As motivation is one of the requisites of performance, a basic understanding of what motivation is and how it facilitates the achievement of goals would benefit both managers and individual employees.

2. Job performance is given requirement in any
organization. It is possible, however, if the following
conditions are met.
1. Capacity to perform – relates to the degree to which
the employee possesses skills, abilities, knowledge,
and experiences relevant to his job.
2. Opportunity to perform – will depend on the work
environment provided to the employee.
3. Willingness to perform – relates to the degree in which
an employee desires and is willing to exert effort to
achieve the goals assigned to him.

3. Capacity to Perform
Capacity to Perform
Capacity to Perform
JOB PERFORMANCE
DETERMINANTS OF JOB PERFORMANCE

4. WHAT IS
MOTIVATION?

5. Motivation?
 Derived from Latin word, ‘movere’, which means
“to move”.
 Is a general term applying to the entire class of
drives, desires, needs, wishes, and similar forces.
 As motivation is one of the requisites of
performance, a basic understanding of what
motivation is and how it facilitates the
achievement of goals would benefit both managers
and individual employees.

6.  The process of activating behavior, sustaining
it, and directing it toward a particular goal.
Moves people to act and accomplish.
 The set of internal and external forces that causes a
worker or employee to choose a course of action and
engage in a certain behavior.

7. Internal
Forces
External
Forces
Worker
Course of
action
Course of
action
Organizational Goal
THE PROCESS OF WORK MOTIVATION

8. Positive motivation
Negative motivation –

10. Theories of
Motivation
Content
Theories
Process
Theories
Acquire
d needs
theory
ERG
Theory Two
factor
theory
Hierarchy
needs
theory
Goal
Setting
Theory
Equity
Theory
Expectancy
Theory
THEORIES OF MOTIVATION

13. Self – actualization
Esteem
Social
Safety
Physiological
MASLOW’S HIERARCHY OF NEEDS

16. David
McClelland

18. Frederick Hezberg

21. Valence Expectancy Instrumentalityx x = Motivation
Effort Performance Reward
EXPECTANCY
(Perceived effort-
Performance
Probability)
INSTRUMENTALITY
(Perceived
Performance-reward
Probability)
VALENCE
(Perceived values
of reward)
AN EXPECTANCY MODEL OF MOTIVATION

22. Two types of inequity;

24. values goals
Edwin A. Locke

26. values
GOALS that are:
1. Specific
2. Difficult but
achievable
3. Accepted
by the
person
4. Used in
evaluating
performanc
e
Improved
performa
nce
GOAL SETTING THEORY

30. i. Personal accountability – which means the employee
is responsible for his or her result. He accepts credits
for doing a good job, and blame for poor job.