Motivation Sym 6

UNIT 6 BASIC MOTIVATION CONCEPTS  

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Definition Early theories of Motivation – Hierarchy of needs, Theory X & Y, Two Factor theory Contemporary theories – ERG theory, Mc Clleland’s trio of needs, Goal setting theory, Reinforcement theory, Flow and intrinsic motivation theory, Expectancy theory Motivation across cultures. Case study

MOTIVATION

 Derived from a Latin word- movere which means “to move  May be defined as a driving force that propels a person to do a particular action.  Can also be defined as a complex of forces inspiring a person at work. It is something that moves a person into action.  It is a function that kindles a burning passion for action among human beings.

MOTIVATION POTENTIAL PERFORMANCE (P)

=

ABILITY (A)

MOTIVATION (M)

A determines “What he can do” M determines “What he will do” When M is strong and positive – employee output increases. When M is weak and negative – employee performance is low.

MOTIVATION DRIVE/ MOTIVE

GOALS

NEED

THREE INTERACTING & INTERDEPENDENT ELEMENTS IN MOTIVATIONAL PROCESS

THE PROCESS OF MOTIVATION

UNSATISFIED NEED

SEARCH BEHAVIOUR (DRIVE/ ACTION)

CREATES TENSION

GOAL ACHIEVED

GOAL NOT ACHIEVED

TENSION RELIEVED

FRUSTRATION

TRADITIONAL ASSUMPTIONS ABOUT PEOPLE THEORY X

THEORY Y

1. People dislike work and avoid it.

Work is as natural as play.

2. People need to be coerced and control needs to be exercised.

Self direction and self control present in individuals.

3. People try to avoid responsibilities People have potential and they as far as possible. are willing to take responsibilities. 4. Not ambitious

Ambitious.

5. Managerial role is to force people to work and control them.

Managerial role is to develop potential in employees and help them realize that potential.

Mc CLELLAND’S LEARNED NEEDS 

Needs are acquired through interaction with environment

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Not a hierarchy, but degrees of each type of motive

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Three types of motivesAchievement motive (N Ach) Affiliation motive (N Aff) Power motive (N Pow)

CLASSIFICATION OF MOTIVES (Given by Mc Clleland)

• ACHIEVEMENT MOTIVE –

drive to accomplish objectives, to excel, work harder, climb ladder of success, want feedback, moderate risk takers

2. AFFILIATION MOTIVE –

drive to relate with people, want co-operation, mutual understanding, seek friends around them

3. POWER MOTIVE

drive to influence people, control them have all authority, create impact, risk takers, want to lead rather than follow.

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MASLOW’S HIERARCHY OF NEEDS  Most well known theory of needs.  Needs organised in a series of levels or hierarchy. Man is a “Perpetually wanting animal”. When one need is satisfied he aspires for the next higher one.

 Needs can be

Higher Order (Growth needs) Lower Order (Striving needs)

Social Self esteem Self-actualisation Physiological Safety

 No need can be fully satisfied; partial satisfaction of one need leads to the next level

MASLOW’S HIERARCHY OF NEEDS HIGHER ORDER NEEDS

Self actualisation-

to become what one is capable of

Self-esteem-ego satisfying Social-love, affection, caring, friendly relations

LOWER ORDER NEEDS

Safety-

emotional, physical, job security Physiological- food, shelter , clothing.

MASLOW’S HIERARCHY OF NEEDS CRITICAL ANALYSIS: Research does not validate the theory. Movement is from lower level to higher level and it happens when lower order is reasonably satisfied. What is reasonable ?- cannot be measured

A rigid hierarchy is suggested which is not true in all cases.

HERZBERG’S TWO FACTOR THEORY  Given by Frederick Herzberg.  Used “Critical Incident Method” for this study. Asked workers to remember incidents when they felt good & bad about their jobs. Some factors prevent job dissatisfaction and some variables produce motivation  Gave Two Factors

Motivational Factors/Satisfiers (produce motivation)

Hygiene Factors/Maintenance Factors (prevent job dissatisfaction)

Herzberg’s Two Factor Theory High Motivation

No Motivation No Dissatisfaction

Dissatisfaction Low

High Hygiene

Low

High Motivators

HERZBERG’S TWO FACTOR THEORY HYGIENE/MAINTAINANCE MOTIVATIONAL/SATISFIERS Absence of these factors cause dissatisfaction Presence of these factors will not bring strong motivation. Necessary to maintain status quo. These are-Company policy &administration, technical supervision, Interpersonal relations with seniors; peers; sub-ord, salary, job security, personal life, work condition,status. Related to job context. Extrinsic to job.

Absence of these does not cause dissatisfaction. Presence of these factors bring strong motivation. These are-Achievement, recognition, advancement, work itself, personal growth, responsibility. Directly related to job content. So, intrinsic to the job.

HERZBERG’S TWO FACTOR THEORY CRITICAL ANALYSIS:  Herzberg assumes there is a relationship between

productivity & satisfaction. His research focused only on satisfaction.

 Used “Critical Incident Method” for this study. Procedure limited as you might not recollect some important things during time of study.

 Said there are different continuum for satisfaction and dissatisfaction.

satisfaction

No satisfaction

Dissatisfaction

No dissatisfaction

Satisfaction

Dissatisfaction

Acc to Herzberg

Others

ALDERFER’S ERG THEORY  Reworked on Maslow’s Hierarchy.  Three group of core needs- Existence (E) Relatedness (R) Growth (G)  Existence (E) – Physiological & Security  Relatedness (R) – Social & External Esteem Needs  Growth (G) – Internal Esteem & Self actualisation Needs

ALDERFER’S ERG THEORY MASLOW’S NEED HIERARCHY Self actualisation Internal

ERG THEORY

GROWTH

Esteem External Social Security Physiological

RELATEDNESS

EXISTENCE

ERG MODEL OF MOTIVATION Frustration-Regression

Satisfaction-Progression

Growth Needs

Relatedness Needs

Existence Needs

ALDERFER’S ERG THEORY  More than one need can be operative at a time.  Progression is not always from lower to higher level.  Frustration regression phenomenon present – When unable to satisfy upper level needs, the individual will revert to satisfying lower level needs  Chronic needs (persist over a period of time) vs Episode needs (situational and change according to environment)

CONTENT THEORIES OF MOTIVATION Maslow’s Alderfer’s Herzberg’s McClelland’s

Need Hierarchy SelfActualization

ERG Theory Growth

Theory

Motivators

Esteem Belongingness

Hygiene Existence

Physiological

Need for Achievement Need for Power Need for Affiliation

Relatedness

Safety

Learned Needs