This presentation contains the basic aspects of "motivation". This was originally designed for students following Certificate Course in Human Resource Management at IPM.

3. What do you mean by “motivation” ?

4. Internal and
external factors
that stimulate
desire and
energy in
people
to continuously
be interested
and committed
to a job, role or
subject
Or to make an
effort to attain
a goal.

5. • Intensity of desire or needs
• Reward value of the goal
• Expectations from the individual
Example: A student will spend extra
time studying for a test because he or
she wants a better grade in the class

6. • Motivation is defined as the process that
initiates, guides, and maintains goal-
oriented behaviours.

8. • Motivation is the act of stimulating
someone or oneself to get a desired
course of action or to push the right
button to get desired action.
Michael J. Jucius (1950)
Fifth President
University of Chicago

9. Unsatisfied
need
Search for need
satisfaction
Need oriented
behaviour
Performance
Reward of
punishment
Evaluation

10. To energize people
towards identified
goals, results or
outcomes.
To enable people to
achieve more than
average or
acceptable
performance level.
To realize the higher
potential or
individuals.

12. Capacity to
work
Willingness
to Work

13. Capacity to
work
Willingness
to Work
Bridge (Motivation)

14. • labour turnover
• Absenteeism
• Tardiness
• Disciplinary issues
• Grievances
Reduce
organizational
issues

15. • Improves productivity as the
individuals work with team spirit and high
coordination.

16. As people are highly motivated, they prefer to
acquire knowledge skills and attitude.

17. • People will accept changes and be ready
to take challenges.

18. • Employees will have positive attitudes it
will reduce conflicts among them.

19. All people have
some kind of
motivation.
There are reasons
behind the things
people do.
People cannot be
motivated by
force.

20. Increase labour
motivation.
Late attendance
and absenteeism
Drop in
production.
Product defects
and quality
issues.
Interpersonal
issues
Industrial
disputes.

21. Hierarchy of Needs-
Abraham Maslow
Two Factor Theory-
Fredrick Herzberg
Theory X & Y-
Douglas McGregor
ERG Theory by
Clayton Alderfer
Theory of Needs by
David McClelland

22. Abram Maslow

23. Physiological needs
Self-
actualization
Esteem needs
Social needs
Safety needs
To be remembered by
people even after death
To be someone in society,
reputation
Friends, family, to love and
to be loved
Place to be safe
Hunger, thirst, sex, and all
bodily needs

25. Fredrick Herzberg

26. Motivators
(Connected with Job)
Causes
Satisfaction/motivation
Hygiene Factors
(Connected to Environment)
Reduce Dissatisfaction
• Achievement
• Recognition
• Responsibility
• Personal Growth
• Nature Of Work
• Working Conditions
• Company Policies & Administration
• Salary, benefits, job security
• Interpersonal Relationships
• Quality of Supervision

29. “X” Theory (Negatives)
• They dislike work.
• They will attempt to avoid work.
• They are less motivated
• As they dislike work they must be
controlled, threatened and punished to
get work done.

30. “Y” Theory (Positives)
• They like to work.
• They are motivated and goal oriented.
• They have self-control and don’t need to be
controlled.
• They can assume responsibility at given
time.
• Good at taking innovative decisions and fit
for managerial positions.

31. Clayton Alderfer

32. Self-
actualization
Self-esteem
Social needs
Safety needs
Physiological needs
Existence
Needs
Relatedness
Needs
Growth
Needs

34. David McClelland

35. Need for
Achievement
Need for
Power
Need for
Affiliation
• Need to have friendly and close relations
• The need to others behave in a way that
they would not have behaved otherwise
• The drive to excel
• Become successful in career

37. Victor Vroom

38. • When employees know that they get a
high level of reward, they will be
motivated to perform well.
Reward
Effort Performance

39. • There is a positive correlation between
efforts and performance.
• Favorable performance will result in a
desirable reward.
• The reward will satisfy an important need.

41. Be motivated by
yourself.
Have a
dream/vision.
Select people who
are highly
motivated-set an
example.
Treat each person
as an individual.
Set realistic and
challenging goals.
Create a
motivating
environment.
Make progress-
remember that
progress motivate
people.
Provide fair
rewards.
Provide
recognition.
Reinforce
relationships.

42. Job
Enlargement
Job
Enrichment
Job
Rotation
Motivation

43. • Additional duties and responsibilities.
• Increasing number of operations in which
the employee is engaged.
Horizontal Expansion of Job

44. • Making the job more exciting and
challenging by adding,
• More benefits
• Opportunities
• Satisfactory factors

45. Payroll
Intervie
w &
Selection
EPF &
ETF
Health &
Safety
HRIS

46. Giving different
exposure into jobs in the
same department or in
another.
At the shop floor level, it is
done to relieve boredom
and monotony.
Job rotation is given to
mangers to improve their
general managerial
skills.