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Chapter 9 - Motivation in HRM
- 1. KANNIAH JOGULU HUMAN RESOURCE DEVELOPMNET (MPPA 1133)
- 2. ETYMOLOGY According to Steers & Porter, the word motivation originated from the Latin word “movere” which means to move.
- 3. DEFINITION Gerald Greenberg and Rober A. Baron (1995) Motivation is a process of generating, directing, and moving a certain behaviour to achieve a desired goal. Andrzej Huczynski and David Buchanan (1991) Motivation is a decision making process of an individual where the behavioral change directed towards the desired goal. Fred Luthans (1995) Motivation is “process that starts with a physiological or psychological deficiency or need that activates behaviour or a drive that is aimed at a goal or incentive”
- 4. DEFINITION Dale S. Beach "Motivation can be defined as a willingness of an individual or group to expand energy to achieve a goal or reward.” Woolfolk (1990) Motivation is an internal state that arouses, directs and maintains behavior.
- 5. Motivation Models Traditional model Human Relations model Human Resource Model
- 9. Human Relations Model Work Socialization Reward Appreciation
- 11. Human Resource Model Work Collaboration Money Self Actualization Appreciation
- 12. Theories in Motivation Process Theory Content Theory Operant Conditioning Theory
- 13. Process Theory Maslow’s Needs Theory ERG Aldefer Theory Two Factor Hygiene Theory Mcleland 3 Needs Theory Theory X and Theory Y
- 15. Process Theory Maslow’s Needs Theory ERG Aldefer Theory Two Factor Hygiene Theory Mcleland 3 Needs Theory Theory X and Theory Y
- 17. Process Theory Maslow’s Needs Theory ERG Aldefer Theory Two Factor Hygiene Theory Mcleland 3 Needs Theory Theory X and Theory Y
- 19. Process Theory Maslow’s Needs Theory ERG Aldefer Theory Two Factor Hygiene Theory Mcleland 3 Needs Theory Theory X and Theory Y
- 20. Individual View of CareerMcleland 3 Needs Theory
- 21. Process Theory Maslow’s Needs Theory ERG Aldefer Theory Two Factor Hygiene Theory Mcleland 3 Needs Theory Theory X and Theory Y
- 22. Theory X and Theory Y
- 23. Theories in Motivation Process Theory Content Theory Operant Conditioning Theory
- 24. Content Theory Expectancy Theory Adam’s Equity Theory Goal Setting Theory
- 25. Vrooms Expectancy Theory Teori Harapan
- 26. Content Theory Expectancy Theory Adam’s Equity Theory Goal Setting Theory
- 27. Adam’s Equity Theory Teori Ekuiti
- 28. Content Theory Expectancy Theory Adam’s Equity Theory Goal Setting Theory
- 29. Goal Setting Theory According to Edwin Locke, employees will not be motivated to work if there is no goals set to achieve. Goals must be clearly stated for the employees.
- 30. Theories in Motivation Process Theory Content Theory Operant Conditioning Theory
- 31. Operant Conditioning B.F. Skinner believed we both can control behaviour. Thus by manipulating the environment, you can manipulate behaviour. Defined as: A learning process in which the consequences which follow a response determine whether the behaviour will be repeated. Behaviour will likely be repeated which has reinforced and tend not to be repeated with punishment.
- 32. Operant Conditioning Theory (Teori Pengukuhan)
- 33. Operant Conditioning Behavior is controlled by consequences. Key concepts in operant conditioning are positive reinforcement, negative reinforcement, positive punishment and negative punishment. Ex: Driving in emergency lane. If one gets ticket he/she will refrain from doing it again.
- 34. The importance of Motivation In Administration The job performance of individuals will vary according to their • Experience, • Interest, • Job suitability • Physical ability • Intellectual level • Intrinsic motivation level
- 35. The importance of Motivation In Administration There are many domains that can affect the motivational levels of individuals; • Personality • Intellectual level • Cognitive level • Social standing • Moral value • Attitude
- 36. Application of Motivation in HRM We can create positive work environment and the employees can get motivated to work harder in their jobs if their job satisfaction is guaranteed. (Graeme Salaman, 1992) (Randy L.D & David M. Harris, 1998) Most organisations adopt Process theory, Needs theory, Hygiene theory & McClelland 3 needs theory to motivate their staff. Interpersonal connections is the main motivator. (Julie B & Tim C, 2007)
- 37. Application of Motivation in HRM Employees who involve in decision making process feel motivated as the feel important and appreciated. (Elna and Sofie, 2006) Reward in the form of material can motivate employees as it fulfills their physiological and psychological needs. (Elna and Sofie, 2006) In school context, the APC award to excellent teachers can further motivate them to work harder.
- 38. Application of Motivation in HRM In the private sector monetary rewards & Overseas trips given to those who meet their personal KPI’s. (Elna and Sofie, 2006) For senior employees monetary rewards may not motivate them. They may prefer to receive recognition in public, higher position in the organisation, power and authority may be a motivator. (Randy L.D David M.H, 1998) & (Elna and Sofie, 2006)
- 39. Employee Expectation Year Top Motivating Factors 1946 Appreciation 1980 Attractive Work 1986 Attractive Work 1992 Attractive Salary 1997 Attractive Salary, appreciation of the job done
- 40. The Millennial in the workforce There are an estimated 80 million young Americans who belong to the so-called millennial generation, roughly ages 18 to 35. By next year, they are expected to comprise 36% of the U.S. workforce, and by 2020, millennials will be nearly half of all workers. (Forbes, Jenna Goudreau, 2013)
- 41. The Millennial While millennial are the most educated and culturally diverse of any generation before them, they're also notorious job-hoppers who dislike bureaucracy and distrust traditional hierarchies—leaving many business leaders scratching their heads. What motivates this rising cohort? How do you keep them engaged, earn their trust and get the most out them?
- 42. What Motivates Millennial? This is what can motivate the millennial; 1. Explain the company vision 2. Prioritize the community service 3. Develop in-between steps and titles 4. Give encouragement & regular feedback 5. Offer more flexibility 6. Provide education & professional development 7. Give them time for personal projects
- 43. Conclusion In conclusion staff motivation is the driver that drives effective workforce that strives to achieve the organizational goals by optimizing their efficiency.
- 44. Conclusion Thank You for listening
Editor's Notes
- Explain how an individual get’s into the organisation and progress further.
- Explain how an individual get’s into the organisation and progress further.
- Explain how an individual get’s into the organisation and progress further.
- Explain how an individual get’s into the organisation and progress further.
- Explain how an individual get’s into the organisation and progress further.
- Explain how an individual get’s into the organisation and progress further.
- Bandura’s 4 sources of Self Efficacy. Mastery.. Vicarious Experience (Model the expert) Verbal persuasion Emotional & physiological state
- Explain how an individual get’s into the organisation and progress further.
- Explain how an individual get’s into the organisation and progress further.
- Explain how an individual get’s into the organisation and progress further.
- Explain how an individual get’s into the organisation and progress further.
- Punishment – Positive – Yusof Punishment – Negative – Keethanjali Reinforcement – Positive – Incentive increases motivation Reinforcement – Negative – Remove workload – increase motivation