Motivation CHAPTER 13

8/10/2019 Motivation CHAPTER 13

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CHAPTER 13

The Mystique of

Motivation


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As Berelson and Steiner have definedthe term, a motive is an inner statethat energizes, activates, or moves(hence motivation), and that directsor channels behavior toward goals.


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In other words, motivation is ageneral term applying to the entireclass of drives, desires, needs,

wishes, and similar forces. Likewise,to say that managers motivate theirsubordinates is to say that they dothose things which they hope will

satisfy these drives and desires andinduce the subordinates to act in adesired manner.


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Motivation is defined as feelinginside the body to do something ornot to do something for achievementof goal voluntarily.


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Theories of Motivation

1. X-Y Theory (McGregor)

2. Maslows Hierarchy of Needs Theory

3. Herzbergs Two Factors Theory4. Alderfers ERG Theory


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X-Y Theory (McGregor)

McGregor theory X and theory Y in hisbook The human side of theEnterprise

X Theory

Employees are lazy

Require control and coercion

Avoiding responsibility

Seeking security


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Y Theory

Employees like work as rest or play

Not require control and coercion Committed to the organizations

objectives

Under proper conditions, they notonly accept but seek more and moreresponsibility.


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2. Maslows Hierarchy ofNeeds

SelfActualization

Needs

Esteem Needs

Love / Socialneeds

Safety Needs

PhysiologicalNeeds

1

2

3

4

5


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1. Physiological Needs: Need for food,sleep, shelter etc.

2. Safety Needs: Safety of job or safe

working environment, free from threats.3. love / Social needsaffection with

colleagues and family

4. Esteem NeedSelf respect, self-esteem

and esteem of others5. Self-actualizationself-confidence, self-

fulfillment


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3. Herzbergs Motivation Hygiene theory

200 engineers and accountantswere studied and asked to

recollect their experiences whenthey were satisfied anddissatisfied and concluded that

certain factors tended to lead tojob satisfaction and other factorsled to dissatisfaction.


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The factors led to satisfaction calledMotivators

The factors led to dissatisfactioncalled hygiene factors


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Motivators:

Achievement

Recognition Work itself

Responsibility

Advancement (Positive effects) Led to satisfaction


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Hygiene factors

Company Policy & Administration

Supervision Technical Aspects Salary

Interpersonal Relations Supervision

Working Conditions


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Hygiene Factor

Company Policy & Administration

Supervision

Salary

Interpersonal relations

Working Conditions

Hygiene Factor ld to preventdissatisfaction.


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Motivation Factor

Achievements

Recognition

Work itself Responsibility

Advancement

Motivation factor led to satisfaction


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2. Relatedness needs the need forsatisfying interpersonal relationships.

3. Growth needs the need forcontinuing personal growth anddevelopment.


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Second, in contrast to Maslow,Alderfer found that peoplesometimes activate their higher-level needs before they havecompletely satisfied all of theirlower-level needs.

Third, Alderfer concluded thatmovement in his hierarchy ofhuman needs is not always upward.


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For instance and this is reflected inhis frustration regression principle he found that a worker frustrated byhis failure to satisfy an upper-levelneed might regress by trying to fulfillan already satisfied lower-level need.


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Alderfers work, in conjunction withMaslows, has implications formanagement. Employees frustrated

by work that fails to provideopportunities for growth ordevelopment on the job mightconcentrate their energy on trying to

make more money, thus regressingto a lower level of needs.


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To counteract such regression,management might use jobenrichment strategies designed tohelp people meet their higher-orderneeds.

Motivation CHAPTER 13

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