MOTIVATION

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An Introduction to Motivation

The forces within a person that affect

the direction, intensity, and persistence
of voluntary behavior.
Exerting particular effort level
(intensity), for a certain amount of time
(persistence), toward a particular goal
(direction)

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Motivational Drives
In the work goal context the psychological factors stimulating the people’s
behaviour can be -
Desire for money
Success
Recognition
Job-satisfaction
Team work, etc

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Human Needs
Biological Needs are physiological
requirements that are critical to our
survival and physical well-being.

Social Needs are needs acquire

through learning and experience.

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Meaning & Importance of
Motivation in the Workplace
Motivation & performance

Situational
(Motivation x Ability) –
Constraints

= PERFORMANCE

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Employee Engagement
Emotional and cognitive motivation,
self-efficacy to perform the job, a clear
understanding of one’s role in the
organization's vision and a belief that
one has the resources to perform the
job.

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Motivation & Work-Life Balance
Investigates whether satisfaction one
experiences at work is affected by
satisfaction one experiences in non-
work & vice versa

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Maslow’s Need Theory (5 Levels)
Physiological needs
◦ Basic needs like food & water
Security needs
◦ Need to produce a secure environment
Love or social needs
◦ Desire to be accepted by others
Esteem needs
◦ Being respected for accomplishments or capabilities
Self-actualization
◦ Desire to develop capabilities to fullest

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Maslow’s Contribution
More holistic
◦ Integrative view of needs

More humanistic
◦ Influence of social dynamics,
not just instinct

More affirmation
◦ Pay attention to strengths,
not just deficiencies

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What’s Wrong with Needs
Hierarchy Models?
Wrongly assume that
everyone has the same
(universal) needs hierarchy
Instead, it is likely that
each person has a unique
needs hierarchy
◦ Shaped by our self-concept –
values and social identity

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Maslow’s Hierarchy of Needs

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 Elements of Equity Theory
Outcome/input ratio
◦ inputs – what employee contributes (eg. skill)
◦ outcomes – what employee receives (eg. pay)

Comparison other
◦ person/people against whom we compare our ratio
◦ not easily identifiable

Equity evaluation
◦ compare outcome/input ratio with the comparison other

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Equity Theory of Employee
Reactions to Inequitable Payment

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Equity Sensitivity
Outcome/input preferences and reaction to various
outcome/input ratios
Benevolent
◦ tolerant of being underrewarded
Equity Sensitive
◦ want ratio to be equal to the comparison other
Entitled
◦ prefer proportionately more than others

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 Goal Setting

The process of motivating employees and

clarifying their role perceptions by
establishing performance objectives.

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Goal Setting Theory
Notion of goal as a motivational force
Distinction between goal acceptance & goal
commitment

Lawrence M. Sawyer/Getty Images

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Effective Goal Setting Characteristics
1. Specific – measureable change within a time frame
2. Relevant – within employee’s control and responsibilities
3. Challenging – raise level of effort
4. Accepted (commitment) – motivated to accomplish the
goal
5. Participative (sometimes) – improves acceptance and
goal quality
6. Feedback – information available about progress toward
goal

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Characteristics of Effective
Feedback
1. Specific – connected to goal details
2. Relevant – relates to person’s behaviour
3. Timely – to improve link from behaviour to
outcomes
4. Sufficiently frequent
◦ Employee’s knowledge/experience
◦ Task cycle
5. Credible – trustworthy source

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Feedback Through Strengths-
Based Coaching
Maximising the person’s potential by
focusing on their strengths rather than
weaknesses
Motivational because:
◦ People inherently seek feedback about their
strengths, not their flaws
◦ Person’s interests, preferences, and
competencies stabilize over time

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Figure 8.2:
Diagram of Goal Theory

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 Goal-Setting Theory (cont'd)
Feedback loop important between knowledge of results & intermediate
stages

Control theory
◦ Based on principle of feedback loop
◦ Assumes individuals compare a standard to an actual outcome & adjust their
behavior to bring outcome into agreement with a standard

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Relationships Among Needs,
Motives, Goals, & Performance

Figure 8.3
The Relationships among Needs,
Motives, Goals, and Performance
Source: Locke & Latham (1996).

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 ASSIGNMENT
Prepare an essay focusing on a selected motivational
theory/concept related to our course.
1. The first part of this essay should focus on describing,
explaining, and analysing your theory/concept.
2. The second part of your essay should focus on
applying this theory to your workplace (using very
specific examples) and then critiquing the theory
you've chosen (based both on your
analysis/application of the theory and what other
researchers/scholars have said about it).
 ASSIGNMENT
Before reading on, consider these four verbs again:
describe, explain, analyze, apply, and critique. They
are substantively different, and I want you to be sure
that you address each of them individually in your
essay.

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 ASSIGNMENT….. Cont’d
Goal-Setting theory
Equity Theory
Maslow's Hierarchy of Needs

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