Motivation

WHAT IS MOTIVATON ?
 MOTIVATION is an important factor
which encourage person to give their
best performance and help in reaching
enterprise goal .
The Nature of motivation
Motivation
The set of forces that cause people to
behave in certain ways.
The goal of managers is to maximize
desired behaviors and minimize
undesirable behaviors.
The Importance of Motivation in
the Workplace
Determinants of Individual
Performance
Motivation—the desire to do the job.
Ability—the capability to do the job.

Work environment—the resources

needed to do the job.

 Definition of Motivation

Motivation is defined as the processes that

account for an individual’s intensity,
direction and persistence of effort towards
attaining a goal.
The 3 Key Elements of Motivation
Key Elements

Intensity Direction Persis

Intensity How hard a person a person
●
●

Direction Effort that is directed is eff

●
●

This is a measure of how long a p

●

Persistence
●

can maintain effort.

Primary

Classification of Motives

Seconda
ry

General
1. Primary Motives
A motive is termed as a primary motive
when it satisfies both the criteria – it is not
learned, and it is physiologically based.

The most common primary motives are

hunger, thirst, sleep etc.
2. Secondary Motives

 A secondary motive is a motive that has

been learned or acquired over time.
 Important secondary motives are power,
achievement and affiliation.
3. General Motives
 A motive is considered to be a general
motive if it is not learned, but is also not
based on physiological needs.
 General motives stimulate tension within
the individual.
 The motives of curiosity, manipulation,
motive to remain active and to display
affection are examples of general motives.
Motivation Theories
1. Maslow’s Need Hierarchy
Theory
 Self-
Actualization

Esteem

Social

Safety

Physiologica
l
 Physiological

Hunger, Thirst, Shelter etc

 Social

Affection, belongingness,
acceptance & friendship
 Self-Actualization

The drive to become what one is capable of

becoming; includes growth, achieving one’s
potential & self-fulfillment
 This theory is the one of the most widely
discussed theories of motivation, which was
founded by Abraham Maslow.

The theory can be summarized as follows:

 Human beings have wants and desires which
influence their behavior.
 Only unsatisfied needs influence behavior,
satisfied needs do not.
 Since needs are many, they are arranged in
order of importance, from the basic to the
complex.
 The person advances to the next level of needs
only after the lower level need is at least
minimally satisfied.
 The further the progress up the hierarchy, the
more individuality, humanness and
psychological health a person will show.
2. ERG Theory
Clayton Alderfer attempted to rework
Maslow’s need hierarchy with his theory.

His revised need hierarchy is labeled ERG

Theory.
Alderfer argued that there are three groups of
Core Needs

Existenc Relatedne
e ss

Growth
Existence is similar to Maslow’s
Physiological and Safety Needs.

Relatedness is similar to Maslow’s Social

and Status Needs.

Growth is similar to Maslow’s Esteem and

Self-Actualization Needs.
 Unlike Maslow’s theory, ERG does not
assume that there exists a rigid hierarchy in
which a lower need must be substantially
gratified before one can move on
 For example, ERG argues that a person

can be working on growth needs even

though existence or relatedness needs are
unsatisfied.
 An individual could also be focusing on

all three need categories simultaneously.

Moreover, Alderfer believed that frustration
in satisfying a higher order need might lead
to regression to a lower need.
Types of Motivation
Intrinsic Motivation
Extrinsic Motivation
Intrinsic Motivation
 Intrinsic motivation occurs when people
engage in an activity, such as a hobby,
without obvious external incentives.

The various types of intrinsic motivation

are advancement, recognition, responsibility
and achievement.
Extrinsic Motivation
Extrinsic motivation comes from outside
of the performer. Money is the most obvious
example, but threat of punishment are also
common extrinsic motivations.
The various types of extrinsic motivation
are supervision, pay, company policies,
working conditions etc.
3. Herzberg Two-Factor
Theory
 The Two-Factor Theory – also called
Motivation- Hygiene theory – was proposed
by psychologist Frederick Herzberg.
 Two - Factors

Hygiene Motivators
Herzberg investigated the question, “What

do people want from their jobs?”

He asked people to describe, in detail,

situations in which they felt exceptionally

good or bad about their jobs.
The results showed that certain

characteristics tend to be consistently

related to Job Satisfaction and others to Job
Dissatisfaction.
Intrinsic factors such as advancement,

recognition, responsibility and achievement

seem to be related to Job Satisfaction.

However, dissatisfied respondents referred to

extrinsic factors, such as supervision, pay,

company policies and working conditions.
 Herzberg said that the opposite of
satisfaction is not dissatisfaction, as was
traditionally believed.
Traditional view

Satisfaction

Dissatisfaction
 Hygiene Motivation
Factors Factors
•Policies & •Achievement
administration •Recognition
•Quality of supervision •Responsibility
•Working conditions •Advancement
•Interpersonal relations •The work itself
•Money
•Job security
Herzberg View
Hygiene Factors

No Dissatisfaction

Dissatisfaction
Motivation Factors

Satisfaction

No
Satisfaction
 As for Hygiene Factors, when they are
adequate, people will not be dissatisfied;
neither will they be satisfied.

Therefore, managers who seek to eliminate

factors that can create job dissatisfaction may
bring about peace, but not necessarily
motivation.
If we want to motivate people on their jobs,
Herzberg suggested emphasizing on
intrinsic factors, like, recognition,
promotional opportunities, opportunities
for personal growth, responsibility and
achievement.
 No
giene
Present Dissatis
ctors
faction
ygiene Not Dissatis
actors Present faction
otivat Satisfac
Present
ors tion
 No
otivat Not
Satisfac
ors Present
tion
4. Expectancy Theory
Currently, one of the most widely accepted
explanations of motivation is

Victor Vroom’s Expectancy Theory.

 This theory argues that the strength of a
tendency to act in a certain way depends on
the strength of an expectation that the act
will be followed by a given outcome & on the
attractiveness of that outcome to the
individual.
The Theory focuses on three
Relationships
Individual 1.
Effort

Individual
Performance
1. Effort- Performance Relationship
2. Performance – Reward Relationship
3. Rewards – Personal Goals
Relationship
Effort- Performance Relationship

The possibility perceived by the individual

that exerting a given amount of effort will
lead to Performance.
Performance- Reward Relationship

The degree to which the individual believes

that performing at a particular level will lead
to the attainment of a desired result.
Rewards- Personal Goals Relationship
The degree to which organisational rewards
satisfy an individual’s personal goals or
needs and the attractiveness of those
potential rewards for the individual.
For Example