Lesson 4 Motivation At Work

MOTIVATION AT WORK

What is the root word of Motivation? ► “Movere” a Latin word What is the meaning of this root word? ► “To move”

What is motivation? ► The process of arousing and sustaining goaldirected behavior ► an internal process that makes a person move toward a goal ► about the way a person thinks and then acts on what is important to them.

Broad Classification of Motivation: 1. Internal Variable within the individuals that give rise to motivation and behavior. Ex. Hierarchy of needs 2. Process The nature of the interaction between the individual and the environment. Ex. Expectancy Theory 3. External Focuses on the elements in the environment and consequences of behavior

Maslow’s Hierarchy of Needs

Higher Order Needs

Self-actualization – personal growth & fulfilment Esteem Needs – achievement, status, responsibility, reputation Belongingness & Love Needs – family, affection, relationships, work group

Lower Order Needs

Security & Safety Needs – protection, security, safety, law Physiological needs: basic life needs- air, food, drink, shelter, sleep, sex

Theory X and Theory Y Douglas McGregor Also called, “the managed man”

Theory X ► Assumes that workers have little ambition, dislike work, want to avoid responsibility, and need to be closely controlled. ► Assumed that motivated by lower-order needs (physiological & security/safety needs) ► Managerial role is to coerce and control workers based on these assumptions

Theory X and Theory Y Theory Y ► Assumes that workers can exercise self-direction, accept and actually seek out responsibility, and consider work to be a natural activity ► Assumed that motivated by higher-order needs ► Managerial role is to develop potential in employees and help them release that potential toward common objectives based on these assumptions

The ERG Theory Clayton Alderfer

3 Basic Categories of Human Needs: E - existence need = physiological and safety needs

security/

R-

relatedness need = Interpersonal safety, love and interpersonal esteem

G-

growth needs = Self-actualization and selfesteem

McClelland’s Need Theory 1. Need for Achievement “n- ACH” ► Persons who seek excellence in performance, enjoys difficult and challenging goals and competitive in work activities ► Characteristics of Individual: 1. Person want challenge and a good chance for success 2. Like to receive feedback on their progress 3. Comfortable working on individual tasks and activities that they control

McClelland’s Need Theory 2. Need for Power “n-POW” ► Concerned with making an impact on others, desire to influence others and control people and events ► Distinction: Socialized power – used for collective wellbeing of the group. A constructive force in the organization Personalized power – used for personal gain of individual. Disruptive and destructive in the organization

McClelland’s Need Theory 3. Need for Affiliation “n-AFFIL” ► Concerned with establishing and maintaining warm, close, intimate relationships with other people. Emphasize is on friendship and companionship ► These people are team players.

HERZBERG’S TWO FACTOR THEORY Frederick Herzberg Also called “Motivated Man” Motivation Factor ► Work condition related to job satisfaction. ► Factors that energize employees Hygiene Factor ► Work condition related to dissatisfaction caused by discomfort or pain. ► Factors that do not motivate employees

HERZBERG’S TWO FACTOR THEORY Motivation Factor ► Real motivators. Ex. Achievement, responsibility, recognition. ► Lead to positive mental health and challenge people to grow, work to contribute to the environment, and invest themselves in the organization Satisfied employees tend to be more productive, creative and committed to their work and employers.

HERZBERG’S TWO FACTOR THEORY Hygiene Factor ► Constitute the conditions in work. Ex. Better working condition, salary, effective supervision that make employees satisfied but not necessarily motivated. ► Job dissatisfaction occurs when these factor is not present or not sufficient. ► Do not directly affect a person’s motivation to work BUT influences the person’s discontentment

To what extent is money a motivator? Consider what happens when people win big lottery prize winners.

YES

Risk on a project by putting up a business, the reason they invest in a new business venture is that pursuing this sort of plan is where the real motivators are found achievement, responsibility, advancement,

NO

They wisely recognise that their work is part of their purpose and life-balance.

Give up work?

Motivation is not to make money, otherwise why don't they just keep hold of what they've got… it’s the achievement, responsibility, advancement. NOT THE MONEY ONLY

Social Exchange and Equity Theory Individual – Organizational Exchange Relationship   

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Organizational goals Departmental objectives Job tasks

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Company status Benefits Income

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Physiological needs Security needs Physical needs Developmental potential Employee knowledge Employee skills and abilities

Fair deal relationship and equitable arrangement between individuals and organizations

Adams Theory of Inequity Inequity

► The situation in which a person perceives he or she is receiving less than he or she is giving or is giving less than he or she is receiving ► Important role in the union-negotiated benefits

Expectancy Theory Victor Vroom

► Focuses on personal perceptions of the performance process ► 3 Concepts: Valence - value or importance one places on a particular reward Expectancy –belief that effort leads to performance Instrumentality – performance is related to rewards

Expectancy Theory Effort Expectancy?

Study hard

Leads to

Performance

Perform best Instrumentality? Leads to

Good grades

Outcome (Reward)

Valence?

Personal Goals

To excel academically and to maintain my scholarship

Managerial Implications: Organizations differ in the quality of the systems, procedure develop and in results accomplish. Managers can not assume they understand employees’ needs. But Managers should recognize the nature, significance and effectiveness of a particular theory suited to the organization. Most importantly, Managers should develop employees to increase their motivation to become a productive member of the organization.