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7 motivation

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7 motivation

  2. 2. <ul><li>Definition Of motivation </li></ul><ul><li>Motivation is </li></ul><ul><li>Qualities Of Motivation </li></ul><ul><li>Process of motivation </li></ul><ul><li>Six c’s of motivation </li></ul><ul><li>Basic model of motivation </li></ul><ul><li>Theory of motivation </li></ul><ul><li>Case study </li></ul>
  3. 3. Definition of motivation : * The driving force within individuals by which they attempt to achieve some goal in order to fulfill some needs or expectation. * The degree to which an individual wants to choose in certain behavior.
  4. 4. Motivation is… <ul><li>Complex </li></ul><ul><li>Psychological </li></ul><ul><li>Physical </li></ul><ul><li>Unique to each and every person </li></ul><ul><li>Context sensitive </li></ul><ul><li>Not fully understood </li></ul>
  5. 5. Qualities of Motivation: <ul><li>Energizes behavior </li></ul><ul><li>Directs behavior </li></ul><ul><li>Enable persistence towards a goal </li></ul><ul><li>Exists in varying details </li></ul>
  6. 6. MOTIVATION AS A PROCESS : <ul><li>It is a process by which a person’s efforts are energized, directed and sustained towards attaining the goal. </li></ul><ul><ul><li>*Energy- A measure of intensity or drive. </li></ul></ul><ul><ul><li>*Direction- Towards organizational goal. </li></ul></ul><ul><ul><li>*Persistence- Exerting effort to achieve goal </li></ul></ul>DIRECTION PERSISTENCE ENERGY
  7. 7. Six C’s of Motivation.. Choices collaboration Constructing meaning Consequences Control Challenges
  8. 8. BASIC MODEL OF MOTIVATION Needs or expectations Result in Drive force (Behavior or Action) To Achieve Desired Goals Which Provides fulfillments Feedback
  9. 9. Early Theories of Motivation: <ul><li>Content Theories: </li></ul><ul><li>Emphasis on what motivates individuals. </li></ul><ul><ul><li>Maslow’s need Hierarchy </li></ul></ul><ul><ul><li>Macgregor's Theories X & Y </li></ul></ul><ul><ul><li>Herzberg’s two factors theory </li></ul></ul>
  10. 10. <ul><li>Process Theories of Motivation: </li></ul><ul><ul><li>Emphasis on actual process of motivation . </li></ul></ul><ul><ul><li>Three needs Theory ( McClelland) </li></ul></ul><ul><ul><li>Goal-setting Theory </li></ul></ul><ul><ul><li>Reinforcement Theory </li></ul></ul><ul><ul><li>Designing Motivating theory </li></ul></ul><ul><ul><li>Equity Theory </li></ul></ul><ul><ul><li>Expectancy Theory </li></ul></ul>
  11. 11. Maslow’s Hierarchy of needs theory <ul><li>Needs were categories as five levels of lower-higher-order needs. </li></ul><ul><li>*Individual must satisfy lower-level needs before they can satisfy higher order needs. </li></ul><ul><ul><li>*Satisfied needs will no longer motivate. </li></ul></ul><ul><ul><li>*Motivating a person depends on knowing at what level that a person is on the hierarchy. </li></ul></ul>
  12. 12. HIERARCHY OF NEEDS *Lover order ( External ) : Physiological and safety needs *Higher order ( Internal ) : Social, Esteem, and Self-actualization Physiological needs Safety Needs Social Needs Esteem Needs Self-Actualization Needs
  13. 13. McGregor’s Theory X and Y <ul><li>Theory X </li></ul><ul><ul><li>Assume that workers have little ambition, dislike work, avoid responsibility, and require close supervision. </li></ul></ul><ul><li>Theory Y </li></ul><ul><ul><li>Assumes that workers can exercise self-direction, desire, responsibility, and like to work. </li></ul></ul><ul><li>Assumption </li></ul><ul><ul><li>Motivation is maximized by participative decision making, interesting jobs, and good group relation. </li></ul></ul>
  14. 14. Motivational Theories X & Y Social Physiological Safety & Security Esteem SA Theory Y - a set of assumptions of how to manage individuals motivated by higher order needs Theory X - a set of assumptions of how to manage individuals motivated by lower order needs
  15. 15. McClelland’s Need Theory: Need for Achievement Need for Achievement The desire to excel and succeed
  16. 16. McClelland’s Need Theory: Need for Power Need for Power – The need to influence the behavior of others.
  17. 17. McClelland’s Need Theory: Need for Affiliation Need for Affiliation – The desire for interpersonal relationship
  18. 18. Herzberg’s Motivation-Hygiene Theory <ul><li>Job satisfaction and job dissatisfaction are created y different factors. </li></ul><ul><ul><li>Hygiene factors- Extrinsic ( Environmental ) factors that create job dissatisfaction. </li></ul></ul><ul><ul><li>Motivation Factors- Intrinsic ( Psychological ) factors that create job satisfaction. </li></ul></ul><ul><li>Attempted to explain why job satisfaction does not result in increased performance </li></ul><ul><ul><li>The opposite of satisfaction is not dissatisfaction but rather no satisfaction . </li></ul></ul>
  19. 19. Motivation–Hygiene Theory of Motivation Hygiene factors avoid job dissatisfaction <ul><li>Company policy & administration </li></ul><ul><li>Supervision </li></ul><ul><li>Interpersonal relations </li></ul><ul><li>Working conditions </li></ul><ul><li>Salary </li></ul><ul><li>Status </li></ul><ul><li>Security </li></ul><ul><li>Achievement </li></ul><ul><li>Achievement recognition </li></ul><ul><li>Work itself </li></ul><ul><li>Responsibility </li></ul><ul><li>Advancement </li></ul><ul><li>Growth </li></ul><ul><li>Salary? </li></ul>Motivation factors increase job satisfaction
  20. 20. Alderfer’s ERG Theory Existence Relatedness Growth Physiological Safety & Security Love (Social) Esteem SA
  21. 21. Self-actualization Motivational Need Theories Maslow Alderfer McClelland Higher Order Needs Lower Order Needs Esteem self interpersonal Safety & Security interpersonal physical Need for Achievement Need for Power Relatedness Need for Affiliation Existence Growth Belongingness (social & love) Physiological
  22. 22. Case Study The manager of A.B.C.Ltd. Realixed that the level of moral and motivation of their employees was very low and there was dissatisfaction among the employees. Labor productivity was also found to be very low. After investigating the causes of dissatisfaction, the managers decided that if employees were to be motivated, there was a need to establish and maintain good interpersonal relation, over and above good salary, job security, proper working conditions and supervision.
  23. 23. So they put in sincere efforts to improve all these factors during one year. Yet, surprisingly, they came to know that in spite of reduction in the degree of dissatisfaction, the level of morale and motivation was low and there was no significant increase in their productivity. Therefore, the managers are worried. <ul><li>What managerial problem is involved in the above case? Suggest a solution and make a definite stance to justify the same. </li></ul>*Jan. 25, 2012. Short bond paper. Arial 12, 1.5 spacing

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