Motivation

MOTIVATION PRESENTED BY

RUPAK PARAJULI

RAKSHYA ARYAL

BISHAL B. BHAT TARAI

Concept

Job Performance = Ability + Motivation + Environment

WHERE,

Ability = A high level of performance depends on how far an individual is able to do work

Motivation = The degree to which the individual wants to do work

Environment = The availability of materials, resources, equipment and physical workingconditions

Types of Motivation1. Intrinsic Motivation:

Job is Challenging, meaningful and interesting2. Extrinsic Motivation:

P4 = Pay, Promotion, Praise, Punishment

Meaning

“Motivation is the willingness to do somethingto achieve organizational goals and, at the sametime, to satisfy individual needs.”

- Templer, Catteneo, DeCenzo and Robbins

Importance of Motivation

1. To satisfy intrinsic and extrinsic needs

2. To design jobs carefully

3. To encourage people to work

Process of Motivation

Need IdentificationSearching ways to satisfy

needs Selecting goals

Employee performanceConsequences of

performance (Reward or Punishment)

Re-assessment of need deficiencies

Motivation Theoriesa) Maslow’s need hierarchy theory

b) Hertzberg’s theory

c) ERG theory

d) McClelland’s theory

e) Expectancy theory

f) Equity theory

g) Goal setting theory

a) Maslow’s need hierarchy theory

Developed by Abraham Maslow in 1943, the need-hierarchy concept of motivation is a widely used theory of motivation in our organizations.

Need - unfulfilled psychosocial or psychological desire

Lower order needs - Physiological, Safety and Social needs in Maslow’s hierarchy

Higher-order needs - Esteem and Self-actualization needs in Maslow’s hierarchy

IMPORTANT FACTS

Maslow’s argues that the average person is satisfied 85 percent in Physiological needs, 70 percent in Security needs, 50 percent in Social needs, 40 percent in Self-esteem needs and 10 percent in Self-actualization.

Contd…

b) Herzberg’s Motivation-Hygiene TheoryHezberg’s two-factor theory focuses on higher-order need satisfaction

Motivator or Satisfier factor – found in job content such as a sense of achievement, recognition, responsibility, advancement, or personal growth

Hygiene factor – found in the job context, such as working conditions (heating, lighting, ventilation), interpersonal relations, organization policies, and salary

Contd…

c) ERG TheoryDeveloped by Clayton Alderfer’s ERG theory which deals with existence, relatedness and growth needs

Existence needs – desires for physiological and material well-being

Relatedness needs – desires for satisfying interpersonal relationships

Growth needs – desires for continued physiological growth and development

Contd…

d) McClelland’s TheoryMcClelland identified acquired needs for achievement, power and affiliation

Need for achievement (nAch) – desire to do something better, to solve problems or to master complex tasks

Need for power (nPow) – desire to control, influence, or be responsible for other people

Need for affiliation (nAff) – desire to establish and maintain good relations with people

Contd…

Aloof- Not friendly

e) Expectancy TheoryExpectancy theory considers ; Motivation = Expectancy x Instrumentality x Valence

Contd…

f) Equity TheoryEquity theory explains how social comparisons motivate individual behavior

Perceived negative inequity – discomfort felt over being harmed by unfair treatment

Perceived positive inequity – discomfort felt over benefiting from an unfair treatment

3 Conditions arisesUnder reward

Equity

Over reward

g) Goal Setting TheoryGoal setting theory shows that well-chosen and well-set goals can be motivating

Characteristics of effective goal setting:

Goals should be specific

Goals should be result-oriented

Goals should be challenging

Goal commitment

Participation

Goal feedback

Contd…

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