The concept of motivation Motivation refers to the forces either within or external to a person that arouse enthusiasm and

persistence to peruse a certain course of action.

The study of motivation helps managers: understand what prompts people to initiate action what influences their choice of action and why they persist on that action over time

Motivation theories
Different models Traditional Model ( Taylor, Gantt) Human relations Model (Maslow, Mayo) Focus Provide wage incentives { Bribes} Cater to people needs

Human resources Model Offer increased responsibility through job design

Maslows needs hierarchy

Fulfillment off the job
Education, religion, hobbies, personal growth Approval of family, friends.. Family, friends, community

Needs hierarchy Self actualization

(Personal development, Creativity)

Fulfillment on the job

Opportunity for training, advanced growth Recognition, high status Working groups

Egotistic
(Self-esteem, Status, Recognition)

Social
(Belonging to group, Being accepted, Friendship)

Freedom of threats

Safety
(Security, Free from danger)

Safe work, fringe benefit, job security Heat, air , salary

Food, water

Physiological
(Hunger, Thirst, Sleep)

Motivation: ERG theory (Clayton Alderfer)

ERG theory identify three categories of needs:
1. Existence needs (for physical wellbeing) 2. Relatedness needs (for satisfactory relationships

with others) 3. Growth needs (for the development of human potential and the desire for personal growth and increased competence)

Frustration-regression principle: failure to meet a high- order need may trigger a regression to an already fulfilled lower-order need

Motivation: Two-factor theory (Frederick Herzberg and Associates)

Highly satisfied
Area of satisfaction

Motivators
Achievement Recognition Responsibility Work itself Personal growth Motivators influence level of satisfaction

Neither satisfied nor dissatisfied

Area of dissatisfaction

Hygiene factors
Working conditions Pay & security Company policies Supervisors Interpersonal relationships Hygiene factors influence level of dissatisfaction

Highly dissatisfied

Comparison of Maslows & Herzbergs theories

Maslows hierarchy of needs Self fulfillment Personal development Egoistic Self-esteem Social needs Belonging Safety Security Herzbergs motivationalmaintenance model The work itself Achievement Opportunity for growth Responsibility Recognition Status Relations with supervisors Peer relations Quality of supervision Job security Working conditions Company policy

Motivation

Maintenance

Physiological needs

Wages

McGregors X theory
1. Average human beings have an inherent dislike of work and will avoid it if they can 2. Most people must be coerced, controlled, directed and threatened with punishment to achieve organizations objectives 3. Average human beings prefer to be directed, wish to avoid responsibility, have relatively little ambition and want security above all.