Definition of Motivation

The act or process of stimulating to action, providing an incentive or motive, especially for an act. The driving force within individuals by which they attempt to achieve some goal in order to fulfil some needs or expectation.

The degree to which an individual wants to choose in certain behaviour.

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Motivation as a Process
ENERGY DIRECTION PERSISTENCE

It is a process by which a persons efforts are energized, directed and sustained towards attaining the goal. Energy- A measure of intensity or drive. Direction- Towards organizational goal.

Persistence- Exerting effort to achieve goal.

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Motivating Factors
Intrinsic 1. Opportunities to Solve Complex Problems. 2. Freedom to Make Decisions without Approval from a Supervisor. 3. Being Commended by Superiors when Doing a Good Job. Extrinsic 1. Potential for Growth within the Company. 2. Excellent Pay and Benefits. 3. Having a Flexible Work Schedule.
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Theories of Motivation
Content Theories of Motivation: Emphasis on what motivates individuals. Maslows Need Hierarchy Macgregor's Theories X & Y Herzbergs two factors theory Process Theories of Motivation: Emphasis on actual process of motivation McClellands Needs Theory ERG Theory Job Design Theory Saher B. Kapdi

Maslows Hierarchy of Needs Theory

Needs were categories as five levels of lower-higher-order needs. Individual must satisfy lower-level needs before they can satisfy higher order needs.

Satisfied needs will no longer motivate.

Motivating a person depends on knowing at what level that a person is on the hierarchy.

Lover order ( External ) : Physiological and safety needs

Higher order ( Internal ) : Social, Esteem, and Selfactualization
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Maslows Hierarchy

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McGregors Theory X and Y

Theory X Assume that workers have little ambition, dislike work, avoid responsibility, and require close supervision. Theory Y Assumes that workers can exercise self-direction, desire, responsibility, and like to work.

Assumption Motivation is maximized by participative decision making, interesting jobs, and good group relation
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McGregors Theory

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Herzbergs Motivation-Hygiene Theory

Job satisfaction and job dissatisfaction are created y different factors.

Hygiene factorsExtrinsic ( Environmental ) factors that create job dissatisfaction. Motivation FactorsIntrinsic ( Psychological ) factors that create job satisfaction.
Attempted to explain why job satisfaction does not result in increased performance.

The opposite of satisfaction is not dissatisfaction but rather no satisfaction.

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MotivationHygiene Theory

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McClellands Need Theory

David McClelland proposed that an individuals specific needs are acquired over time and are shaped by ones life experiences. A persons motivation and effectiveness in certain job functions are influenced by three needs: 1. Need for Achievement : The desire to excel and succeed. 2. Need for Power : The need to influence the behavior of others.

3. Need for Affiliation :The desire for interpersonal relationship.

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McClellands Theory

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Alderfers ERG Theory

Clayton Alderfer redefined Maslows need hierarchy theory in his own terms. His rework is called as ERG theory of motivation. He recategorized Maslows hierarchy of needs into three simpler and broader classes of needs: Existence needs- These include need for basic material necessities. In short, it includes an individuals physiological and physical safety needs. Relatedness needs- These include the aspiration individuals have for maintaining significant interpersonal relationships (be it with family, peers or superiors), getting public fame and recognition. Maslows social needs and external component of esteem needs fall under this class of need. Growth needs- These include need for self-development and personal growth and advancement. Maslows self-actualization needs and Saher B. fall 14 intrinsic component of esteem needsKapdi under this category of need.

Alderfers ERG Theory

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Application of Behavioural Theories

Employee Recognition Programs Types of programs
Personal attention
Expressing interest Approval

Appreciation for a job well done

Benefits of programs
Fulfill employees desire for recognition.

Encourages repetition of desired behaviors.

Enhance group/team cohesiveness and motivation. Encourages employee suggestions for improving processes Saher B. Kapdi 16 and cutting costs.

Employee Involvement Program

A participative process that uses the entire capacity of employees and is designed to encourage increased commitment to the organizations success. Examples Participative Management: A process in which subordinates share a significant degree of decision-making power with their immediate superiors.

Works Councils: Groups of nominated or elected employees who must be consulted when management makes decisions involving personnel.
Board Representative: A form of representative participation; employees sit on a companys board of directors and represent the interests of the firms employees. Quality Circle: A work group of employees who meet regularly to discuss their quality problems, investigate causes, recommend solutions, Saher B. Kapdi 17 and take corrective actions.

Variable Pay Programs

Piece-rate Pay Plans Workers are paid a fixed sum for each unit of production completed. Profit-Sharing Plans Organization wide programs that distribute compensation based on some established formula designed around a companys profitability. Gain Sharing An incentive plan in which improvements in group productivity determine the total amount of money that is allocated.

Employee Stock Ownership Plans (ESOPs)

Company-established benefit plans in which employees acquire stock as part of their benefits.
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Implications for Managers

Motivating Employees in Organizations

Recognize individual differences.

Use goals and feedback. Allow employees to participate in decisions that affect them. Link rewards to performance. Check the system for equity.

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