MOTIVATION

Unit 5

What is Motivation?
Definition Motivation is derived from the world motive. A motive is an inner state that energizes, activates or moves and directs or channels behavior towards goals.

Robbins defines motivation as

The willingness to exert high levels of effort towards organizational goals conditioned by the efforts ability to satisfy some individual needs.

What Motivates You?

A Simple Model of Motivation

NEED-Creates desire to fulfill needs (food, friendship, recognition, achievement).

BEHAVIORResults in actions to fulfill needs.

REWARDS-Satisfy needs; intrinsic or extrinsic rewards.

FEEDBACK-Reward informs person whether behavior was appropriate and should be used again.

Types of Motivation
Motivation

Positive Approach Or Pull-mechanism

Negative Approach Or Push-mechanism

Nature of motivation

1)Motivation is a continuous process 2)It is a psychological concept 3) Frustrated Individuals fail to be motivated 4) Goal leads to motivation 5) Self concept as a unifying factor

Theories of Motivation
Maslows Theory of Hierarchy of Needs Human needs form a hierarchy, starting from the bottom with the physiological needs and ascending to the highest need of self-actualization. When one set of needs are satisfied, they no longer work as motivators as man seeks to satisfy the next higher level needs. He thought that a persons motivational needs can be arranged in a hierarchical manner.

Maslows Hierarchy of Needs

Self-actualization needs
Need to live up to ones fullest and unique potential

Esteem needs
Need for self-esteem, achievement, competence, and independence; need for recognition and respect from others

Belongingness and love needs

Need to love and be loved, to belong and be accepted; need to avoid loneliness and alienation

Safety needs
Need to feel that the world is organized and predictable; need to feel safe, secure, and stable

Need to satisfy hunger and thirst

Physiological needs

Physiological Needs
Physiological needs are those required to sustain life, such as: Air Water Food Sleep According to Maslow's theory, if these fundamental needs are not satisfied then one will surely be motivated to satisfy them. Higher needs such as social needs and esteem are not recognized until one satisfies the needs basic to existence.

Safety Needs
Once physiological needs are met, one's attention turns to safety and security in order to be free from the threat of physical and emotional harm. Such needs might be fulfilled by: Living in a safe area Medical insurance Job security Financial reserves According to the Maslow hierarchy, if a person feels threatened, needs further up the pyramid will not receive attention until that need has been resolved.

Social Needs
Once a person has met the lower level physiological and safety needs, higher level needs awaken. The first level of higher level needs are social needs. Social needs are those related to interaction with others and may include: Friendship Belonging to a group Giving and receiving love

Esteem Needs
Once a person feels a sense of "belonging", the need to feel important arises. Esteem needs may be classified as internal or external. Internal esteem needs are those related to self-esteem such as self respect and achievement. External esteem needs are those such as social status and recognition. Some esteem needs are: Achievement Attention Recognition Reputation

Self-Actualization
Self-actualization is the summit of Maslow's hierarchy of needs. It is the quest of reaching one's full potential as a person. Unlike lower level needs, this need is never fully satisfied; as one grows psychologically there are always new opportunities to continue to grow. Self-actualized people tend to have needs such as:

APPLYING MASLOW'S NEEDS HIERARCHY BUSINESS MANAGEMENT IMPLICATIONS

Physiological Needs: Provide lunch breaks, rest breaks and wages that are sufficient to purchase the essentials of life. Safety Needs: Provide a safe working environment, freedom from threats, and relative job security. Social Needs: Create a feeling of acceptance, belonging and community by reinforcing team dynamics. Esteem Needs: Recognize achievements, assign important projects, and provide status to make employees feel appreciated and valued. Self-Actualization: Provide challenging and meaningful work which enables innovation, creativity, and progress according to long-term goals.

Two - Factor Theory Motivation-hygiene theory

Proposed by Psychologist Frederick Herzberg. He investigated the question What do people what from their jobs? He asked people to describe, in detail, situations in which they felt exceptionally good or bad about their jobs. He concluded that replies people gave when they felt good about their jobs were significantly different from the replies they gave when felt bad.

Hygiene Factors
Company policy and administration; Supervision; Relationship with supervisor; Work conditions; Salary; Relationship with peers; Personal life; Relationship with subordinates; Status; Security

Motivator Factors:
Achievement Recognition; Work itself; Responsibility; Advancement; Growth

Herzberg asked: What do people want from their jobs? He found that:
hygiene factors determine job dissatisfaction
poor ---- Quality of supervision ---- good low ------ Compensation (pay) ------- high ineffective - Company policies - effective bad--Physical working conditions --good poor------Relations with others ------good low ------------Job security-------------high

motivators determine job satisfaction

few -- Promotional opportunities -- many few -Opportunities for personal growth many little --- Recognition --- much little --- Responsibility -- much low Achievement -- high

High
Job Dissatisfaction

High
Job Satisfaction

Observation

The data suggest that the opposite of satisfaction is not dissatisfaction. Removing dissatisfying characteristics from job does not necessarily make the job satisfying. The factors that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction. Therefore, managers who seek to eliminate factors that can create job satisfaction may bring about peace but not necessarily motivation. Maintenance Factor is called as Dissatisfiers or Hygiene Factor. Motivational Factors is called as Satisfiers .

McClellands Theory of Needs.

It was developed by David McClelland and his associates. The theory focuses on three needs, defined as follows. Need of Achievement:- is the drive to excel, to achieve in relation to a set of standards, to strive to succeed. Need for power:- is the need to make others behave in a way in which they would not have behaved otherwise. Need for affiliation:- is the desire for friendly and close interpersonal relationship.

Personal Responsibility

Feedback Achievers prefer jobs that offer Moderate Risk

Superior Position

Power Needs

Expert Position

Power Needs

Affiliation Needs

Power Needs

Facts From The Research

Employees have been successfully trained to stimulate their achievement needs. The needs for affiliation and power tend to be closely related to managerial success. High need to achieve does not necessarily lead to being a good manager. Individual with high need to achieve prefer job situations with personal responsibilities, feedback, intermediate degree of risk.