POA Team exercise – what people want from their jobs Case Study Motivation clip Theories of Motivation Abraham Maslow Need Hirearcy Theory Theory X & Theory Y – Douglas Mcgregor Herzberg 2 factor theory ( Hygiene Motivation ) ERG theory – Clayton Alderfrer

MOTIVATION Motivation is not permanent.. Neither is bathing – Over The Top – Zig Ziglar Motivation is the fuel necessary to keep the human engine running

Motivation Key Elements 1.Intensity: how hard a person tries 2.Direction: toward beneficial goal 3.Persistence: how long a person tries Key Elements 1.Intensity: how hard a person tries 2.Direction: toward beneficial goal 3.Persistence: how long a person tries

Inspiration Vs Motivation Inspiration – a process which helps to change our thinking process Motivation – a process which helps to change our actions. Eg – the story of 2 brothers from same family

Features of Motivation  Continuous process  Goal oriented  Complex in nature  Is an art  Fold your goal in your pocket

Motivation Internal – within such as pride a sense of achievement, responsibility and belief, it is inner gratification that is fulfillment that comes from having done it. It is lasting and translates into self motivation. Eg – auto suggestions, +ve self talk in present tense regularly Eg – the story of young boy and his father. External – from outside. Money, societal approval, fame or fear, incentives, bonuses commission, etc Eg – fear of getting fired from the job, fear of getting spanked from parents. Eg – Pension plan story

Myths Of Motivation  I can motivate people simply on my own.  Money is the best motivator  I know what motivates me, so I know what motivates my employees.  Eg The carrot and the donkey story

4 stages- from motivation to Demotivation 1. Motivated Ineffective- eg – a new employee in a new organization. Professional organizations take care while inducting people and explain them – hierarchy, expectations from each other,do’s and don’ts, parameters and guidelines, what is acceptable and what is not, what are the resources. 2.Motivated Effective - the learned employee does the work with drive and energy 3. Demotivated Effective here the motivation level goes done and employee only does the work which is needed by the employer. This is detrimental to growth. Most of the employees fall into this category a motivated one learns the trade and leaves the tricks to cheats and crooks but a demotivated one starts sabotaging the company. 4. Demotivated Ineffective – An employer does not have much choice but to fire the employee

4 stages from Motivation to Demotivation in Employees Ineffective Effective Ineffective Motivated Demotivated Employee

Maslow’s Need Hierarchy Theory Physiological needs Safety needs Seniority plan, union, pension Social needs Formal & Informal group Esteem needs Title, status, Self- actualization Needs Personal growth Lower-order needs Higher-order needs Early theories of Motivation

Theory X and Theory Y (Douglas McGregor) Early theories of Motivation

Two-Factor Theory (Frederick Herzberg) Motivation and Hygiene Theory Early theories of Motivation

Contd.. Intrinsic factors related to job satisfaction and motivation –Achievement –Recognition –responsibility Extrinsic factors related to job dissatisfaction –Company policy –Administration –Supervision –Interpersonal relationship

Comparison of Satisfiers and Dissatisfiers Factors characterizing events on the job that led to extreme job dissatisfaction Factors characterizing events on the job that led to extreme job satisfaction

Motivators and hygiene factors Motivators achievement recognition work itself responsibility advancement growth Hygiene factors –Supervision -company policy -Relationships with supervisor -Working conditions -Salary -Relationship with peers -Personal life -Status -Security

ERG Theory (Clayton Alderfer) Core Needs Existence: provision of basic material requirements. Relatedness: desire for relationships. Growth: desire for personal development. Core Needs Existence: provision of basic material requirements. Relatedness: desire for relationships. Growth: desire for personal development. Concepts: More than one need can be operative at the same time. If a higher-level need cannot be fulfilled, the desire to satisfy a lower- level need increases. Concepts: More than one need can be operative at the same time. If a higher-level need cannot be fulfilled, the desire to satisfy a lower- level need increases. Contemporary theories of Motivation

POA Motivation theories –Goal setting theory – Expectancy theory –David McClelland’s theory –Reinforcement theory Motivation case study Motivation clip

Goal-Setting Theory (Edwin Locke) Contemporary theory Goal Commitment Self Efficacy - refers to an individuals belief that he or she is capable of performing a task. To motivate goals must take into consideration  Clarity- SMART eg – respond to employee suggestions in 48 hours, reduce job attrition by 15 % etc  Challenge – more difficult goal, higher efforts and higher rewards  Commitment – understood and agreed upon ( participative management)  Feedback – any discrepancies could be found and worked  Task complexity -give time to person to achieve and practice

Tips for building employee self efficacy Don’t imply that employees are incompetent Don’t talk down to them about their jobs Don’t’ find petty faults with their results Don’t criticize their work in front of their peers Don’t belittle the importance of their jobs or tasks. Do praise them for their appropriate efforts Do ask for their input Do listen carefully to their ideas for improvements Do share positive feedback from their peers with them Do provide formal recognition for their achievement

Expectancy Theory- Victor Vroom

Effort = Valency x Probability how worthwhile are my goals or rewards What are the chances that my performance will be effective enough to get rewards

Expectancy Theory- Victor Vroom If I give maximum efforts will it be recognized Design of Performance Appraisal System Performance Reward Relationship If rewarded are the reward ones that I find personally attractive

David McClelland’s Theory of Needs nAch nPow nAff Contemporary theories of Motivation More observed in junior level and middle level mgmt Middle level & Junior level Mgmt Higher level mgmt Personal Social

Matching Achievers and Jobs Contemporary theories of Motivation

Reinforcement Theory Concepts: Behavior is environmentally caused. Behavior can be modified (reinforced) by providing (controlling) consequences. Reinforced behavior tends to be repeated. Concepts: Behavior is environmentally caused. Behavior can be modified (reinforced) by providing (controlling) consequences. Reinforced behavior tends to be repeated. Contemporary theories of motivation

Types of Reinforcement Positive Reinforcement A reward or other desirable consequence that follows behavior Negative Reinforcement Also known as negative reinforcement; rather than receiving a reward following a desirable behavior, the person is given the opportunity to avoid an unpleasant consequence Punishment An unpleasant, or aversive, consequence that results from behavior. Extinction Decreases the frequency of behavior by eliminating a reward or desirable consequence that follows that behavior.

Kinds of Reinforcement figure 6.5 Positive reinforcement and avoidance can be used to motivate desired behaviors by employees.

Kinds of Reinforcement figure 6.5 Extinction and punishment can be used to change undesired employee

“Let me win. But if I cannot win, let me be brave in the attempt.” World Summer Games shanghai 07