Motivation

Topic: MotivationGroup Members Roll Number

Samnur Nahar 118

Amirul Hasan Khan 120

Mehedi Hasan 121

Palash Chandra Dey 122

What is Motivation?

Motivation means a process of stimulating people to action to accomplish the desire

goals.

Motivation Theory Need Hierarchy

Theory ERG Theory

Two Factor Theory Theory X and Y Need Theory of

Motivation Expectancy Theory Motivation Model

Goal Setting Theory Expectancy Theory

Equity Theory

Self Actualization

Self Esteem

Social

Safety

Physiological

General Example Organizational Example

Achievement

Status

Friendship

Stability

Food

Challenging Job

Job Title

Friends at Work

Pension Plan

Base Salary

………….

HigherOrder

Needs

LowerOrder

Needs

Fig: Maslow’s Need Hierarchy Theory

E= Existence Needs:It includes Physiological and Physical safety needs.R= Relatedness Needs:Everyone maintains interpersonal relationship.G= Growth Needs:It includes self-development and personal growth and advancement.

Two Factor TheoryDeveloped by – Frederick Hertzberg

AchievementRecognitionThe Work ItselfResponsibilityAdvancement and Growth

SupervisorWorking Condition Interpersonal RelationshipPay and SecurityCompany Policies and

Administration

Motivation Factor(Neutral Position)

Present

Absent

Satisfaction No Satisfaction

Present Absent

Dissatisfaction No Dissatisfaction

Hygiene Factor(Environmental)

There are two sets of assumption:

1. Theory X

2. Theory Y

Theory X (Negative)

1. Attitude: Employees inherently dislike work and attempt to avoid it.2. Direction: Must coerced, controlled or threatened with punishment.3. Responsibility: Avoid responsibilities and seek direction whenever

possible.4. Motivation: Want securities and display little ambition.

Theory Y(Positive)

1. Attitude: Employees inherently like work.2. Direction: Self-direction and self-control.3. Responsibility: Learn to accept and seek responsibilities.4. Motivation: Able to be innovative.

Need Theory of MotivationDeveloped by – Dand McClelland

1. Need for Power2. Need for Affiliation3. Need for Achievement

Motivation = Valence X Expectancy X Instrumentality

Valence:

-1 0 +1

Valance refers to the strength of a persons preference for receiving a reward.

Expectancy:

0 +1

Expectancy is the strength of belief that ones work related effort will result in competition of a task.

Instrumentality:

0 +1

Instrumentality represents the employees belief that a reward will be receivedonce the task is accomplished.

Value of Rewards

Perceived Effort & Reward

Ability to do a Specific Task

Effort

Perception of Task Required

PerformanceAccomplishment

IntrinsicRewards

ExtrinsicRewards

Satisfaction

PerceivedEquitableRewards

PerceivedInequitableRewards

Fig: Motivation Model

Goal Setting TheoryDeveloped by - Edwin Locke

Five principles of goal setting theory:1. Clarity2. Challenge3. Commitment4. Feedback5. Task Complexity

=One’s Own Outcomes

One’s Own Inputs

Other’s Outcomes

Other’s Inputs

Formula:

1. Job Effort2. Education3. Performance4. Knowledge5. Experience

One’s Inputs: One’s Outcomes:

1. Actual Pay and Benefits2. Social Rewards3. Physiological Rewards

Equity RatioPerceived Ratio Perceived Ratio

ComparisonComparisonEmployee’s Ratio Employee’s Ratio

ComparisonComparison

Inequity Inequity (Under rewarded)(Under rewarded)

EquityEquity

Inequity Inequity (Over rewarded)(Over rewarded)

Outcomes A

Inputs A

Outcomes B

Inputs B<

=

>

Outcomes AInputs A

Outcomes B

Inputs B

Outcomes A

Inputs A

Outcomes B

Inputs B

Define Organizational Goals

Define Employees Objectives

Continuous Monitoring ofPerformances and Progress

Performance Evaluations

Providing Feedback

Providing Rewards orPunishment

Fig: MBO Process