Motivation. chpt 14

SEWP ZC 241: SEWP ZC 241: PRINCIPLES OF PRINCIPLES OF MANAGEMENTMANAGEMENT

Human Factors Human Factors and Motivationand Motivation

THE AIM OF THIS SESSION:THE AIM OF THIS SESSION:The basic human factors that affect

managing.

The meaning of motivation.

Various theories of motivation and their strengths and weaknesses.

Special motivational techniques, with emphasis on the role of money, participation, the quality of working life and job enrichment.

The systems and situational approach to motivation.

What is Managing?What is Managing?

Managing requires the creation and maintenance of an environment in which individuals work together in groups toward the accomplishment

of common

objectives

Importance of Personal Importance of Personal DignityDignity

The concept of individual dignity means that people must be treated with respect, no matter what their position in the organization

WHAT ARE THE DIFFERENCES?WHAT ARE THE DIFFERENCES?

GROUP ‘A’ GROUP ‘B’







WHAT MAKES THE

DIFFERENCE?

WHAT IS MOTIVATION?

What is Motivation?What is Motivation?

• Derived from Latin word, ‘movere’, meaning “to move”.

• Motivation is a general term applying to the entire class of drives, desires, needs, wishes, and similar forces

MOTIVATION IS……..

Why

WE DO SOMETHING

AND DON’T DO OTHERS

SOME THINGS IN LIFE ARE PURE BLACK AND

WHITE

MOST THINGS IN LIFE ARE IN

VARIOUS SHADES OF GREY!!

THERE IS NO UNIVERSALLY ACCEPTABLE SINGLE

THEORY OF LEADESHIP!!!

MAJOR TYPES OF MOTIVATION MAJOR TYPES OF MOTIVATION THEORIESTHEORIES

• CONTENT THEORIES OF MOTIVATION

• PROCESS THEORIES OF MOTIVATION

CONTENT THEORIES OF CONTENT THEORIES OF MOTIVATIONMOTIVATION

• Views motivation a result if INTERNAL DRIVES that force an individual to take ACTION.

• Focuses on INNER FACTORS that boost and direct behavior.

MAJOR CONTENT THEORIESMAJOR CONTENT THEORIES

• MASLOW’s Hierarchy of Needs.

• ALDERFER’s ERG Theory

• HERZBERG’s Motivator- Hygiene Theory

• McClelland’s Learned Needs Theory

The Hierarchy of Needs TheoryThe Hierarchy of Needs Theory

• Maslow concluded that when one set of needs is satisfied, this kind of need ceases to be a motivator

Maslow’s Hierarchy of NeedsMaslow’s Hierarchy of Needs

Maslow’s Hierarchy of NeedsMaslow’s Hierarchy of Needs

PHYSIOLOGICAL NEED: FOODPHYSIOLOGICAL NEED: FOOD

PHYSIOLOGICAL NEED: SHELTERPHYSIOLOGICAL NEED: SHELTER

PHYSIOLOGICAL NEED: CLOTHINGPHYSIOLOGICAL NEED: CLOTHING

SECURITY NEEDSECURITY NEED

BELONGING NEEDBELONGING NEED

ESTEEM NEEDESTEEM NEED

SELF ACTUALIZATION SELF ACTUALIZATION NEEDNEED

MASLOWS HEIRACHY THEORY OF NEEDS

Individuals needs live within a hierarchy of physiological needs.

Physiological needs are necessity factors for SURVIVAL.

Lower level needs like security and physiological needs required to be met before upper level needs.






Alderfer's ERG TheoryAlderfer's ERG Theory

• ERG theory has three categories: existence needs, relatedness needs, and growth needs

ALDERFER’S ERG THEORY

Classification into 3 groups.ExistenceRelatednessGrowth

Does not suggest that lower level needs are to be met COMPLETELY in order for upper levels to become MOTIVATIONAL.

MASLOW TO ALDERFER






Theory X and Theory YTheory X and Theory Y

• Theory X and Theory Y : Assumptions about the nature of people Example of Theory XAverage human beings have an inherent

dislike of work and will avoid it if they can

• Example of Theory YThe expenditure of physical effort and

mental effort in work is as natural as play or rest

Theory X and Theory YTheory X and Theory Y

Herzberg’s Motivation Hygiene ‑Herzberg’s Motivation Hygiene ‑TheoryTheory

• According to Herzberg, dissatisfiers are not motivators. They are also called maintenance, hygiene, or job context factors

• Satisfiers are motivators – related to job content

HERZBERGS HYGEINE THEORY



The satisfiers and dissatisfiers identified by Herzberg are similar to the factors

suggested by Maslow.






McClelland's Needs Theory of McClelland's Needs Theory of MotivationMotivation

•McClelland’s types of motivating needs are:

NEED FOR POWERNEED FOR POWER

NEED FOR NEED FOR ACHIEVEMENTACHIEVEMENT

NEED FOR POWERNEED FOR POWER

PROCESS THEORIES OF PROCESS THEORIES OF MOTIVATIONMOTIVATION

• Aimed at determining how behavior starts, is directed and maintained..

• Focuses on human decision process as an explanation for behavior.

MAJOR PROCESS THEORIESMAJOR PROCESS THEORIES

• EXPECTANCY Theory

• EQUITY Theory

• GOAL SETTING Theory

• REINFORCEMENT Theory

The Expectancy Theory of The Expectancy Theory of MotivationMotivation

Vroom holds that people will be motivated to do things to reach a goal if they believe in the worth of that goal and if they can see that what they do will help them in achieving it

VROOM’S EXPECTANCY THEORY

Individuals choose work behaviour that they believe would lead to an OUTCOME which they VALUE.

Force = Valence x Force = Valence x ExpectancyExpectancy

Force = Valence x ExpectancyForce = Valence x Expectancy

• Force is the strength of a person's motivation.

• Valence is the strength of an individual's preference for an outcome.

• Expectancy is the probability that a particular action will lead to a desired outcome


VALENCE= The extent of attractiveness or unattractiveness of EXPECTED outcomes

EXPECTANCY= The degree of effort .



• EQUITY Theory








• EQUITY Theory



Equity TheoryEquity Theory

• Equity theory refers to an individual's subjective judgments about the fairness of the reward she or he got, relative to the inputs in comparison with the rewards of others

• Outcomes by a person Outcomes by another person

------------------------------ = -----------------------------

• Inputs by a person Inputs by another person

EQUITY THEORYEQUITY THEORY

EQUITY THEORYEQUITY THEORY



• EQUITY Theory



The Porter and Lawler Motivation The Porter and Lawler Motivation ModelModel

Skinner’s Reinforcement TheorySkinner’s Reinforcement Theory

• Positive reinforcement or behavior modification, holds that individuals can be motivated by proper design of their work environment and praise for their performance and that punishment for poor performance produces negative results

Job EnrichmentJob Enrichment

• Job enlargement means enlarging the scope of the job by adding similar tasks without enhancing responsibility

• Job enrichment attempts to build into jobs a higher sense of challenge and achievement

Business

Motivation. chpt 14