POA
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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
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
Effective
Ineffective
Demotivated
Motivated
Ineffective
Employee
Effective
Maslow’s Need Hierarchy Theory
Higher-order
needs
Selfactualization
Needs
Personal growth
Esteem needs
Title, status,
Social needs
Formal & Informal group
Safety needs
Seniority plan, union, pension
Physiological needs
Lower-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
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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
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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)
Concepts:
Core Needs
Existence: provision of
basic material
requirements.
More than one need can
be operative at the same
time.
If a higher-level need
cannot be fulfilled, the
desire to satisfy a lowerlevel need increases.
Relatedness: desire for
relationships.
Growth: desire for
personal development.
Contemporary theories
of Motivation
POA
• Motivation theories
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Goal setting theory
Expectancy theory
David McClelland’s theory
Reinforcement theory
• Motivation case study
• Motivation clip
Goal-Setting Theory (Edwin Locke)
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
Contemporary
theory
Tips for building employee self efficacy
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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
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
Contemporary theories of Motivation
David McClelland’s Theory of Needs
Higher
level mgmt
nPow
Personal
Social
nAch
More observed in junior level
and middle level mgmt
nAff
Middle level &
Junior level
Mgmt
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.
Contemporary theories of motivation
Types of Reinforcement
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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
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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
Positive reinforcement and avoidance can be used
to motivate desired behaviors by employees.
figure 6.5
Kinds of Reinforcement
Extinction and punishment can be used
to change undesired employee
figure 6.5
“Let me win. But if I cannot win, let me be
brave in the attempt.”
------ World Summer Games shanghai 07