The document discusses various theories of motivation and how to motivate employees. It covers Maslow's hierarchy of needs, Herzberg's two-factor theory, and Alderfer's ERG theory. The document also discusses designing motivating jobs through job enrichment and enlargement. Additionally, it discusses the importance of recognition for employee motivation and factors that motivate today's workforce such as career growth, meaningful work, and flexible hours.

1. MOTIVATING TODAY’S
EMPLOYEE
Prof (Dr) Nitin Zaware
(Director, Rajiv Gandhi Business School, Pune)
nitinzaware@gmail.com
+91 9860121311
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3. “ motivation is a set of energetic forces that originate both
within as well as beyond an individual’s being, to initiate
behavior, and to determine its form, direction, intensity,
and duration.”
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4. MOTIVATION AND INCENTIVES
 Motivation - Factors within and outside an organism that
cause it to behave a certain way at a certain time
 Motivational state or drive - An internal condition,
which can change over time, that orients an individual to a
specific set of goals (e.g., Hunger, thirst, sex, curiosity)
 Incentives - Goals or reinforcers in the external
environment (e.G., Good grades, food, a mate)
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5. The Motivation Process
Un-
satisfied
need
Tension Drives
Search
behavior
Satisfied
need
Reduction
of
tension
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6. Self-Actualization
Esteem
Social
Safety
Physiological
Maslow’s
Hierarchy
of Needs
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7. Self-actualisation
‘A musician must make music, an artist must
paint, a poet must write, if he is to be
ultimately happy. What a man can be, he
must be. This need we may call selfactualisation
.... it refers to the desire for selffulfilment
.... to the tendency for him to become actualised in
what he is potentially ....
the desire to become more and more what
one is, to become everything one is capable
of becoming.’
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8. Dislike Work
Enjoy Work
Avoid Responsibility
Little Ambition
Theory X
Workers
Accept Responsibility
Self-Directed
Theory Y
Workers
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9. Herzberg’s Motivation-Hygiene
Motivators Hygiene Factors
Extremely satisfied Neutral Extremely dissatisfied
•Achievement
•Recognition
•Work itself
•Responsibility
•Advancement
•Growth
•Supervision
•Company policy
•Relationship with
supervisor
•Working conditions
•Salary
•Relationship with peers
•Personal life
•Relationship with
subordinates
•Status
•Security
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10. Contrasting Views of
Satisfaction-Dissatisfaction
Satisfaction Dissatisfaction
Traditional View
Herzberg’s View
Satisfaction - No Satisfaction No Dissatisfaction- Dissatisfaction
Motivators Hygiene Factors
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11. The Three
Needs Theory
AffiliationAchievement
Power
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12. No RewardsBehavior
Rewards
Punishment
REINFORCEMENT THEORY
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Behavior
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13. EQUITY THEORY
1) Compute your input/output ratio
2) Compare your ratio to other’s ratio
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14. EXPECTANCY THEORY
1) How hard do I have to work?
2) What are the chances of reaching the goal?
3) How attractive is the goal?
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15. Expectancy:
• If I tried, would I be able to perform the action I am
considering?
Instrumentality:
• Would performing the action lead to
identifiable outcomes?
Valence:
• How much do I value those outcomes?
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17. ERG THEORY
There are three groups of core needs
 E xistence
 R elatedness
 G rowth
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18.  Overview of Need Theories
 Physiological
 Safety
 Love
 Esteem
 Self-Actualization
 Motivators
 Hygienes
 Growth
 Relatedness
 Existence
 Maslow's
 Hierarchy
 Alderfer's
 ERG Theory
 Hertzberg's
 Two-Factor Theory
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19. MOTIVATION IN ORGANIZATIONS
If you want to motivate
people, first think about their
needs.
Knowing this, how would one go
about finding out what your
people’s needs are?
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20. Designing Motivating Jobs
Number of Tasks
Frequency of Tasks
Employee Control
Feedback
Job
Enrichment
Scope Depth
Job
Enlargement
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21. ADVANTAGES OF RECOGNITION
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Morale
Productivity
Satisfaction
Margin
Stress
Absences
Taurnover
Cost
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22. MOTIVATING TODAY’S WORKFORCE
 Career Growth
 Exciting Work
 Meaningful Work
 Great People
 Team Participation
 Flex Hours
 Benefits
 Wages
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23. THANK YOU
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