The psychological processes that cause the arousal , direction, and persistence of voluntary actions that are goal oriented Motivation is the desire within the individual that stimulates him or her to action Motive means want , need or drive and it prompts a person to action. Motivation Defined: Characteristic features of Motivation Motivation is internal to person It is an ongoing process It varies from person to person & time to time It may be positive or negative Individual needs Perceived environment Wants (Tension) Motivation Action (Tension released) Maslow Hierarchy of Needs Physiological: hunger, thirst shelter Safety: Needs to be free from harm or danger. Social: Desire for acceptance & caring relationships. Esteem: self respect, being recognized by others. Self actualization: self -fulfillment Fredrick Herzberg- Two Factor Theory Hygiene factors -rules & policies,, nature of physical working conditions, salary etc. Motivator factors - recognition at work , opportunity for advancement, achievement, prospects of promotion. Absence may Lead to dissatisfaction Existence does not lead to satisfaction/ motivation
Existence leads to satisfaction & improvement in performance Self actualization Esteem Social Security Physiological Achievement, recognition, growth , responsibility Company policies, working conditions, salary, interpersonal relationships Motivating factors Hygiene factors EXISTENCE: Physiological Needs RELATEDNESS: Interpersonal relationships GROWTH: Personal growth ERG THEORY
ERG theory Basic needs Relatedness needs
Existence needs Growth needs Social needs Rewards Need for Achievement ( nAch) The drive to excel. Need for Power ( n Pow) Make others behave Need for affiliation ( nAff) Interpersonal Relations
Theory focuses on the three needs Vroom's Expectancy Theory The theory proposes three determinants of motivation: The expectancy that individual effort will result in performance The expectancy that performance will result in reward The valence of Regards Expectancy theory from the managers perspective Individual decides to work hard and give best efforts Expectancy I expect to be high performer High performance is achieved &is associated with: Being transferred. Being expected to be always a high performer Merit Pay Increase Recognition for good work Being considered for promotion Negative valence outcome Positive valence outcome Instrumentality Goal setting Theory: Salient features Specific goal fixes the needs of resources & efforts. It increases performance Goal setting theory has identified two factors which influences the performance:
Goal Commitment Self Efficiency Why are goals important?
Goals guide & direct behavior Goals serve as organizin g function Goals Provides benchmarks Goals may define the basis for organizational design Theory X AND Y DOUGLAS MCGREGOR THEORY X More negative Less motivated Avoid responsibility THEORY Y More positive Motivated Take responsibility