20080418 01 motivation 1 concepts, approaches & theories apgenco vijayawada 60s

MAXIMIS

ATIO

N

MINIMISATIO

N

What Is Motivation?• Motivation

• Is complex because it is the term we use to

explain human behavior• Is related to a person's inner impulses

• Is closely associated with his/her values

1. Motivation gives direction and intensity to a person's behavior

• It significantly affects his/her abilities and achievement

What Is Motivation?

• 2. Motivation describes those processes that:

a. Arouse and instigate behaviorb. Give direction or purpose to behaviorc. Continue to allow behavior to persistd. Lead to choosing or preferring a

particular behavior

Every person has needs that they desire to satisfy.

The desire to satisfy the needs ~Leads to actions that will fulfill their needs.

The performance of need fulfilling actions ~Leads to rewards from the employer,retention in the job, promotion after sometime and

satisfaction from doing the job.

The satisfaction and the reward yielding jobReinforces the actions andcauses them to be repeated.

Primary Principles of MotivationPrimary Principles of Motivation

• 1. Interest has original source in 1. Interest has original source in natural impulses-natural impulses-

a. activitya. activityb. love of natureb. love of naturec. curiosityc. curiosityd. desire for approvald. desire for approvale. creativenesse. creativenessf. self advancementf. self advancementg. competition, etc.g. competition, etc.

Primary Principles of MotivationPrimary Principles of Motivation

• 2. If it affects ourselves, it also affects those around us or humanity

• 3. Interest increases with knowledge

• 4. Interest increases with increased ability or skill

• 5. Interest flows from one areato another if the two areclearly connected in

thought

Motivation is Everybody’s Problem

Your children, particularly teenagerswon’t do the assigned homework; or,

not performing well in studies.

You are a wifeand you want to motivate

your husbandto stop smoking, or drinking, or

to loose weight.

Motivation is Everybody’s Problem

Your superiors or supervisorsare always on your tail –

and you need to motivate themto get off.

You are the group leader and you need to get things

Done to meet the targets fixed.

There are breakdowns, shutdowns, and problemsThere are breakdowns, shutdowns, and problemseverywhere. Continuous tension. We don’t seemeverywhere. Continuous tension. We don’t seem

to know where we are going. to know where we are going.

Importance of Motivation

In general:

• It allows us to alter an individual’s behavior.

• We use it daily in interactions with other people.

Importance of Motivation

In general:

• It allows us to guide people into seeking the goals –

outcomes we want them to seek.

Importance of Motivation

In general:

• We need to understand when and why we are being motivated.

Importance of Motivation

• Work Related:• Motivated and satisfied (“happy”) workers

lead to “happy” customers, and “happy” customers lead to

successful businesses.

• Unmotivated “Unhappy” workers:

– Have low morale– Are absent more often– Are not as productive, innovative, or

committed– May perform below standard– Complacency– Stress– Aggression– Indiscipline, strikes, agitations, Etc.

MotivationMotivation

The inner state causing an individual to behave in a way

that ensures goal accomplishment.

Motivation in an organization is shaped and directed

by the relationship between managers and employees.

Without motivationthere is no change.

No learning. No action.

And, most important of all,without motivation there are no results.

Motivational Theoriesexplore

what drives peopleto behave in certain

ways.

The Motivation Process –

people go from needto motive

to behaviorto consequenceto satisfaction

or dissatisfaction

Model of Motivation

NEED-Creates desire to fulfill needs (food, friendship, recognition, achievement).

BEHAVIOR-Results in actions to fulfill needs.

REWARDS-Satisfy needs; intrinsic or extrinsic rewards.

FEEDBACK-Reward informs person whetherbehavior was appropriate and should be used again.

Herzberg’s Motivation/Hygiene Herzberg’s Motivation/Hygiene TheoryTheory

Identified Identified two distinct job factorstwo distinct job factors

SatisfiersSatisfiers

DissatisfiersDissatisfiers

SATISFIERS :SATISFIERS :Things that fulfill the need to experience Things that fulfill the need to experience

psychological growth psychological growth through achievementthrough achievement

(Job Content factors/Growth needs):(Job Content factors/Growth needs):Used to increase employee motivationUsed to increase employee motivation

Dissatisfiers :Dissatisfiers :Things that fail to satisfy basic biological Things that fail to satisfy basic biological

needsneeds(Job Context factors/Hygiene factors): (Job Context factors/Hygiene factors): Needs that must be met before the Needs that must be met before the

satisfiers can satisfiers can be addressedbe addressed

•SatisfiersSatisfiers•AchievementAchievement•RecognitionRecognition•Work itselfWork itself•ResponsibilityResponsibility•AdvancementAdvancement•GrowthGrowth

• DissatisfiersDissatisfiers• Company policy and Company policy and

administrationadministration• SupervisionSupervision• Relationship with supervisorRelationship with supervisor• Work conditionsWork conditions• SalarySalary• Relationship with peersRelationship with peers• Personal lifePersonal life• Relationship with subordinatesRelationship with subordinates• StatusStatus• SecuritySecurity

Self-Self-actual-actual-izationization

PhysiologicalPhysiological

SafetySafety

BelongingnessBelongingness

EsteemEsteem

Seven categories capture most needs

Five categories placed in a hierarchy

NeedNeed toto

knowknow

NeedNeed forfor

beautybeauty

Maslow’s Needs Hierarchy Theory

Maslow – Hierarchy of Needs

Developed in 1940 by Abraham Maslow

Based on 4 major assumptions:

• Only unmet needs motivate• People’s needs are arranged in

order of importance (basic – complex)

• Lower-level needs must be met first

• There are 5 classifications of need

Hierarchy of Needs

Physiological:

Primary or basic needs, i.e., air,

food, shelter, sex & relief

or avoidance of pain

Hierarchy of Needs

Safety:Once the physiological

needsare met,

the individualis concerned with

safety and security

Hierarchy of Needs Belongingness:

After safety needs,people look for

love,friendship,

acceptance, andAffection

Also Social Needs

Hierarchy of Needs

Esteem:

After social needs,the individual focuses on

ego,status,

self-respect,recognition for accomplishments

andfeeling of self-confidence and

prestige

Hierarchy of NeedsSelf-Actualization:

Highest level of needis to develop

one’s full potential. To do so,

one seeks growth,achievement,

and advancement.State of self-fulfillment

in whichpeople realize their highest

potentialin their own unique way

MOTIVATING ORGANIZATION MEMBERS

Unsatisfied needs of organization members resulting ineither appropriate or inappropriate behavior

.

Intrinsic / Extrinsic Rewards• Intrinsic rewards -

satisfactions a person receives in the process of performing a particular action.• Feeling of job well done• Sense of achievement• Pride

• Extrinsic rewards – given by another person.

• Gifts• Promotion• Recognition• Praise • Salary Increase• Status

The Nature of Motivation

• Motivation•The psychological forces acting on an individual that determine:•Direction—possible behaviors the individual could engage in

•Effort—how hard the individual will work

•Persistence—whether the individual will keep trying or give up

•Explains why people behave the way they do in organizations

The Nature of Motivation (cont’d)

• Intrinsic Motivation•Behavior that is performed for its own sake.•The source of the motivation that comes from actually engaging in the behavior.

•The sense of accomplishment and achievement derived from doing the work itself

• Extrinsic Motivation•Behavior that is performed to acquire material

or social rewards or to avoid punishment.

•The source of the motivation is the consequences of the behavior and not the behavior itself.

•NEEDS :

•Need for Affiliation –An interest in establishing

and maintaining relationships with other people

•Need for Power – Tendency to seek impact,

control, or influence over others, and to be seen as a Powerful individual

•EMOTIONS :•Feelings that generally have

both physiological and cognitive elements that influence behaviour

The Role of Emotions

• Emotions are important We should train our emotions to help us achieve success and happiness

• Preparing us for action•A link between events in our

environment and our responses

• Shaping our future behavior•Act as reinforcement

• Helping us to interact more effectively with others•Act as a signal to observers,

allowing them to better understand what we are experiencing and to predict our future behavior

EMOTIONS :

Achievement Motivation

Need for Achievement

• Motive to master tasks and resulting feelings of satisfaction.

• High need for achievement : Set challenging but realistic goals and derive satisfaction when the goal is met.

• Low need for achievement : Also like to succeed, but success tends to bring relief at having avoided failure.

Influences on the Development of

Achievement Motivation

• Parents, especially during early childhood.

• Subtle messages of culture’s view on the importance of achievement.

• Beliefs about oneself resulting from social & cultural learning experiences.

Achievement and Success

in the Workplace• Job performance and job

satisfaction increases when people are allowed to set and achieve clear goals.

• Goals:•personally meaningful•specific and concrete•management supports of

workers’ own goal-setting