motivation
Post on 23-Sep-2014
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by neha rathiTRANSCRIPT
Motivation
Content
characteristics
of motiva
tion
What is
motivation
What are motives
Theories of motivation
MOTIVATION IS THAT PROCESS THROUGH WHICH THE LATENT CAPABILITY OF ALL THE PEOPLE WORKING AT EVERY LEVEL OF THE ORGANISATION CAN BE UTILISED FOR THE SUCCESSFUL ATTAINMENT OF OBJECTIVE
Performance =Motivation*ability
Characteristics of Motivation
1. Unending process2. A psychological concept3. Whole individual is motivated4. Motivation can be Positive and
negative5. Motivation may be Financial and
non – financial6. Extrinsic and intrinsic
7- MOTIVATION IS AN INTERNAL FEELING8- IT IS A CONTINOUS PROCESS 9- IT IS AN IMPORTANT FUNCTION OF MANAGEMENT10- IT STIMULATES PEOPLE TO DO WORK 11- EACH PERSON HAS DIFFERENT MOTIVATIONAL FACTORS
Process of Motivation
Need
DriveGoal
directed behavior
( felt deprivation)
Motive - A motive is an inner state that energizes, activates, or moves & directs, channels behavior towards goals.
Motive
Primary Secondary General
Controlled by Homeostatic Mechanisms Biological mechanisms that detect imbalances in essential internal elements. Stimulate us to restore the critical balance
Secondary motivesThey are most important in the organizational context.These are motives which are learned over time.Power, achievement and affiliation are important secondary motives.Power Motive: Desire to influence, coach, teach, or encourage others to achieve. Alfred Adler proposed the concepts of inferiority complex and competition to explain the power motive. Human behavior is governed by the feeling of inferiority coupled with an inherent need for superiority.Feeling of inferiority is being compensated by manifesting power motive.
General MotivesGeneral motives are neither purely primary nor purely secondary, but rather in between.It is not purely learned and also not has physiological basis.While primary motives induce an individual to reduce the tension within him/her, general motive stimulate tension within an individual.Also called stimulus motive.For ex. Curiosity, , manipulation, motive to remain active and to display affection.
ADVANTAGES OF MOTIVATION• HIGH LEVEL OF PERFORMANCE• LOW EMPLOYEES TURNOVER AND
ABSENTEESM • EASY ACCEPTANCE OF
ORGANISATIONAL CHANGE • SWEET RELATIONSHIP BETWEEN
OWNER AND EMPLOYEES • GOOD IMAGE OF THE ORGANISATION
Motivational techniquesLeads them
Real examples are quicker than adviceWay to influencing people
Appeal to benefitsCan motivateMutual benefits to both of you
Appeal to emotionsPeople act quickly to emotionsPositive mannerSustained by repeated inputs
Appeal to needs & wantsbasic needs satisfactionCreative expression, recognition & challenges & love
Appeal to expertiseAbilities enhance his self-worthPut best effort to seek approval
Management 8/e - Chapter 14 12
Challenges of motivation
Changing workforce Motivation only inferred Dynamic nature of needs
Theories of Motivation
Theories
Content
Process
Content Theories
Maslow’s hierarchy of needs
McClelland’s Theory of
achievement, power,
and affiliation
needs
Alderfer’s ERG Model
Theory X and Y
Herzberg’stwo-factor
theory of motivatio
n.
Needs Hierarchy Theory
Achieveme
ntAdvancemen
t
Responsibilit
y
Recognition
Work itself
Motivational Factors
Interpersonal
relations
Money
Job securit
yStatus
Working
conditions
Hygiene Factors
Two-Factor Theory
Theory of Needs
ERG Model
Alderfer classifies needs into three categories, also ordered hierarchically:
Growth needs (development of competence and realization of potential)
Relatedness needs (satisfactory relations with others)
Existence needs (physical well-being)
Theory X and Y
Theory X Theory Y
1. Workers dislike to work by themselves.
1. Workers feel that work is as natural as play.
2. Workers are not ready to accept responsibility.
2. Workers are ready to accept responsibility if proper motivation is available to them.
3. Workers prefer to be directed by others.
3. Workers are directed by themselves.
4. Workers are unambitious. 4. Workers are ambitious.
5. Workers by nature resist change & want security.
5. Workers are ready to cope up with changes.
Process Theories
Adams Equity
Theory
Vroom Expecta
ncy Theory
Expectancy Theory (VIE Model)(VROOM)
IndividualEffort
IndividualPerformance
OrganizationalPerfirmance
PersonalGoals
1. Effort-Performance relationship = Expectancy2. Performance-Rewards relationship = Instrumentality3. Rewards-Personal goals relationship = Second level instrumentality 4. Valence= the perceived value of the rewards to the reciepient
Expectancy Instrumentality Second Level Instrumentality
If impt personal goals are fulfilled.
Adams Equity Theory Inequity occurs when an employee perceives his/her outcomes to inputs and
the ratio of a coworker's outcomes to inputs to be unequal.
person's outcomes = other outcome's = equityperson's inputs other's inputs
Thank you