Motivation By Dr. Issam Tlemsani

Motivation Motivation = Happiness = Productivity?

Chapter Objectives The motivational process Motivational drives Behavior modification Goal setting (Video) The expectancy model of motivation Equity model

What is motivation? The driving force within individuals by which they attempt to achieve some goal in order to fulfill some need or expectation (Mullins) To Motivate To cause someone to want to do something

Activity 1 Sometimes, studying can get just too much – is there a way that you can be motivated to go that extra mile and do the project, finish your homework, do the coursework etc? What motivate you to study?

BAA How are their employees motivated? Examples of BAA employee benefits include: competitive salaries profit share target of £700 per year high value share save scheme generous final salary pension scheme free car parking at all airports discounted insurance rates flexible working hours competitive sick pay

Motivational Drives Family School Mosque Books Motivational drives are a product of the cultural environment Family School Mosque Books McClelland focused on the drives for… Achievement (a drive to accomplish objectives and get ahead) Affiliation (a drive to relate to people effectively) Power (a drive to influence people and situation)

Achievement Motivation Achievers work hard when… They will receive personal credit for effort They receive feedback about past performance Characteristics of Achievers Take responsibility for actions and results Seek feedback Enjoy winning

Affiliation Motivation People with affiliation motives… Work better when complimented for favorable attitudes and cooperation Surround themselves with likable people

Power Motivation A drive to influence people, take control, and change situations. Power motivated people wish to create an impact on their organizations and are willing to take risks to do so. Constructive or destructive Excellent managers if its for Institutional power instead of personal power

Mc Clelland Model of the three Drives for Motivation Managerial Application of the Drives Observe employee behavior to determine how they will respond Identify strongest motivational drive

Human Needs Includes food, water, sleep, air, comfortable temperatures Basic Physical Needs (primary needs) Includes food, water, sleep, air, comfortable temperatures They very in strength from person to person Social and Psychological Needs (secondary needs) Develop as people mature Includes self-esteem, sense of duty, affection Any management action will affect secondary needs

Human Needs Key conclusions about secondary needs: Strongly conditioned by experience Subject to change across time Influence behavior in powerful ways

How are Boots' employees motivated? Boot philosophy involves: treating its employees well involving them in the business offering a 'stake' in the company through participation and share ownership chances for self-development, the recognition of good work. the sense of achievement that workers can enjoy in their jobs

Maslow’s Hierarchy of Needs Self Actualization Self Esteem Social Safety Physiological

Physiological Needs Safety Needs Basic need for food , drink, sleep and oxygen Safety Needs Need for protection against danger and the need for security

Social Needs The needs for affiliation, friendship, giving, to feel loved and receiving affection. Self-Esteem Needs The needs that people have for self- confidence, achievement, recognition and appreciation.

Self-Actualization Needs This is the need to become someone you know you are capable of becoming. Since you are always aspiring for new things, this level are rarely completely satisfied.

Herzberg’s Two-Factor Model Herzberg found that: If a feeling of achievement by employees led to a good feeling, the lack of achievement was rarely given as cause for bad feelings. Instead some other factors such as company policy.

Work itself, achievement, responsibility advancement, recognition Motivational or Satisfiers Factors Work itself, achievement, responsibility advancement, recognition Maintenance or Hygiene Factors Status Relations with supervisors, subordinates Quality of supervision Company policy Job security Working conditions, pay

Activity 2 Is pay a good motivator?

Alderfer’s E-R-G Model • Existence needs: sustaining human existence and safety; physiological needs • Relatedness needs: social environment; love, belonging; meaningful relationships • Growth needs: development of potential, self-esteem; self-actualization

Behaviour Modification Law of Effect Repeat behavior associated with positive reinforcement Avoid behavior associated with negative reinforcement

Activity 3 CASE STUDY Hamad was a good employee who normally tried to do his best. However, he was also a rather nervous person, and when he got nervous, he liked to talk to other employees. Some of these employees, who were very busy, used to get quite annoyed with Hamad. His manager, Noura, at first ignored this behaviour. However, lately Hamad’s behaviour had got a lot worse.

Activity 3 CASE STUDY QUESTIONS Advise Noura how she could use Behaviour Modification to help this problem.  How would you advise the other employees to help stop Hamad talking so much?  Would your advice change if Hamad was a lazy employee who was just trying to avoid work?

Social Learning Is not dependent on direct experiences Employees are more likely to learn by observing the actions of others and the consequences they receive Can learn more in less time

The Equity Model Observe one another Judge one another Employees… Observe one another Judge one another Make comparisons Rewards Must be Fair

Key Factors in Equity Assessment

Interpreting the Equity Model Employees… Work within several social systems May have multiple reference groups Have shifting standards Have personal egos

Interpreting Motivational Models All models have strengths and weaknesses All add to understanding of motivational process