theories of motivation in organizational behavior
DESCRIPTION
It will help to know how to motivate.TRANSCRIPT
Submitted To:
Shantono HasanLecturer
Department of Business Administration
LEADING UNIVERSITY
Ehsan Ahmed Chowdhury1201010230
Syed Ali Hasan1201010248
Mahmudul Karim Newaz1201010205
Masum Hussain1201010202
Abdul Motin1201010219
Abu Ahmed Shahib1201010247
Kazi Abu Abad1101010282
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13%
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16%
13%
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Syed Ali Hasan1201010248
Ehsan Chowdhury1201010230
Abu Ahmed Shahib1201010247
Abdul Motin1201010219
Massum Hussain1201010202
Mahmudul KarimNewaz 1201010205
Kazi Abu Abad1101010282
“Motivation means a process of stimulating people to action to accomplished desired goals”
William G. Scout
Importance of Motivation
Helps in satisfying needs of the Employees
Change the negative attitude to Positive attitude
Reduce labor turnover
Reduce absenteeism
Helps in introducing changes
Improves level of efficiency of employees
Creating friendly and supportive relationship
Motivation Process
Determination of future need
Unsatisfied
needs
Tension
Satisfied Needs
Search Behavior
Drives
Reduction of tension
Give rise to
Types of Motivation
Positive motivation Negative motivation
Monetary motivation Non-Monetary motivation
Positive Motivation
• Positive motivation induces people to do work in
the best possible manner and to improve their
performance.
• Positive motivation is the type of motivation a
person feels when he expects a certain reward.
An example of Positive motivation :
when a Boss tells his subordinate , "if you achieve
the target on the time I will give you promotion"
Negative Motivation
• Negative incentives are those whose purpose is to
correct the mistakes or defaults of employees.
• Negative incentive is generally resorted to when positive
incentive does not works and a psychological set back
has to be given to employees.
An example of Negative motivation :
When a Boss tells his subordinate , "if you do not achieve
the target on the time I will give you demotion”
Financial incentives • Pay and allowances
• Productivity linked wage incentives
• Bonus
• Profit sharing
• Stock option
• Retirement benefits
Non financial incentives
• Career advancement opportunity
• Job enrichment
• Employee recognition program
• Job security
• Employee participation
• Organizational climate
• Employee empowerment
Monetary Incentives
• Those incentives which satisfy the subordinates
by providing them rewards in terms of rupees.
• Money has been recognized as a chief source
of satisfying the needs of people.
• Money is also helpful to satisfy the social needs
by possessing various material items.
Non-monetary Incentives
Non-financial incentives which
cannot be measured in terms
of money are under the
category of “Non- monetary
incentives”.
Whenever a manager has to
satisfy the psychological
needs of the subordinates, he
makes use of non-financial
incentives.
Types of Non-
financial incentives :-
• Security of service
• Praise or
recognition
• Job enrichment
• Promotion
opportunities
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Traditional Theories
Fear and Punishment Theory
Reward Theory
Carrot and Stick Theory
Modern Theories
Maslow’s Hierarchy needs
Herzberg hygiene theory
MC. Gregors theory X and Y
‘Z’ Theory
Vroom’s Expectancy Theory
Three need theory
Fear and Punishment Theory
• Managers developed a strategy of forcing people to work by threatening to punish or dismiss them or cut their rewards if they did not work well.
• This philosophy is characterized by thinking of aggressiveness and authorities managers
• Their was a tight control and rigid supervision over workers.
Reward Theory
• This theory tried to establish a
direct relationship between
efforts and rewards.
• Bases of Piece rate system of
wages
• Based on the standard
manager should decide on
degree of rewards and
penalties
Carrot and Stick Theory
• This theory suggest a combination of both rewards and penalties for motivation
• This is based on the strategy of putting carrot in the front of the donkey and hitting it with the stick from behind so it has to run
• Carrot refers to the incentives
• Stick refer to the penalties
Maslow’s Theory of Motivation
• Abraham Maslow is wellrenowned for proposing theHierarchy of Needs Theory in1943.
• He considered an individual'smotivation behavior as apredetermined order of needs.
Abraham Maslow
Hierarchy of Needs Theory
Self-Actualization
need
Esteem Needs
Social needs
Safety needs
Basic/ Physiological Needs
food, water, air, shelter, sleep, thirst, etc.
security of job and need for a predictable, secure and safe environment
reputation, prestige, power, status, recognition and respect of others.
needs for belongingness, friendship, love, affection, attention and social acceptance.
desire for gaining more knowledge, social- service, creativity and being aesthetic
McGregor :Theory X and Theory Y
• In 1960, Douglas McGregorformulated Theory X andTheory Y suggesting twoaspects of human behaviorat work
Douglas McGregor
Theory X and Theory Y (Douglas McGregor)
Assumptions of Theory X
• An average employee doesnot like work and tries toescape it whenever possible.
• He lacks ambition and dislikesresponsibility
• Since the employee does notwant to work, he must bepersuaded, compelled, orwarned with punishment so asto achieve organizationalgoals.
Assumptions of Theory ‘y’
• Employees can perceive theirjob as relaxing and normal.
• If the job is rewarding andsatisfying, then it will result inemployees’ loyalty andcommitment to organization.
• The creativity, resourcefulnessand innovative potentiality ofthe employees can be utilizedto solve organizationalproblems.
Herzberg’s Two-FactorTheory of Motivation
• In 1959, FrederickHerzberg, a behavioralscientist proposed atwo-factor theory orthe motivator-hygienetheory.
Two-Factor Theory (Frederick Herzberg)
Hygiene factors
Motivators
Hygiene factors
Hygiene factors are thosejob factors which areessential for existence ofmotivation at workplace.
Hygiene factors are alsocalled as dissatisfies ormaintenance factors asthey are required to avoiddissatisfaction. Thesefactors describe the jobenvironment / scenario.
Means of Hygiene Factors
Company policy and administration
Interpersonal relationship
Working conditions
Salary
Status
Job security
Motivational Factors
The motivational factorsyield positive satisfaction.These factors motivate theemployees for a superiorperformance.
These are factors involvedin performing the job.Employees find thesefactors intrinsicallyrewarding.
Means of Motivator
Recognition
Sense of achievement
Growth and promotionalopportunities
Responsibility
David McClelland’s Theory of Needs
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