1. The document discusses various theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's three needs theory. It emphasizes that motivation is influenced by both intrinsic and extrinsic factors. 2. Key aspects of motivation discussed include incentives, rewards, job satisfaction, organizational culture and employee needs. Theories highlighted how motivation satisfies physiological, safety, belonging and self-fulfillment needs. 3. Effective motivation relies on job design, positive reinforcement, participation, clear goals and addressing employee motivators as well as dissatisfiers to maximize performance. Both intrinsic motivations from meaningful work and extrinsic incentives contribute to motivation.

1. AL-QUDS University
Faculty of Health Proffessions
Nursing Department
MOTIVATION
Prepared by:

3. HI MY NAME
IS THAIR
ABU AQEEL

4. A Challenge
Please write a
One Sentence Definition of
E F F E C T I V E M O T I V A T I O N
Page4

8. Question:
What ways can you motivate your
group to work harder?

9. Motivation
Objectives:
1.Understand what is motivation.
2.Recognize different theories used in motivation for leaders
and subordinates.
3.Know how to apply motivation in our organization.
who has no money poor, but he who has nothing but money
is the poorest of all.Taylor’s.

10. Is the force with in the individual that influences or directs behavior.
Incentives used to influence behavior of employees to make higher
productivity.
The leader manager must create a work environment in which both
organizational and individual needs were met.
The intrinsic motivation to achieve is directly related to a person’s level of
aspiration.
Extrinsic motivation is motivation enhanced by the job environment or
external reward .
What rewards did your parents use to promote good behavior?
Was the behavior intrinsic or extrinsic?
What reward do you use with your children?
Because people have constant needs and wants , they are always
motivated to some extent, and motivated differently.
Also different cultures and organization value motivation differently.

12. Successful learning
> ?Wjf.-I J1
I
IVAT
Achievement
MOTIVATION: THE KEY TO
SUCCESS

13. INTRODUCTION
Motivation is the
psychological
process
that
leads to
Choice of
behavior
that
results in Some level of
job
performance
The Motivation-Behavior-Job Performance Sequencea

14. What is Motivation
 Motivation refers to the process by
which a person’s efforts are
energized directed and sustained
towards attaining a goal.
 Three key elements
I. Energy
II. Direction
III. Persistence

15. Given impetus to incite ,impel ,or spur on.

16. MOTIVATION IS TWO-
DIMENSIONAL
° Intrinsic motivation is self-granted and
comes when something is meaningful or
gives sense of purpose
° Examples:
• Job contentment
• Individual growth
• Achievement

17. MOTIVATION IS TWO-
DIMENSIONAL
° Extrinsic motivation is an action taken by
another person
° Usually involves an incentive or anticipation of
a reward
° Examples:
• Money
• Awards
• Performance feedback

18. grades
Extrinsic
self-fulfillment
teacher
4
job
Intrinsic
love for the culture
pleasure
love for the languag
requirement /
parents
if
salary

21. MASLOW’S NEED HIERARCHY
THEORY
Specifies that there
are five human
needs and that these
are arranged in such
a way that lower,
more basic needs
must be satisfied
before higher-level
needs become
activated.
Deficiency Needs
Physiological
Safety Social
Growth Needs
Esteem
Self-actualization

22. Maslow’s Hierarchy of Needs:
-In contrast to Taylor belief that money is a primary motivator , people
motivated by a desire to satisfy a hierarchy of needs.
1.Physiological needs:
Nurse managers should determine if these needs are met …..meal breaks
,rest , adequate payement.
2.Safety and security:
Need physical ,emotional ,financial safety as old age.
3.Social belonging Needs:
Cohesive work group.
4.Esteem Needs:
Achievement,competence,,knowledege ,independence ,status
,recognition ,prestige and respect contribute to self confidence, and self
esteem.
These can be met through evaluation.
5.Self –actualization Needs:
Self fulfillment which is achieved through feeling of responsibility ,
importance, accomplishment.

23. Taylor’s Monistic Theory:
-Pay depends on productivity.
-A person lose interest in work if earn like lazy person.
-You earn more by producing more.
-Incentives like merit increases ,bonus system, profit
,savings are examples of monistic method.
-Larger pay check ----increase one’s self esteem as well as
help meet physiological needs.

24. *Adherfer’s modified need hierarchy:
-Growth need-Relatedness needs-Existence needs.
Less rigid and suggest that more than one need is operative.
Mc Clelland’s Basic Needs theory:
People are motivated by three basic needs:
Achievement----success ,actions.
Power-----influence, personal prestige ,control others.
Affiliation----friendship ,be respected ,decisions similar to
group.

26. Herzberg’s Motivation Hygiene (two factor theory):
Believes that employees can be motivated by the work
itself and that there is an internal or personal need to
meet organizational goals.
He believed that separating personal motivators from
job dissatisfiers was possible.
Found that work motivators include:
1.Intrinsic factors:
Achievement, growth, responsibility , advancement,
recognition, and the job itself.
-If person satisfied in job---he will receive positive
feedback, develop skills and improve his performance.
-Person can be motivated by giving him challenging
work which make him assume responsibility.

28. 2.Maintenance factors(hygiene factors):
Extrinsic factors(money,positive working condition, policy,
personal life..).
Keep employees from being dissatisfied but don’t act as a
real motivators .Can’t motivate but can become as a source
of dissatisfaction and lower performance .e.g. unfairly in
pay or job security as don’t cause improvement in attitude.
Absence of motivators doesn’t necessarily cause
dissatisfaction.
*Expectancy theory:
Motivation depends on how much people want something
and getting something through specific actions e.g. work
outcome attractive.

29. *Skinner’s positive reinforcement theory:
Make understanding of :Motivation ,dissatisfaction ,productivity.
Behavior may be strengthened or weakened depending on what follows it
as positive or negative reinforcement .Behavior that is rewarded is
repeated.
Punishment will help reduce behavior or avoid it .
*Equity theory:
Assess fairness by considering their input and their psychological, social
and financial rewards in comparison with others.
*Likert’s Participative Management theory:
Effective managers use communication to keep the group working as a
unit and foster supportive relationships among group members.
-employee centered supervision is more productive than job centered
supervision.

30. • Skill Variety - the degree to which the job requires the use of
different skills and talents
• Task Identity - the degree to which the job has contributed to
a clearly identifiable larger project
• Task Significance - the degree to which the job has an impact
on the lives or work of other people
• Autonomy - the degree to which the worker has
independence, freedom and discretion in carrying out the
job
• Task Feedback - the degree to which the worker is provided
with clear, specific, detailed, actionable information about
the effectiveness of his or her job performance.
The core job dimensions listed above to critical psychological states which
results in desired personal and work outcomes.

32. Intrinsicmotivation
is themotivation
that c omes from inside

33. Herzberg’s Two-Fact Theory
 Also Called motivation hygiene
theory
 Have two factors
i. Intrinsic factors: job satisfaction
ii. Extrinsic factors: job dissatisfaction

35. McClelland’s Three-Needs
Theory
 David McClelland and his associates
proposed the three needs theory which says
there are three acquired(not innate{not in
born}) needs that are major motivators in
work
 Three needs are:
i. Need for achievement
ii. Need for power
iii. Need for Affiliation

36. www.ReadySetPresent.com
Satisfaction vs. Dissatisfaction
Motivators
Achievement
Growth
Recognition
Responsibility
Hygiene
Compensation
Fringes
Supervision
Work Conditions
Page 36

39. 2 Types of Consequences Behavior
1. Positive reinforcement
– is a reward that consists of a desirable consequences behavior.
2. Negative reinforcement
– is a reward that consists of the elimination of an undesirable
consequence of behavior.
Punishment
– is the presentation of an undesirable behavior consequence or
the removal of a desirable behavior consequence that decrease
the likelihood that the behavior will continue.

40. CHARACTERISTICS OR FEATURES
OF MOTIVATION
1. Personal and Internal Feeling
2. Art of Stimulating Someone Or Oneself
3. Produces Goal - Directed Behaviour
4. Motivation can be either Positive or
Negative
5. The Central Problem of Motivation is HOW

41. www.ReadySetPresent.com
What Employees Want
 Maintainers.
 Motivators.
Page 41

42. www.ReadySetPresent.com
Maintainers







Working conditions.
Company policies.
Job security.
Pay and benefits.
Relationships with
coworkers.
Supervision.
Status.
Page 42

43. ORGANIZATION BECAUSE OF THE
FOLLOWING BENEFITS IT
PROVIDES:-
1. Productive use of resources
2. Increased efficiency and output
3. Achievement of goals
4. Development of friendly relationships
5. Stability in workforce

44. FACTORS AFFECTING INDIVIDUAL
PERFORMANCE
°Motivation of individual,
°His sense of competence.
°His ability,
°His role of perception, and
°Organizational resources