3. OUT LINES
Definition of motivation.
The difference between Desire and Drive
Importance of motivation
Types of motivation
Model of motivation..
How to motivate your self.
Strategies to create a motivating climate.
Motivational theories.
4. Theories of Motivation
Needs theories
a) Maslow‘s hierarchy of needs
b) Alderfer‘s theory.
c) McClelland theory.
d) Herzberg‘s two factor theory
Process theory
a) Expectancy Theory
b) Equity theory
c) Reinforcement theory
d) Goal Setting Theory.
5. Definition of motivation
Is the force within the individual that influences or
directs behavior. Because motivation comes from
within the person , managers cannot directly
motivate subordinates & manager can create the
climate in which employees become more likely to
motivate themselves .
6. Definition of motivation
- It is the action that people take to satisfy
unmet needs .
- It is willingness to put effort into achieving a
goal or a reward to decrease the tension
caused by the need.
7. Definition of motivation
Is a product of needs, drives or motives, which is
basically the driving force within a person
It is inner state that activates or directs behavior
towards achieving a goal
Definition of motive:
An incentive to act or a reason for doing
something or anything that prompted a choice of
action.
8. The difference between Desire and Drive:
Desire : is the motivation that lies behind every action
and the power or energy that cause all movement
Desire : incite person to make the most incredible
efforts it can be transformed into energy for positive or
negative ends.
9. DRIVES
A drive is a psychological state of arousal that compels
humans to take action to restore their homeostatic
balance.
When balance is restored, the drive is reduced.
Examples are primary and secondary drives.
10. Importance of Motivation
Business
1. Improves Performance Level
2. Helps to Change Negative or Indifferent
Attitudes of Employees
3. Reduction in Employee Turnover
4. Helps to Reduce Absenteeism in the
Organization
5. Reduction in Resistance to Change
11. Learning
1. Motivation directs behavior toward particular goals.
2. Motivation also leads to increased effort and energy
3. Motivation increases the initiation and persistence of
activities
4. Motivation enhances cognitive processing
5. Motivation determines what consequences are
reinforcing and punishing.
12. Importance of motivation
1. Improves growth of people.
2. Improves communication between people.
3. Increases interpersonal relationship between
manager and employee.
13. 4. Improves job satisfaction and self-esteem.
Improves performance and productivity.
Reinforces new behaviors :-
energizing good behavior
Directing /changing bad behavior
Helps people work effectively
14. Model of motivation
1- need eg. (food) if not met give arise to specific (drive ).
2- Drive (eg.) : (hunger ) these drives gives rise to activity .
(eg.) the search of food aimed to attaining some
( intensive or goal )
15. 3- incentives or goals : (eg.) food which can
satisfy the original need.
Need or disequilibrium Drive , action &
behavior Good states satisfaction of
need or return to equilibrium (feed back)
16.
17. Types of motivation
1- intrinsic comes from within the person ,
driving him or her to be productive.
-To be intrinsically motivated at work , the work
must value job performance and productivity .
18. 2- extrinsic which is the motivation
that is enhanced by job environment or
external rewards , occurs after the
work has been completed.
19.
20. 3-positive motivation
positive reinforcement means providing a positive
response when the person demonstrates the desired
behavior .
4-Negative motivation :-
by taking away uncomfortable consequences.
21. How to motivate yourself :-
1-Finding counseller or support group .
2- Maintain proper diet and exercises.
3- Avoid reasons for frustration (lack of
confidence , lack of focus and direction).
4- Stop complaining about every thing.
5- Remember your successes.
22. 6- Remember to have fun.
7- Write down your goals , reasons for working towards
them .
8- Make use for your creativity .
9-donꞌt fear failure.
10-compare yourself with yourself not with others.
23. Strategies of Motivation
1.Provide Meaningful and Challenging Work.
2.Set Clear Targets and Expectations and Measure
Performance.
3.Give Regular, Direct, Supportive Feedback.
4.Design People's Roles So They Can Use Their Strengths.
5.Enable Input and Choice in How Work Gets Done.
6.Creating an Inspiring Workplace.
7.Be fair and clear. Process of Motivation
24. strategies to create a motivating
climate
1- Have clear expectations for workers ,
communicate these expectation effectively.
2- Be fair and consistent when dealing with all
employees .
3- be a firm decision maker using an appropriate
decision making style.
25. 4- develop the concept of team work.
5- integrate the staff′s needs and wants with
the organization interests.
6- Remove traditional block between the
employee and the work to be done.
26. 7- Be certain that employees understand the
reason behind decisions.
8- Reward desirable behavior.
9- create a trustful and helping relationship
with employees.
10- Be a role model for employees.
27. Theories of Motivation
Needs theories
a) Maslow‘s hierarchy of needs
b) Alderfer‘s theory.
c) McClelland theory.
d) Herzberg‘s two factor theory
Process theory
a) Expectancy Theory
b) Equity theory
c) Reinforcement theory
d) Goal Setting Theory.
28. Maslow's Theory
Maslow believes that people are motivated to satisfy
certain need.
Ranging from basic survival to complex psychological
need and that people seek a higher her need only
when the lower need have been predominately met
―Maslow‘s Hierarchy of need”
Other needs of Maslow's hierarchy (need to know&
understand, Aesthetic need).
Needs at any level of hierarchy emerge as a significant
motivator only when the lower needs are satisfied.
29.
30. Alderfer's ERG theory
Alderfer classifies needs into three categories, also
ordered hierarchically:
1. growth needs (development of competence and
realization of potential)
2. relatedness needs (satisfactory relations with others)
3. existence needs (physical well-being)
This is very similar to Maslow -- can be seen as just
collapsing into three tiers, But maybe a bit more
rational.
For example, in Alderfer's model, sex does not need to
be in the bottom category as it is in Maslow's model.
31.
32. Acquired Needs Theory (McClellan)
Is concerned with how individual needs and environmental
factors combine to form basic human‘s motives that are
learned, socially acquired as individual interacts with
the environment
Need for affiliation
-High need for affiliation is related to desire for affection
-Establishes friendly relationships.
-seeks a sense of belonging by joining groups
33. Need for power
-High need for power means that an individual seeks to influence
others
-Likes to compete with others.
-concerned with retaining power
Need for achievement
Person of high need for achievement is one who:
-wants to take personal responsibilities for finding solution
-has a high level of energy
-is willing to work hard and make contribution
34.
35. Two Factor theory (Herzberg)
According to Herzberg, two kinds of factors affect
motivation, and they do it in different ways:
1.Hygiene factors.
They are things that when you take them away, people
become dissatisfied and act to get them back .
Example decent working conditions, security and pay .
36. 2 .Motivators
These are factors whose presence motivates .
Their absence does not cause any particular
dissatisfaction, it just fails to motivate .
Examples are all the things at the top of the
Maslow hierarchy, and the intrinsic motivators .
So hygiene factors determine dissatisfaction, and
motivators determine satisfaction .
37. 2 .Process Theory
This theory suggests that there are actually two
motivation systems: intrinsic and extrinsic that
corresponds to two kinds of motivators :
Intrinsic motivators: Achievement, responsibility and
competence.
Extrinsic: pay, promotion, feedback, working
conditions -- things that come from a person's
environment, controlled by others.
38. 1. Equity Theory
Equity theory says that it is not the actual reward that
motivates, but the perception, and the perception is
based not on the reward in isolation, but in comparison
with the efforts that went into getting it, and the
rewards and efforts of others.
In other words, people's motivation results from a ratio
of ratios: a person compares the ratio of reward to
effort with the comparable ratio of reward to effort
that they think others are getting
39. 2-Reinforcement theory
Reinforcement theory is based primarily on the research of
psychologists .
People tend to repeat the behavior that they have learned
will produce pleasant outcomes
- behavior that is reinforced will be repeated , behavior
that isn't reinforced will not be repeated
40. Types of reinforcement
A. Positive reinforcement:
is strengthening good behavior by adding
consequences.
Reinforcing through adding reward to the good behavior
such as giving prize, money, favored task assignments or
time off.
42. C- maturity theory:-
Healthy individuals develop along continuum
from immaturity to maturity.
People tend to be active not passive.
Dependent not independent.
Self aware ,controlled rather than un aware
,controlled by others.
