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