a period of time) vs Episode

needs (situational and change according to environment)


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Motivation Sym 6

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