Mtp Motivation

HARKESH BANSAL (5) SUYASH GUPTA (9) JHARNA TINANI (26) VINIT SHAH (29)

Motivation Defined Motivation is the set of forces that lead people to behave in particular ways. Motivation is important in organizations because, in conjunction with ability and environment, it determines performance.

Why Motivation Join the organisation Remain in the organisation Come to work regularly Perform Exhibit good citizenship

Motivation at work Extrinsic motivators: - Tangible rewards such as: salary; security; promotion; working condition etc Intrinsic motivators: - Psychological rewards such as : achievement; challenge; satisfaction; learning etc - Social factors such as: affiliation; belonging etc

Influencing behavior Positive reinforcement Negative reinforcement Punishment Extinction

Theories of Motivation The theories of motivation reflect a content perspective in that they attempt to describe what factor or factors motive behavior. They try to list specific things that motivate behavior.

Theories of Motivation Content Theories  Focus on the importance of the work (e.g., challenges and responsibilities) 

Specific needs that motivate human behavior

Process Theories  Deal with the cognitive processes used in making decisions about our work

Content Theories Achievement Motivation Theory (David McClelland) Emphasizes need to accomplish something. Linked to successful manager. Three types of needs are: Affiliation Achievement Power Managers high in achievement motivation show more respect for subordinates and use more participatory systems

Need Hierarchy Theory Abraham Maslow He proposed that we have a hierarchy of needs.

Once one is fulfilled we can move on to the next

SELF ACTUALIZATION NEEDS

SELF – ESTEEM NEEDS SOCIAL NEEDS SAFETY NEEDS PHYSIOLOGICAL NEEDS

ERG Theory Alderfer Similar to Maslow. We have needs, but in this case

they are not hierarchically arranged

Satisfying a need may increase its strength  Existence Needs  Relatedness Needs  Growth Needs

Two Factor Theory Frederick Herzberg

Motivator Needs internal to work itself. If conditions are met, job satisfaction occur Hygiene Needs Features of work environment. If not met, job dissatisfaction occurs

Process Theories EXPECTANCY THEORY VROOM people will work hard if they expect their effort to lead to reward Importance of outcome determines its strength as a motivator – supported by research

Expectancy Theory: An Overview Effort

Skills and abilities

Expectancy Performance

X Instrumentality

Rewards

Motivation

X Valence of Rewards

Role perceptions and opportunities

Job Performance

Equity Theory

ADAMS

Motivation is influenced by how fairly we feel we are

treated at work Individuals compare their inputs and outputs with

those of others and then respond to eliminate any inequalities.

Goal-Setting Theory (GUIRDHAM)

Idea that our primary motivation on the job is

defined in terms of our desire to achieve a particular goal 

 

Research shows that having goals leads to better performance than not having goals Specific goals are more motivating than general Moderately difficult goals are most motivating

Organizational Examples

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Monetary Benefits Awards and Rewards Loyalty Bonus Recreational Facilities Incentives Transport Facilities

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