HRM 11 : Motivation- Theories & Management

Topics to be covered.

1. What is Motivation?2. Why Motivation?3. The nature of Motivation.4. The Content perspective.5. The Process Perspectives6. The Reinforcement Perspectives.7. The Emerging perspectives.8. Motivational Programs.9. Organizational Reward System

Physiological

Hunger, Thirst

Safety

Security, Protection

SocialSense of

Belonging, Love

Self Esteem

Recognition,Status

Self Actualization

Personal GrowthMaslow’s Need Hierarchy

People are motivated in A hierarchy of Needs

1

2

3

4

5

Maslow

1. Human beings have wants and desires which influence their behaviour

2. Since they are many , they are in a hierarchy from simple to complex.

3. Advancement to the next level , only when the lower level need is minimally satisfied.

4. Further up a person moves, the more individuality , humaneness and psychological health she will display.

Maslow

1. Human beings have wants and desires which influence their behaviour

2. Since they are many , they are in a hierarchy from simple to complex.

3. Advancement to the next level , only when the lower level need is minimally satisfied.

4. Further up a person moves, the more individuality , humaneness and psychological health she will display.

Maslow

1. Physiological: Physical survival. Biological maintenance.

Must begratified at the minimum level. If unsatisfied,

theindividual gets rapidly dominated by the need. Employee’s Concern for salary.

2. Safety needsTo ensure a reasonable degree of continuity,

order,structure and predictability in one’s

environment.Job security, salary increases.

3. Belonging Individual longs for affectionate relationships

withothers, for a place in the family or reference

groups.

Some management has traditionally viewedworkplace friendship with disapproval.

Maslow

4. Self- esteem needs: Self respect and esteem from others.

Individualneeds to know whether she is competent andcapable of mastering tasks. Esteem from

othersinclude prestige, recognition, attention ,

status. Jobtitle, merit pay, responsibility.

5. Self actualizationThe desire to become everything that a

person iscapable of becoming.

Desire to excel in one’s job, managing a unit.

Two Factor Theory of Motivation: Herzberg:

Traditional Model:

Satisfaction Dissatisfaction

Herzberg Two Factor Model:

Satisfaction

Dissatisfaction

No satisfaction

No dissatisfaction

Herzberg

Motivators:

1. Achievement.2. Recognition.3. Work itself.4. Responsibility.5. Growth.6. Advancement.

Hygiene:

1. Company policy and administration.

2. Security.3. Working

conditions.4. Status.5. Salary

ERG Theory

•Existence, relatedness and growth.•Developed by Alderfer.

Difference from Maslow:

1. Three , not five hierarchy.2. More than one need may be operative at one

time.3. When a higher level need is frustrated, the

individual ‘s desire to increase a lower level need takes place. Thus it contains a frustration regression dimension.

Motivation

Effort

Ability

Environment

Performance

Outcome Valence

Outcome

Outcome

Outcome

Outcome

Valence

Valence

Valence

Valence

The Expectancy Model Of Motivation

Performance

Extrinsic Rewards

(outcomes)

Intrinsic Rewards

(outcomes)

SatisfactionPerceived

Equity

Porter –LawlerExtension of Expectancy Theory

External Causes

Attribution of extrinsic

motivation

Observation of own behaviour

(self perception)

Preferred future incentives

Internal Causes

Attribution of Intrinsic

motivation

Attribution Theory of Motivation

Stimulus Response

ResponseFuture

Response

Consequences

5

1 4

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ReinforcementTheory ofMotivation

Arrangement for Reinforcement

Schedule for Reinforcement

Positive Reinforcement( desirable consequence)

Fixed Interval

Avoidance(allowing escape)

Variable Interval

PunishmentUndesirable consequence)

Fixed Ratio

ExtinctionDenying desirable consequence)

Variable Ratio

Elements of Reinforcement Theory