motivation chapter 13
TRANSCRIPT
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CHAPTER 13
The Mystique of
Motivation
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As Berelson and Steiner have definedthe term, a motive is an inner statethat energizes, activates, or moves(hence motivation), and that directsor channels behavior toward goals.
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In other words, motivation is ageneral term applying to the entireclass of drives, desires, needs,
wishes, and similar forces. Likewise,to say that managers motivate theirsubordinates is to say that they dothose things which they hope will
satisfy these drives and desires andinduce the subordinates to act in adesired manner.
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Motivation is defined as feelinginside the body to do something ornot to do something for achievementof goal voluntarily.
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Theories of Motivation
1. X-Y Theory (McGregor)
2. Maslows Hierarchy of Needs Theory
3. Herzbergs Two Factors Theory4. Alderfers ERG Theory
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X-Y Theory (McGregor)
McGregor theory X and theory Y in hisbook The human side of theEnterprise
X Theory
Employees are lazy
Require control and coercion
Avoiding responsibility
Seeking security
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Y Theory
Employees like work as rest or play
Not require control and coercion Committed to the organizations
objectives
Under proper conditions, they notonly accept but seek more and moreresponsibility.
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2. Maslows Hierarchy ofNeeds
SelfActualization
Needs
Esteem Needs
Love / Socialneeds
Safety Needs
PhysiologicalNeeds
1
2
3
4
5
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1. Physiological Needs: Need for food,sleep, shelter etc.
2. Safety Needs: Safety of job or safe
working environment, free from threats.3. love / Social needsaffection with
colleagues and family
4. Esteem NeedSelf respect, self-esteem
and esteem of others5. Self-actualizationself-confidence, self-
fulfillment
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3. Herzbergs Motivation Hygiene theory
200 engineers and accountantswere studied and asked to
recollect their experiences whenthey were satisfied anddissatisfied and concluded that
certain factors tended to lead tojob satisfaction and other factorsled to dissatisfaction.
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The factors led to satisfaction calledMotivators
The factors led to dissatisfactioncalled hygiene factors
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Motivators:
Achievement
Recognition Work itself
Responsibility
Advancement (Positive effects) Led to satisfaction
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Hygiene factors
Company Policy & Administration
Supervision Technical Aspects Salary
Interpersonal Relations Supervision
Working Conditions
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Hygiene Factor
Company Policy & Administration
Supervision
Salary
Interpersonal relations
Working Conditions
Hygiene Factor ld to preventdissatisfaction.
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Motivation Factor
Achievements
Recognition
Work itself Responsibility
Advancement
Motivation factor led to satisfaction
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2. Relatedness needs the need forsatisfying interpersonal relationships.
3. Growth needs the need forcontinuing personal growth anddevelopment.
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Second, in contrast to Maslow,Alderfer found that peoplesometimes activate their higher-level needs before they havecompletely satisfied all of theirlower-level needs.
Third, Alderfer concluded thatmovement in his hierarchy ofhuman needs is not always upward.
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For instance and this is reflected inhis frustration regression principle he found that a worker frustrated byhis failure to satisfy an upper-levelneed might regress by trying to fulfillan already satisfied lower-level need.
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Alderfers work, in conjunction withMaslows, has implications formanagement. Employees frustrated
by work that fails to provideopportunities for growth ordevelopment on the job mightconcentrate their energy on trying to
make more money, thus regressingto a lower level of needs.
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To counteract such regression,management might use jobenrichment strategies designed tohelp people meet their higher-orderneeds.