1. MOTIVATION

3. Defined as the psychological forces within a person that : determine
1 Intensity The effort of how hard people work
2 Direction Of business in an Organization
3 Persistence How long one can maintain the effort.
Intrinsic motivation: Behavior performed for it’s own sake.
: Motivation comes from perform the work
Extrinsic Motivation: Behavior performed to acquire rewards.
Motivation source is the consequence of an action

4. OUTCOMES & INPUTS
Regardless of the source of motivation, people seek outcomes
Outcome: Any thing a person gets from a job
Organizations hire workers to obtain inputs
Inputs Any thing a person contributes to his job
eg. Skills. Knowledge , work-behavior
Manager thus use outcomes to motivate workers to provide inputs

5. Motivation Equation Inputs from Organization Members— Performance
Time, Effort, Skills,
Education, knowledge,
Work-Behavior
Performance
Contribute to
Organizational
Efficiency,
Effectiveness &
Attain goals
Outcomes received by members.
Job security, Benefits
Vacations

6. Need Theory
People are motivated to obtain outcomes at work to satisfy their needs.
A need is a requirement for survival
To motivate a person
--- Managers must determine what needs workers want satisfied
--- Ensure that a person receives the outcomes when performing well.
There are several needs theories:
Maslow’s hierarchy of needs
Alderfer’s ERG

7. Maslow’s Hierarchy of Needs
6-1
E X H I B I T

8. Hierarchy of Needs Examples Self Actualization Esteem Belongingness
Need Level
Description
Examples
Self Actualization
Realize one’s full potential
Use abilities to the fullest
Esteem
Feel good about ones self
Promotions & Recognitions
Belongingness
Social interaction, love
Interpersonal relation
Safety
Security, Stability
Job security, health, insurance
Physiological
Food, shelter etc.
Basic pay levels

9. Theory X and Theory Y (Douglas McGregor)

10. Two-Factor Theory (Frederick Herzberg)

11. 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
Comparison of Satisfiers and Dissatisfiers
6-3
E X H I B I T

12. Contrasting Views of Satisfaction and Dissatisfaction
Presence
Absence
6-4
E X H I B I T

13. ERG Theory (Clayton Alderfer)
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.
Core Needs
Existence: provision of basic material requirements.
Relatedness: desire for relationships.
Growth: desire for personal development.

14. Self -developmentCreative work Work continually improves skills
Alderfer’s ERG
Growth
Self -developmentCreative work
Work continually improves skills
Relatedness
Interpersonal relations, feelings
Good relations,
Feed back
Existence
Food, shelter etc
Basic pay level to buy items
Highest
lowest

15. Motivation – Hygiene Theory
Focuses on outcomes that can lead to high motivation, job satisfaction & those that can prevent dissatisfaction.
Motivator needs Related to nature of the work & how challenging it is
-- Outcomes are autonomy, responsibility , interesting work
Hygiene Needs Relate to the physical and psychological context of the work
-- Refers to a good work environment, pay , job security
-- When hygiene not met , workers are dissatisfied

16. David McClelland’s Theory of Needs
nAch
nPow
nAff

17. Matching Achievers and Jobs
6-5
E X H I B I T

18. Cognitive Evaluation Theory

19. Goal-Setting Theory (Edwin Locke)

20. Reinforcement Theory (Carrot & stick theory)
Concepts:
Behavior is environmentally caused.
Behavior can be modified (reinforced) by providing (controlling) consequences.
Reinforced behavior tends to be repeated.

21. Equity theory Distributive Justice (perceived fairness of outcome)
Procedural Justice
(Perceived fairness of process
Used to determine outcome)
Interactional Justice
(Perceived degree to which one is
Treated with dignity & respect)
Organizational Justice
(Overall perception of
what is fair in the
Workplace)

22. Expectancy Theory
6-8
E X H I B I T

23. Motivation - Applications
1)Motivating by Job Design: The Job characteristics model
Skill variety
Task identity
Task significance
Autonomy
Feedback
How can Jobs be redesigned?
Job rotation
Job enlargement
Job enrichment

24. Alternative Work Arrangements Flexi time Job sharing Telecommuting
Ability & Opportunity
2) Employee involvement
Examples: - Participative Management
- Representative Participation
- Quality Circles

25. 3) Using Rewards to Motivate Employees
What to Pay
How to Pay: - Piece - Rate Pay
- Merit - Based pay
- Bonuses
- Skill – Based Pay
- Profit-Sharing Plans
- Gain sharing
- Employee Stock ownership Plans
Flexible Benefits
Intrinsic Rewards