2. Table of Contents!
Overview
• What is Motivation?
• Factors Contributing to
Motivation
• Theories of Motivation
• Techniques of Motivation
Reporters!
Ghammie Babiera
Ace Vincent Novio
Elaiza Mae Noriel
10. 1. Physiological Needs.
Those that are concerned
with biological needs
like food, drink, rest,
and sex.
2. Security Needs. It
includes freedom from harm
coming from the elements or
other people, or financial
security.
Maslow’s Need
Hierarchy Theory
11. 3. Social Needs. It
includes striving to secure
love, affection, and the
need to be accepted by
peers.
4. Esteem Needs. Refer to
the need for a positive
self-image and self-respect
and the need to be
respected by others.
Maslow’s Need
Hierarchy Theory
12. 5. Self-Actualization
Needs. Topmost level of
needs where it involves
realizing our full
potential as human being.
Maslow’s Need
Hierarchy Theory
13. Herzberg indicates that a
satisfied employee is
motivated from within to
work harder, and
dissatisfied employee is
not self-motivated.
Two Classes of Factors
associated with employee’s;
1. Satisfaction:
achievement,
recognition, work
itself, responsibility,
advancement and growth.
2. Dissatisfaction: company
policy, work conditions,
salary, relationship
with peers, personal
life, status and
security.
Herzberg’s Two-Factor Theory
14. It is a motivation model
based on assumption that an
individual will work
depending on his perception
of the probability of his
expectations to happen.
Valence is the value an
individual places on the
expected outcomes or
reards.
Expectancy Theory
15. Expectancy theory is based
on the following
assumptions.:
1. A combination of forces
within the individual
and environment
determine behavior.
2. People make decisions
about their own behavior
and that of
organization.
3. People have different
types of needs, goals,
and desires.
4. People make choices
among alternative
behavior based on the
extent to which they
think a certain behavior
will lead to desired
outcome.
Expectancy Theory
16. Components of Goal Setting
Theory:
1. Goal Content
2. Goal Commitment
3. Work Behavior
4. Feedback Aspects
Goal Setting Theory
17. Components:
1. 2. 3. 4.
To be sufficient in content,
goals must be challenging,
attainable, specific and
measurable,time limited, and
relevant.
It provides the individuals with
a way of knowing how far they
have gone in achieving
objectives.
When individuals or groups are
committed to the goal they are supposed
to achieved, there is a chance that
they will achieve them.
Goals influence in terms of
direction,effort, persistence,
planning.
18. Techniques of
Motivation
03 1.Motivation through job design
2. Motivation through rewards
3.Motivation through employee
participation
4. Other motivation techniques
for the diverse work force
19. Motivation Through
Job Design
Job Design may be
defined as “specifying
the tasks that
constitute a job for an
individual or a group”
Two Approaches of Job Design:
1.Fitting people to do the jobs.
Routine and repetitive tasks
make worker suffer from
chronic dissatisfaction.
2. Fitting jobs to people.
Instead of changing the
person, management may
consider changing then job.
20. Remedies for
Fitting People
to Jobs:
1.Realistic Job Preview- where
management provides honest
explanations of what a job
actually entails.
2.Job rotation – where people
are moved periodically from
one specialized job to
another.
3.Limited exposure- where a
worker’s exposure to highly
fragmented and tedious job is
limited.
21. Remedies for
Fitting Jobs to
People:
1. Job enlargement- where two
or more specialized tasks in a
work flow sequence is
combined to a single job.
2.Job enrichment- where
efforts are made to make jobs
more interesting, challenging,
and rewarding.
22. Motivation Through
Rewards
Rewards consist of
material and
psychological benefits
to employees for
performing tasks in
workplace.
Rewards classified in two
categories:
1.Extrinsic- refer to payoffs
granted to the individual by
another party.
2.Intrinsic – which are
internally experienced payoffs
which are self-granted.
23. Management of
Extrinsic
Rewards:
• It must satisfy individual need
• The employee must believe
effort will lead to reward
• Rewards must be equitable
• Rewards must be linked to
performance
24. Motivation Through
Employee Participation
When employees
participate in deciding
various aspect of their
jobs, the personal
involvement,
oftentimes is carried
up to the point where
the task is completed.
Activities where employees may
participates:
1.Setting Goals
2.Making Decisions
3.Solving Problems
4.Designing and implementing
organizational change
25. Approaches that
employees can
participates:
1.Quality Controls Circles. A
method of direct employee
participation is the quality
control circle (QCC). The
objective of the QCC is to
increase productivity and
quality of output
2.Self-Managed Teams. When
workers have reached a
certain degree of discipline,
they may be ripe for forming
self-managed teams.
27. Other
Motivation
Techniques
1.Flexible Work Schedule. There is an
arrangement called flextime. Which
allows employees to determine their
own time of arrival and departure
within specific limits.
2.Family Support Services. Employees
are oftentimes burdened by family
obligations like caring for children.
Progressive companies provides day
care facilities for children of
employees.
3.Sabbaticals. A sabbatical leave is one
given to an employee for a certain
number of years of service.
