This document discusses motivation in the workplace. It explains that motivation involves giving employees what they want most from their jobs, which will increase productivity, quality, and service. The document then contrasts Theory X and Theory Y approaches to motivating employees. Theory X assumes employees dislike work and resist change, while Theory Y assumes work can be enjoyable if employees' higher needs for fulfillment are met through rewards and responsibility. Motivation under Theory Y involves strategies like decentralization, job enlargement, participative management, and performance appraisal.

1. Motivation

2. What is motivation?
 Motivation is to give people what they really want
 Twyla Dell writes of motivating employees, "The heart
of motivation is to give people what they really want
most from work. The more you are able to provide
what they want, the more you should expect what you
really want, namely: productivity, quality, and service."
(An Honest Day's Work (1988)

7. Motivation circle

9. People motivation

10. Theory X and theory Y
Theory X assumes that the average person:
- Dislikes work and attempt to avoid it
- Has no ambition, wants no responsibility
- Is self-centered and does not care about
organizational goal
- Resists change
- Is gullible and not particular intelligent

11.  Management approaches can range from a hard
approach to soft approach.

12. Theory Y makes the following assumptions:
- Work can be as natural as play and rest
- People will be self – directed to meet their wok
objectives if they are committed to them
- People will be committed to their objectives if
rewards are in place that address higher needs
such as self-fulfillment
- Under these condition, people seek responsibility
- Most people can handle responsibility because
creativity and ingenuity are common in
population

13. Motivation under theory Y:
- Decentralization and delegation
- Job enlargement
- Participative management
- Performance appraisal