This document discusses motivation in the workplace. It defines motivation as the intensity, direction, and persistence of effort toward achieving a goal. Motivation is needed to improve job performance, reduce disinterest, increase employee retention and job satisfaction. Motivation can be intrinsic, coming from within, or extrinsic, coming from outside rewards. Common motivation theories discussed are Maslow's hierarchy of needs, ERG theory, motivation-hygiene theory, McClelland's need theory, and expectancy, equity, goal setting, and reinforcement theories. The document also lists some skills managers need to motivate employees and common methods to motivate them, such as job enrichment and rotation, flexible time, pay programs, and employee involvement. Barriers to motivation mentioned include

1. MOTIVATION
Motivation =
“The processes that account for an individual’s intensity,
direction, and persistence of effort toward achieving a goal”
Intensity = how hard an employee tries
Direction = should benefit the organizational goal
(i.e. quality of effort counts!)
Persistence = how long can an employee maintain his/her effort?

2. NEED OF MOTIVATION
Job performance = ability + motivation
To remove disinterest
Employee retention
Job satisfaction
Encourage workers creativity, commitment,
and Energy
Positive affirmation

3. METHODS OF MOTIVATION
1. INTRINSIC MOTIVATION
Comes from within the person.
Driven by interest or enjoyment in the task.
It happens without any external pressure.
2. EXTRINSIC MOTIVATION
Comes from outside of the individual.
It may sometimes lead to reduction in
Intrinsic motivation.
Example:
Money
Promotion
Coercion
participation

4. Achievement motivation
Affiliation motivation
Competence motivation
Power motivation
Attitude motivation
Incentive motivation
Fear motivation
*

6. Theories of motivation
 CONTENT THEORY OF
MOTIVATION
a) Maslow’s theory
b) ERG theory
c) Motivation-hygiene
theory
d) McClelland theory of need
e) Theory-X & Theory-Y
 PROCESS THEORIES OF
MOTIVATION
a) Reinforcement theory
b) Expectancy theory
c) Equity theory
d) Cognitive evaluation
theory
e) Goal setting theory

7. MASLOW’S HIERARCHY OF NEEDS
Abraham Maslow

8.  Physiological
includes hunger, thirst, shelter, sex and other bodily
needs
 Safety
includes security and protection from physical and
emotional harm
 Social
includes affection, belongingness acceptance, and
friendship
 Esteem
includes internal esteem factors such as self-respect,
autonomy, and achievement; and external esteem
factors such as status, recognition, and attention
 Self-actualization
the drive to become what one is capable of becoming;
includes growth, achieving one’s potential, and self-
fulfillment
MASLOW’S HIERARCHY OF NEEDS

9. -ALDERFER

10. MOTIVATION-HYGIENE THEORY
PRESENCE
ABSENCE
FREDRICK HERZBERG

11. MC-CLELLAND THEORY OF NEED

13. PROCESS THEORIES
 GOAL SETTING THEORY
The specificity of the goal itself acts as an internal stimulus.
Specific and difficult goals lead to higher performance.
 REINFORCEMENT THEORY (B. F. Skinner)
Reinforcement theory ignores the inner state of the individual and concentrates
solely on what happens to a person when he or she takes some action in the
external environment.
 EXPECTANCY THEORY (Vroom)
The strength of an expectation that the act will be followed by a given outcome
and on the attractiveness of that outcome to the individual.
 EQUITY THEORY (J. Stacy)
Individuals are concerned not only with the absolute amount of
rewards for their efforts , but also with the relationship of this amount
to what others receive.
 COGNITIVE EVALUATION THEORY
Allocating extrinsic rewards for behavior that has been previously intrinsically
rewarding tends to decrease the overall level of motivation.

14. SKILLS NURSE MANAGER SHOULD HAVE TO MOTIVATE
Act as a role model
Develop & maintain good IPR
Develop trust
Use a participative style
Build team work
Reward good work
Guide, encourage & support

15. METHODS TO MOTIVATE EMPLOYEE
JOB
ENLARGEME
NT
JOB
ROTATION
FLEXIBLE
TIME
JOB
SHARING
VARIOUS
PAY
PROGRAMS
EMPLOYEE
INVOLVEMENT

16. Barriers in Motivation
I. Reward vs. Punishment
II. Knowing your worker
III.Involvement
IV.Personal satisfaction vs.
Financial satisfaction
V. Persuasion vs. Coercion