MOTIVATION

DOMAINS OF DISCUSSION
A. B. C. D. E.

Basic Consideration Content Theories of Motivation Process Theories Recent Development Guidelines

Motivation Process
Person Ability Motivation
Situation (Environment) Constraints Facilitators
Feedback

Performance

Goal

Assessment of Motivation
_____________________________________________________________ a. Involving 7 6 5 4 3 2 1 Noninvolving b. Important 7 6 5 4 3 2 1 Unimportant c. Fundamental 7 6 5 4 3 2 1 Trivial d. Essential 7 6 5 4 3 2 1 Nonessential e. Identified 7 6 5 4 3 2 1 Not identified f. Attached 7 6 5 4 3 2 1 Detached g. Integrated 7 6 5 4 3 2 1 Non integrated h. United 7 6 5 4 3 2 1 Disunited

Theory X Theory Y
Theory X
1. 1. Work is inherently distasteful to most people. Most people have little desire for responsibility and prefer to be directed.

Theory Y
1. Work is as natural as play, if conditions are good. 2. Self-control is possible

1.

Most people have little capacity for creativity

Motivation occurs only at the physiological and safety levels

3. The capacity for creativity is widely distributed in population.

4. Motivation occurs at all levels including social, self-esteem and self-actualization levels.

1.

1.

Most people must be closely 5. People can be self-directed. controlled and often directed

Theories (Approaches to Motivation)

Approach
Content

Features
Focus on factors that start or arouse motivated behaviours 1. 2. 3. 4.

Theories
Achievement Motivation Need Hierarchy Two-factor ERG Theory

Examples
Management of motivation by providing satisfaction for needs emphasized by a theory Management of motivation by clarifying and at times changing individuals perception and by rewarding desired behaviour

Process

Focus on the relationship between needs and persons (perceptual features)

Reinforcement (Operant conditioning) 1. Expectancy model

Characteristics of High-Achievers

Set their own goals Take moderate risks Expect immediate feedback Show a great deal of persistence

Maslows Hierarchy of Needs

P O W E R T O
SelfActualisation
Self Actualization
.

Esteem

M O T I V A T E

Physiological

Love

Safety
Love

Estee m

Safety

PSYCHOLOGICAL DEVELOPMENT

Physiological

Maslows Hierarchy of Needs (contd

Self actualisation ESTEEM NEEDS Titles, Status Symbols, Promotion BELONGING NEEDS Formal and Informal Work Group SECURITY NEEDS Seniority Plans, Union, Retirement Benefits BASIC NEEDS - PAY -

Herzbergs Two Factor Theory

Hygiene Factors & Motivation Factors
Job Satisfiers are distinctively different from the job dis-satisfiers Satisfiers are related to job content Dis-Satisfiers are related to job Contexts Satisfiers are motivators and Dis-satisfiers as Hygiene factors The Hygiene factors are preventive and environmental in nature, these factors prevent dis-satisfaction but do not lead to satisfaction These factors serve as Take Off point for motivation Hygiene factors are similar to low level needs specified in Maslows theory

Herzbergs Two Factor Theory

Specification of Factors
Hygiene Factors
Company policy and administration Supervision, technical environment Salary Interpersonal relation, supervisor Working Conditions

Motivators
Achievement Recognition Work itself Responsibility Advancement

Herzbergs Two Factor Theory (contd )

Relationship amongst Herzberg, Maslow and Alderfer
Herzbergs two factors Motivators Maslows Alderfers hierarchy of needs ERG Needs Self-actualization Esteem Growth Relatedness

Hygiene Factors Love

Safety Physiological Needs Existence

Skinners Reinforcement Theory

Reinforcement Model of Motivation

Vrooms Expectancy Model

Vrooms Expectancy Model

Recent Developments

Self-efficacy Goal Setting Need Saliency

Need Saliency

1.

2.

Two Basic Propositions Work motivation is related to Salient need Satisfaction Work motivation is unrelated to nonsalient need satisfaction