Motivation is an important factor that encourages employees to perform at their best and helps organizations achieve their goals. Motivation involves biological, emotional, social and cognitive forces that activate behavior. There are intrinsic motivations like doing a puzzle for enjoyment, and extrinsic motivations like rewards and recognition from others. Positive motivation uses rewards to encourage goal achievement, while negative motivation relies on fear and potential punishment. A person's motivation comes from their needs, goals and desire for satisfaction, and is an ongoing process.

1. MOTIVATION
HADJI MAHMOUD C. ALI, JR.

2. MOTIVATION
is an important factor which encourages persons to
give their best performance and help in reaching
enterprise goals.
Motivation involves the biological, emotional, social, and
cognitive forces that activate behavior. In everyday usage, the
term "motivation" is frequently used to describe why a person
does something. It is the driving force behind human actions.

3. TYPES OF MOTIVATION
•Extrinsic motivations are those that arise from outside of the
individual and often involve rewards such as trophies, money, social
recognition, or praise.
•Intrinsic motivations are those that arise from within the individual,
such as doing a complicated crossword puzzle purely for the personal
gratification of solving a problem.
•Positive motivation is based on reward. Workers are offered incentives
to achieve desired goals. Incentives may be in the form of higher
salaries, promotions, recognition of work, etc. Employees are offered
incentives and seek to improve their performance voluntarily.
•Negative motivation is based on motivation or fear. Fear causes
employees to act a certain way. In case, they do not act accordingly
then they can be punished with demotion or take-off. Fear acts as a
pushing mechanism. Employees do not cooperate voluntarily; instead they

4. NATURE OF MOTIVATION
• Based on motives
• Goal directed behavior
• Related to satisfaction
• Person is motivated in
totality
• Continuous process

5. BASIC MOTIVATION MODEL

6. All Needs theories focus on specific needs people want to satisfy. There are several
theories that explain motivation as a result of these needs.
 The underlying concept is the belief that an unsatisfied need creates tension and a
state of disequilibrium. To restore balance, a goal is identified that will satisfy the
need and a behavior pathway to this goal is selected.
All behavior is motivated by unsatisfied needs.
People will be better motivated if their work experience satisfies their needs and
wants.
Needs theories distinguish between primary needs, such as food, sleep and other
biological needs, and secondary psychological needs that are learned and vary by
culture and by individual.

7. INFLUENCES OF
CULTURE
BAGUNDANG, BAI SITTIE FATIMAH I.

8. • Culture is defined as ‘the complex whole which includes knowledge, beliefs,
morals, capabilities and habits acquired by persons as members of the
society’.
• It consists of patterned ways of thinking, feeling and reacting, acquired and
transmitted mainly by symbols.

9. • Organizational culture evolves from the social practices of the organizational employees, and it is
a socially created reality which exists in the heads and minds of the employees as well as in the
formal rules, policies, and procedures of organizational structures.
• Culture is an ongoing process of reality construction, providing a pattern of understanding which
helps the employees to interpret events and to give meaning to their work and workplace.
• Culture is an evolutionary and dynamic process which incorporates changing values, beliefs, and
underlying assumptions regarding the organization.

10. • It also reflects the way of life of people, their traditions, heritage, design for living, etc.
• It is the totality of beliefs, norms and values, which is related to the patterned regularity in
people’s behavior, while the organizational culture is a combination of environment employees
operate in, their way of interaction with one another, the policies, and procedures taken up in the
environment.
• Organizational culture has influence on employee work behaviour as a result on the acceptable
behaviours and attitudes to different jobs in the organization.

11. • A positive organizational culture promotes healthy development of the organization.
It also actively mobilizes the performance of the employees, and makes them work
with more enthusiasm.
• it improves production efficiency. In short, the benefits of a positive organizational
culture are self evident.

12. NEEDS SATISFACTION

13. • Job satisfaction is defined as the extent to which an employee feels self-
motivated, content & satisfied with his/her job.
• Job satisfaction happens when an employee feels he or she is having job
stability, career growth and a comfortable work life balance.
• This implies that the employee is having satisfaction at job as the work meets
the expectations of the individual.

14. Importance of Job Satisfaction
• A satisfied employee is always important for an organization as he/she aims
to deliver the best of their capability.
• Every employee wants a strong career growth and work life balance at
workplace. If an employee feels happy with their company & work, they look
to give back to the company with all their efforts.

15. Measuring Job Satisfaction
• It is critical for any organization to measure job satisfaction as the efficiency, productivity
and loyalty of an employee depends on it. organization can ask the following questions
to measure job satisfaction and can give multiple options like Satisfied, somewhat
satisfied, neutral, somewhat dissatisfied, dissatisfied:
• 1. Are you happy with your salary/incentives?
• 2. Is your contribution to the company recognized with awards?
• 3. Do you find your workplace conditions good, hygienic, competitive?
• 4. Do you have a good work life balance?
• 5. Are you happy with company policies for your career growth & training and
development?
• Apart from the above questions, specific open-ended questions about job satisfaction
can also help in understanding employee pain-points and how the company can improve
to ensure a happy employee.

16. ERG THEORY OF MOTIVATION
&
MOTIVATION HYGIENE THEORY
Prepaired by: MAHAIRA ALI CANDA

17. •ERG THEORY of MOTIVATION
A THEORY of HUMAN MOTIVATION;
-CLAYTON ALDERFER
-AMERICAN PSYCHOLOGIST
-BASED on MASLOWS
HIERARCY of NEEDS

18. ERG MODEL

20. MOTIVATION -
HYGIENE
THEORY

22. • HYGIENE FACTORS
-PERSONAL SAFETY
-GOOD WORKING CONDITION
-FAIR COMPESATION
-JOB SECURITY
-GOOD WORK-LIFE BALANCE
-FAIR ORGANIZATION POLICIES
• MOTIVATION FACTORS
-REWARD
-RECOGNITION
-ASSIGNING HIGHER RESPONSIBILITY
-MEANINGFUL WORK
-ROLE THAT HAS BETTER CAREER

23. o BEHAVIOR MODIFICATION
The alteration of behavioral patterns through the use of such
learning techniques.

24. 7 CHARACTERISTIC OF BEHAVIOR
MODIFICATION
1) Focus on Behavior
2) Based on Behavior Principles
3) Emphasis on Current Environmental Events
4) Precise Description of Procedures
5) Implemented by People in Everyday Life
6) Measurement of Behavior Change
7) De-emphasis on Past Events as causes of Behavior

25. o THE ROLE OF EXPECTATION
 Valence
The value individuals place on outcomes based on their
needs, goals, values, and sources of motivation.
 Expectancy
Individuals are motivated to perform if they know that their
extra performance is recognized and rewarded.

26.  Instrumentality
Is the belief that a person will receive a reward if the performance
expectation is met.
 Strength of Motivation
Is a motivational strength of the desires most closely associated
with intentional actions.

27. FAIRNESS OF REWARD SYSTEM
BY: AMRODIN M. POLAO

28. REWARD SYSTEM
-Refers to all the monetary, non-monetary and
psychological payments that an organization
provides for its employee in exchange for the work
they perform. In doing so, they are exchanging
extrinsic rewards for the intrinsic reward of doing
something that they believe is good for society

29. OBJECTIVES OF A REWARD SYSTEM
1. To support the goals of the organization by aligning the goals of
employees with these.
2. To ensure that the organization is able to recruit and retain sufficient
number of employees with the right skills.
3. To motivate employees.
4. To align the risk preferences of managers and employees with those of
the organization.
5. To comply with legal regulations.
6. To be ethical.
7. To be affordable and easy to administer.

30. EXAMPLES OF REWARD SYSTEM:
(1) EXTRINSIC REWARDS
 Wages and salaries
 Fringe benefits
 Promotions
 Recognition and praise from others

31. (2) INTRINSIC REWARDS
 Pride in your work
 Feeling of respect from superior and/or other employees
 Personal growth
 Gaining more trust from superior
 Doing work that is enjoyable
 Feeling of accomplishments
 Learning something new

32. THANK YOU…