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MOTIVATION
Treat others asyou would like to betreated
How do human needs
influence motivation to work?
How do thought processes
and decisions affectmotivation to work?
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WHAT IS MOTIVATON
MOTIVATION is an importantfactor which encourage personto give their best performanceand help in reaching enterprisegoal .A positive motivation willhelp the increase output
employees but negativemotivation will reduce theirperformance.
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The Nature of Motivation
Motivation The set of forces that cause people to behave in certain ways.
The goal of managers is to maximize desired behaviors and minimize
undesirable behaviors.
The Importance of Motivation inthe WorkplaceDeterminants of Individual Performance
Motivationthe desire to do the job. Abilitythe capability to do the job.
Work environmentthe resources needed to do the job.
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MOTIVATION
Human Needs
Motivationaccounts for the level, direction, and
persistence of effort expended at work.
Needan unfulfilled physiological or psychological
desire.
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THREE ELEMENTS OF MOTIVATION
Motivation start with a need,vision dream and desire to achievethe seemly impossible.
Maintaining a love-to-learn,meaning becoming involved withrisky ventures seeking new
opportunities.Maintain a desire to overcome
barriers to bounce back fromdiscouragement or failure.
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Rules of motivation
Set a major goal but follow a path:-The path has mini goal that goes in many direction when u learn
to succeed in mini goal, you will be motivated to challengegrand goal.
Finish what you start :-A half finish project is of no use to anyone. Quitting is a habit.
Develop to finish a self motivated project. Learn how to learnMan has a ability to learn without help.
Increase knowledge of subject that inspire:-The more we know about the subject, the more we want to
learn about it.
Take riskFailure and bouncing back are element of
motivation. failure are learning tool .no onehas ever succeed at any time worthy whilewithout striking of failure
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Rule of motivation
Socialization with others of similar interestMutual support are motivating. We will develop a attitude of our five best friend if
they are looser we will be looser . If they are winner ,we will be winner
Set the example :-U must be the role modal that you want your people to grow into.Develop moral and esprit :-
Moral is a mental and emotional and spiritual state of a person all most everythingyou do will have some impact on the moral of your organization you shouldalways be aware how your organization and decision affect it. ESPRIT meansteam esprit its is define as the esprit or the soul of the organization.
Keep them inform :-Keep the communication system open allows a person to have a sense of
control over their lives.
Make their job challenging ,excising and meaningful
Make them feels that they are individuals in a great team notcogs in a lifeless machine .
Let your people to be a part of planning andproblem solving process:-
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What Is Motivation?
Direction
PersistenceIntensity
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Maslows Theory
We each have a hierarchy of needs
that ranges from "lower" to
"higher." As lower needs are
fulfilled there is a tendency for
other, higher needs to emerge.
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Maslows Theory
Maslows theory maintains that a
person does not feel a higher need
until the needs of the current level
have been satisfied. Maslow'sbasic needs are as follows:
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PhysiologicalNeeds
Food
Air
Water
Clothing
Sex
Basic Human Needs
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Safety Needs
Protection
Stability
Pain AvoidanceMedical
insurance
Safety and Security
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Social Needs
Affection
Acceptance
Need of friends
Need to give andreceive love
Love and Belonging
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Esteem Needs Self-RespectSelf-Esteem
Respected by Others
Esteem
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Self-Actualization
Achieve full potential
Fulfillment
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Esteem
Self-Actualization
Safety
Belonging
Physiological
Summary
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MOTIVATION
Human Needs
Maslows Hierarchy of Needs
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Critical analysis of the maslows theory
The theory help to manager inunderstanding how to motivate people.
This theory is very, simple and easilyunderstandable
Its account both inter personal and intrapersonal variation in human behavior.
The theory the dynamic because it present
a motivation as a changing force:changing form one level of needs toanother level
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ERGAlderfers ERG theory focuses on existence,
relatedness, and growth needs.
The ERG theory is improvement of Maslow'stheory Maslow's theory suggested that theperson will move to next level only if theneed of previous level is satisfied.
Advantages and limitation
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MOTIVATION
Human Needs
Alderfers ERG Theory Existence Needs
are desires for physiological and material well-being. theexistence needs combine the physiological and safetyneed of Maslow's modal. the existence need are satisfied
by material incentive. Relatedness Needs
are desires for satisfying interpersonal relationships.reletedneed include Maslow's social and esteem need, which arederived from other people. This include relationship withother people we care about. this need are satisfied bypersonal relation and social interaction.
Growth Needs are desires for continued psychological growth and
development. This need similar to self actualisation need.
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Advantages of ERG limitation of ERG
ERG theory takes thestrong point of theearlier contenttheories but it is lessrestrictive and
limiting as compare toothers
ERG theory is moreconsistent with ourknowledge of
individual differencesamong people.thetheory is morerelevant as compareto maslows theory
The theory is a newconcept as comparedto the maslowstheory.
This theory does notoffer clear cutguideline. Thistheory says thatindividual can satisfyany of three need
but how we willdetermine which ofthree need areimportant to thatperson
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TWO FACTOR
Herzbergs two-factor theoryfocuses on higher-order needsatisfaction
Herzberg instead that hygiene factors caused dissatisfaction by theirabsence, but did not cause motivation by their increased presence.
Imagine the office was too cold. This will dissatisfy you. However
making the office exactly the right temperature will not motivate you
positively.
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MOTIVATION
Human Needs
Herzbergs Two-factor TheoryHygiene Factor
is found in the job context, such as working
conditions, interpersonal relations, organizationalpolicies, and salary.
Motivator Factor is found in job content, such as a sense of
achievement, recognition, responsibility,
advancement, or personal growth.
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Dissatisfaction
and
demotivation
Not dissatisfied
but
not motivated
Positive
satisfaction
and motivation
Hygiene Factors
Company policies
Quality of supervisionRelations with others
Personal life
Rate of pay, salary
Job security
Working conditions
Motivational Factors
Achievement
Career advancement
Personal growth
Job interest
Recognition
Responsibility
Herzbergs Two-Factor Theory
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Needs Theories
Maslow Herzberg
Hygiene
Motivators
Factors
Social
Safety
Physiological
Self-Actualisation
Esteem
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Critical analysis of herzberg theory
Not conclusive
Methedology
Job enrichment
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MOTIVATION
VROOMS EXPECTENCY THEORY
Expectancy theory considersmotivation = expectancy x
instrumentality x valenceWhereas Maslow and Herzberg look at the relationship betweeninternal needs and the resulting effort expended to fulfill them, Vroom
separates effort (which arises from motivation), performance, and
outcomes.
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MOTIVATION
Thought Processes and Decisions
Vrooms Expectancy Theorymotivation = expectancy x instrumentality x valence Expectancy
a persons belief that working hard will result in achieving a desiredlevel of task performance
Instrumentality
a persons belief that successful performance will lead to rewards andother potential outcomes Valence
the value a person assigns to the possible rewards and other work-related outcomes.
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How Expectancy Theory Works
Expectancy
Effort - Performance Link
E=0
No matter how much effort
you put in, probably not possible
to memorise the text in 24 hours
Instrumentality
Performance - Rewards Link
I=0
Your tutor does not look
like someone who has 1 million
Valence
Rewards - Personal Goals Link
V=1
There are a lot of wonderful things
you could do with 1 million
Your tutor offers you 1 million if you memorise the textbook by tomorrow morning.
Conclusion: Though you value the reward, you will not be motivated to do this task.
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MOTIVATION
Thought Processes and DecisionsVrooms Expectancy Theory
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Expectancy
Expectancy is the belief that increasedeffort will lead to increased performancei.e. if I work harder then this will bebetter. This is affected by such things as:
1. Having the right resources available (e.g.raw materials, time)
2. Having the right skills to do the job
3. Having the necessary support to get thejob done (e.g. supervisor support, orcorrect information on the job)
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Instrumentality
Instrumentality is the belief that if youperform well that a valued outcome willbe received i.e. if I do a good job, there issomething in it for me. This is affected bysuch things as:
1. Clear understanding of the relationshipbetween performance and outcomes e.g. the rules of the reward game
2. Trust in the people who will take thedecisions on who gets what outcome
3. Transparency of the process that decideswho gets what outcome
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Valence
Valence is the importance that theindividual places upon the expectedoutcome. For example, if I am mainly
motivated by money, I might notvalue offers of additional time off.
Ex. person who is more intes. Ingetting reorganization for the hard
work will not have any valence forcash reward.
MOTIVATION
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MOTIVATION
Reinforcement
Operant conditioning influences behaviorby controlling its consequences.
Positive reinforcement connects desirable
behavior with pleasant consequences.Punishment connects undesirable behavior
with unpleasant consequences.
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MOTIVATION
Reinforcement
The law of effect states thatbehavior followed by a pleasantconsequence is likely to be
repeated; behavior followed byan unpleasant consequence isunlikely to be repeated.
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MOTIVATION
ReinforcementOperant Conditioning B. F. Skinner
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Reinforcement Perspectiveson Motivation
Reinforcement TheoryThe role of rewards as they cause behavior to
change or remain the same over time.Assumes that:
Behavior that results in
rewarding consequences
is likely to be repeated,whereas behavior that
results in punishing
consequences is less likely
to be repeated.
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Reinforcement Perspectives onMotivation (contd)
Kinds of Reinforcement inOrganizations (contd)Punishment
Weakens undesired behavior by using negative
outcomes or unpleasant consequences when the
behavior is performed.
ExtinctionWeakens undesired behavior by simply ignoring
or not reinforcing that behavior.
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Reinforcement Perspectives onMotivation (contd)
Kinds of Reinforcement inOrganizationsPositive reinforcement
Strengthens behavior with rewards or positive
outcomes after a desired behavior is performed.
AvoidanceStrengthens behavior by avoiding unpleasant
consequences that would result if the behavior is
not performed.
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Reinforcement Perspectives onMotivation (contd)
Providing Reinforcement inOrganizationsBehavior modification
A method for applying the basic elements of
reinforcement theory in an organizational setting.
Specific behaviors are tied to specific forms of
reinforcement.
HOW TO MOTIVATIVE PEOPLE
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HOW TO MOTIVATIVE PEOPLE
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Barriers to motivation
Fear I cant do it.
Waiting I will do it tomorrow.
May be this is not the bestcourse of action
Not enough exercise and sleep.
Poor nutrition
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Some self motivating goal
Advancing in an organization:-eachstep step is clear and recognized by othersrecognition is a power full motivation force.
Developing ideas:- creativity is a natural
self motivator, we want to prove to ourself that we can do it. Adventures:- exploring is learning more
about the world we live in. exploring is ahigh power learning environment.
Seeking continual change and adopting it:-Very often this is related to achieving a goal , then
going after another . This require the desire tomaintain a continual learning environment .
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