CHAPTER 7 MOTIVATION & REWARDING EMPLOYEES MOTIVATION: - (Definition) The willingness to exert high level of efforts to reach organizational

l goals. Motivation refers to: Direction of efforts is channel i-e. beneficial goal Intensity of efforts (How hard a person tries) & Persistence of efforts (How long efforts are maintained)a person shows in reaching organizational objectives It is also called Work motivation in context to organizational setting Motivation is a result of interaction between the o Person and the situationit is not a personality trait. EARLY THEORIES OF MOTIVATION: 1- Abraham Maslows theory of needs (Hierarchy of needs). 2- Donghlas McGregors Theory X & Theory Y. 3- Herzbergs Two Factor Theory (Herzbergs Motivation Hygiene Theory). 1- MASLOWS HIERARCHY OF NEEDS: -

SELF SELF ACTUALIZA ACTUALIZA TION TION

SELF SELFESTEEM ESTEEM NEEDS NEEDS SOCIAL SOCIALNEEDS NEEDS SAFETY SAFETYNEEDS NEEDS PHYSIOLOGICAL PHYSIOLOGICALNEEDS NEEDS

SELF ACTUALIZATION: To become what one is capable of becoming to reach ones potential. SELF ESTEEM NEEDS: Includes self-respect, status, and recognition achievement. SOCIAL NEEDS: Includes affection, belongingness, friendship and acceptance etc. SAFETY NEEDS: Includes security term physical and emotional harm. PHYSIOLOGICAL NEEDS: Includes food, water, shelters and clothing etc. Abraham Maslow was a psychologistaccording to him every individual has five universal needs: Those needs are arranged in a hierarchy of importance. You cannot move up to next level until and unless the current need is not satisfied. Therefore the movement up the pyramid must be in order Physiological & safety needs are lower order needs that are satisfied externally
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 Social esteem & self-actualization needs are higher order needs that satisfied internally

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2- McGREGORS THEORY X & THEORY Y: McGregor presented two sets of assumptions about human beings i-e employees He called that THEORY X & THEORY Y THEORY X Presents pessimistic views about employees Employees are inherently lazy Naturally dislike work Are little ambitious Want to avoid responsibility Managers monitor and control them through & stick THEORY Y Present optimistic view about employees Employees are not inherently lazy- they are energetic Do not naturally dislike work Actually seek out responsibility Consider work to be natural activity Managers do not supervise them strictlyas they believe employees exercise self control 3- HERZBERGS TWO FACTORS HYGIENE THEORY: Two factors are as follows: 1- Hygiene Factors 2- Motivation Factors (Motivators) HYGIENE FACTORS FACTORS -- Salary -- Working Conditions -- Companies Policies -- Personal Life Balance -- Status Sources of dissatisfaction Satisfaction Traditional Views: Satisfaction Herzbergs View: Hygiene Factors: Dissatisfaction Dissatisfaction Motivation Factors/Motivators: An Aspiration by Jawad Facebook.com/thegreatjawad

THEORY/HERZBERGS

MOTIVATION

MOTIVATION -- Achievement -- Recognition -- Growth -- Work itself -- Responsibility Sources

of

Dissatisfaction

No-

Satisfaction

No-Satisfaction

Absence of hygiene factor create dissatisfaction & pressure will create no dissatisfaction Absence of Motivators will create no satisfaction & pressure will create satisfaction

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