Motivation

MotivationOrganizational Behaviour

MotivationOverview

◦The study of motivation is complex. It is a significant study for managers because employees when motivated are stimulated to achieve organizational goals. Employees who are motivated remain focus in a systematic way. Without a knowledge of motivation managers are in danger of guiding the behaviour of subordinates and make mistakes towards the desired outcomes of the organization.

MotivationWhat makes motivation a complex

study is the fact that it takes different approaches to motivate an employee. In addressing what it takes to motivate an employee, we need to examine the following:◦Meeting the basic needs.◦Designing jobs that motivate employees.◦Creating the belief that desired goals can

be achieved.◦Treating people equitably.

ObjectiveStudents should be able to:

1. Define motivation.2. Understand the process of

motivation.3. Explain the content theories and

process theories of motivation.4. Grasp the implications for

managers.

The Motivation Process

Unsatisfied need Tension Drivers Search

behaviourSatisfied

need

Reduction of the

tension

An unsatisfied need creates tension that stimulates the drive within an individual to generate a search behaviour to fins particular goals, if attained, will satisfy the need and reduce the tension (Robbins and Decenzo, 2004 p.280).

A need is and internal state that makes certain outcomes attractive.

Definition of motivationMotivation represents forces acting within

a person the causes a person to behave in a specific, goal-directed manner (Slocum and Hellriegel, 2007 p.392).

The arousal, direction, and persistence of behaviour (Daft 2005 p.588).

The willingness to exert high levels of effort to reach organizational goals, conditioned by the effort’s ability to satisfy some individual need (Robbins and Decenzo, 2004 p. 279).

Categories of motivation theories

Motivation

Content theories

Process theories

A group of theories that places emphasis on needs that motivate people

A category of theories that explain how employees select behaviours to meet their needs

Content Theories Motivation•Maslow’s hierarchy of needs•Herzberg’s Two-factor theory•McClelland’s Acquire needs theory• Alderfer’s ERG theory

Maslow’s Motivation Theory• Achieving one’s potential, self-

fulfilment, becoming what one is capable of becoming.

Self-actualizat

ion

• The desire for a positive self-image, to achieve attention, recognition, and appreciation from others.

Esteem

• A need to be accepted by peers, friendship, being part of a group.

Social

• A need for safe and secure fro physical and emotional environment, free from threat.

Safety

• Food, drink, shelter, sexual satisfaction, and other bodily requirements.

Physiological

Maslow theory – the explanationLower-end needs are the priority

needs, which must be satisfied before higher-order need are activated.

Needs are satisfied in sequence.When a need is satisfied, it declines in

importance and the next need becomes dominant.

To motivate an individual one must know where that person is in the hierarchy and focus on satisfying at or above that level.

Implications of Maslow’s theory in the workplaceNot everyone is motivated in the

same way.Motivation and need satisfaction

are anticipatory in nature.Managers must seek to guide

and direct employee behaviour to meet the organizational needs and individual needs simultaneously.

Herzberg’s Two-factor Theory

Hygiene FactorsWorking conditions

Pay and securityCompany policies

SupervisorsInterpersonal relationships

MotivatorsAchievementRecognition

ResponsibilityWork itself

Personal growth

Motivation factorsSatisfaction No

satisfaction

Hygiene factors

No dissatisfaction

dissatisfaction

Herzberg’s theory - explanationHygiene factors involve the presence or

absence of job dissatisfiers. When the hygiene factors are present, the individual is not dissatisfied; however when they are absent the individual is dissatisfied. In any case hygiene factors to not motivate.

Motivators are factors that influence satisfaction and consequently motivate the person from within as he or she achieve the higher-level needs of achievement, recognition, and personal growth.

Implication of Herzberg’s theoryProviding the hygiene factors will eliminate

employee dissatisfaction bur will not motivate workers to high levels of achievement. Recognition, responsibility, and the opportunity to achieve personal growth will promote satisfaction and employee performance.

The benefit of this theory has implication for the effect of company systems and job design (how work is arranged and how much employees control their work) on employee satisfaction and performance.

Maslow and Herzberg compared

Process theories•Expectancy theory•Equity theory•Goal setting theory

Equity Theory A process theory that focuses on

individuals’ perception of how fairly they are treated relative to others.

A situation that exists when the ratio of one person’s outcome to input equals that of another person.

Input – an individual’s contribution or effort

Output – what an individual receives from his or her contribution or effort

Equity theory explainedAccording to the theory individuals

assign a degree of importance to their input and outcomes. Individuals feel that they are treated fairly when they perceive that their outcomes to inputs are equal to that of others.

Any deviation from this perception leads to a feeling of inequity and demotivation. Such inequity feeling results in various actions the individuals are likely to take.

Equity theory explainedConsequences of inequity:

1. Change in inputs – a person may choose to increase or decrease his or her inputs to the organization

2. Change outcomes – a person may change his or her outcomes to restore equity. An unpaid person may request a salary increase or better working conditions.

3. Distort perceptions – a person may mentally distort the situation to achieve a balance.

4. Leave the job – a person may tenders his or her resignation of request a transfer to another department.

Implication of the equity theoryImplication for the equity theory

for managers is that employees do evaluate their perceived equity of their rewards compared to others’.

Smart managers should try to ensure that there is fairness in the distribution of rewards to keep employees motivated.

The Expectancy Theory

A process theory simply states that people are motivated to work when they believe that they can achieve things they want from their jobs. Such expectation depend on their ability to perform the task, given their effort and the attractiveness of the reward..

Expectancy theory

Individual effort

performance

Outcome

ExpectancyProbability that effort will lead to

desired performance

ExpectancyThe probability

that performance will produce the desired outcome

ValanceThe value

of outcome

E P P O

Expectancy theory is base on a relationship between effort and performance. A great individual effort should lead to high performance, which should result in the desired out. If the outcomes that available from high effort and high performance and are not attractive, the individual motivation will be low.