MEDI-CAPS INSTITUTE OF TECHNOLOGY AND MANAGEMENT

Motivation :2

SUBJECT: ORGANAIZATION BEHAVIOUR

SUBMITTED TODR. S.K CHAWLA

SUBMITTED BY

MONIKA RAJ PUTDHEERAJ PATIDAR

ASHISH TIWARIANKITA PAWAR

AJEET PATELNIDHI AJMERA

MOTIVATIONTHEORIES OF MOTIVATION

GOAL SETTING THEORYVROOM THEORY/EXPECTENCY

EQUITY THEORYREINFORCEMENT THEORY

BEHAVIOUR MODIFICATION

Expectancy TheoryExpectancy Theory

Developed by Victor Vroom and is a very popular theory of work motivation.

Vroom suggests that motivation will be high when workers feel:

High levels of effort lead to high performance.

High performance will lead to the attainment of desire outcomes.

Expectancy Theory

Involves 3 cognitions/perceptions:

1. Expectancy - the perceived probability that effort will lead to task performance. E link

2. Instrumentality - the perceived probability that performance will lead to rewards. I link

3. Valence - the anticipated value of a particular outcome to an individual.

Effort Performance Rewards or Outcomes

E link I link

E P Expectancy or P O Theory Valence What is the probability What is the probability What value do I placethat I can perform at that my good performance on the potential the required level will lead to outcomes? outcomes? (see if I try? next slide)

Instrumentality

Effort Performance Outcomes

EXPECTENCY THEORY

CRITICISMS The simplicity of expectancy theory is deceptive because it assumes that if an employer makes a reward, such as a financial bonus or promotion, enticing enough, employees will increase their productivity to obtain the reward.

In addition to that, if anyone in the armed forces or security agencies is promoted, there is a must condition for such promotions, that they he/she will be transferred to other locations. In such cases, if the new place is far from their permanent residence, where their family is residing, they will not be motivated by such promotions, and the results will be other way round. Because, the outcome, which this reward (promotion) will yield, may not be valued by those who are receiving it.

Observational Learning Theory - Reinforcement

Theory

Albert Bandura(born on December 4, 1925 in

Mundare, a small town in Alberta, Canada)

He is the leading researcher and theorist in the area of observational learning.

What is Reinforcement?

Reinforcement theory of motivation was proposed by BF

Skinner and his associates. It states that individual’s

behavior is a function of its consequences. (based on law of

effect)

Positive and Negative Reinforcement

Positive Reinforcement

Negative Reinforcement

Observer is likely to repeat behavior a model demonstrates

Behavior doesn’t matter, reinforcement received matters.

Observer is less likely to repeat a beahavior a model demonstarets.

Behavior doenst matter, reinforcement received matters.

What is a reward?

What is a punishment?

- Anything that increase the behavior

- is a consequence of behavior that decreases the

likelihood of repetition.

How the environment reinforces and punishes

modeling:1.The observer is reinforced by the model

2. The observer is reinforced by a third person

3. The imitated behavior itself leads to reinforcing consequences

4. Consequences of the model’s behavior affect the observers behavior vicariously (vicarious reinforcement)

Effects on behaviorTeaches new behaviorsIncreases or decreases the frequency with which previously learned behaviors are carried out

Can encourage previously forbidden behavior

Can increase or decrease similar behaviors.

criticisms

The definition of behavioral reinforcement has been circular since it appears to argue that response strength is increased by reinforcement and defines reinforcement as something that increased responses strength .However the correct usage of reinforcement is that something is a reinforcer because of its effect on behavior and not the other way around .It become circular if one says that a particular stimulus strengthens behavior because it is are informer and does not explain why a stimulus is producing that effect on the behavior

GOAL SETTING THEORY

FIRSTLY IT IS PERFORMED BY CECIL ALEC MACE IN 1935.

EDWINA.LOCKE BEGAN TO EXAMINE THIS THEORY IN MID 1960

AND CONTINUING IN THIRTY YEARS

Goal setting is recognized explicitly or implicitly by virtually every major theory of work motivation

The existence of goals in and of themselves can motivate behavior

People assigned difficult goals tend to perform better than those with moderately difficult to easy goals

The idea behind goal setting theory is that goals motivate people to compare current performance to performance needed to meet goals

It is better to state a specific goal than to simply urge people to do their best

Goal setting has been found to enhance performance about 90 percent of the time

SETTING GOALS AFFECT OUTCOMES IN FOUR

WAY

CHOICE

EFFORT

PERSISTANCE

COGNITION

1) CHOICE: Goal narrow attention and direct efforts to goal – relevant activities.

2)effort: Goal can lead to more effort for example if one typically produce 4 widget an hour and has the goal to producing 6 one may work more intensely toward the goal than one would otherwise.

3)persistence: someone become more prone to work through setbacks if pursuing a goal.

4) cognition: goals can lead individuals to develop and change their behavior

LIMITATIONS OF GOAL SETTING THEORY

In an organization a goal of a manager may not align with the goal of the organization as a whole. In such cases the goal of an individual may come into direct conflict with the employing organization

EQUITY THEORY

Implication of Equity TheoryManagers must know how to treat their employees with all fairness and justice, not only to attain the goals of the company, but also to boost the morale of each of the employees.

Equity TheoriesThe research evidence on equity theories is generally

strong.

although it might be a mistake to reduce our understanding of all interpersonal interactions at work to a type of social exchange bargaining

equity theories may provide important insights into

understanding how people believe they are treated work

research on equity theories provides important information on the influence of pay on motivation and on how people look to others to evaluate whether they think they are treated fairly

Ratio Comparisons

Perception

O/IA < O/IBInequity – under

rewarded

O/IA = O/IB Equity

O/IA > O/IBInequity – over

rewarded

Equity theory

Reducing InequityReactions to

inequityExamples

Distort Perceptions Changing one’s thinking to believe that the referent actually is more skilled than previously thought

Increase referents input

Encouraging the referent to work harder

Reduce own input Deliberately putting forth less effort at work. Reducing the quality of one’s work

Increase own outcomes

Negotiating a raise for oneself or using unethical ways of increasing rewards such as stealing from the company

Change referent Comparing oneself to someone who is worse off

Leave the situation Quitting one’s job

Seek legal action Suing the company or filing a complaint if the unfairness in question is under legal protection

Merits & criticism

Merits Criticism

Recognize the need of social comparison.

Lack of clarity in choosing or changing a person he compares with.

Adopts a realistic approach i.e. motivation is based on perceived behavior rather than the actual set of circumstances

Inputs & outputs relation not looked into properly.

Inappropriate methods used to resolve inequity.

What’s Behaviour Modification?

Interfere positively in the child’s activities to

influence its thoughts in order to bring in

desirable changes in the pattern of behaviour

Techniques

Techniques are various systematised tried and

tested principles of action to bring in behavioural changes

in the targeted population

Some Behaviour Modification techniques

PunishmentExtinctionShaping and ChainingTimeoutOvercorrectingAssertiveness Training Bio-feedbackRelaxation Methods

Extinction

Parents can create behaviour “extinction” by carefully observing their child’s

behavour and noticing what reward the child receives for

that inappropriate behaviour.

Punishment

The punishment procedures have been used with both typical and

atypical developing children, teenagers, elderly persons,

animals and people exhibiting different psychological

disorders.

Shaping and Changing

This is a behavioural term that refers to gradually moulding or

training an organism to perform a specific response

(behaviour) by reinforcing any response that are similar to

the desired response.

Time Out

Temporarily changing or separating the child from the environment

where inappropriate behaviour has occurred.

It’s intended to remove a positive reinforcement of the undesired

behaviour.

Relaxation Methods

To effectively combat stress, we need to activate the body’s natural relaxation response. We can do this by practicing relaxation techniques

such as deep breathing, mindful meditation, rhythmic exercises and

YOGA.

SUMMARY

Motivation is an internal feeling which can be understood only by manager since he is in close contact with the employees. Needs, wants and desires are inter-related and they are the driving force to act. These needs can be understood by the manager and he can frame motivation plans accordingly.

The End