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Unit 3: Motivation at workplace

Unit 3: Motivation at workplace. Objectives: Distinguish between the different theories of motivation Understand how motivation has an impact on the employee’s job satisfaction. Definition of Motivation:.

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Unit 3: Motivation at workplace

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  1. Unit 3: Motivation at workplace Objectives: • Distinguish between the different theories of motivation • Understand how motivation has an impact on the employee’s job satisfaction

  2. Definition of Motivation: “ Motivation is a process that starts with a physiological or psychological deficiency or need that activates behaviour or a drive that is aimed at a goal or incentive” (Luthans, 1998)

  3. 1. Maslow’s hierarchical needs Motivation is a function of 5 basic needs: physiological, safety, love, esteem and self actualisation. The 5 need categories are arranged in a prepotent hierarchy. For instance, when one’s physiological needs are relatively satisfied, one’s safety needs are emerged, and so on up the need hierarchy one step at a time. This process continues until the need for self actualisation is attained.

  4. Alderfer’s ERG Theory Alderfer refined Maslow’s need theories. The ERG Needs: • Existence needs: Physiological & materialistic needs e.g food, shelter • Relatedness needs: Meaningful relationships with people in environment • Growth needs: Need to grow as a human being and to use one’s abilities to their fullest potential

  5. Mc Clelland’s need for achievement Needs are learnt and acquired through experiences. There are 3 types of needs: • Need for achievement: The desire to achieve success through one’s own efforts and to take personal responsibility and credits for outcomes. • Need for power: The need to control others, to influence their behaviour and to be responsible for them.

  6. 3. Need for affiliation: The desire to establish and maintain friendly and warm relations with other individuals. Managerial implications: People can increase their achievement motivation so organisations should consider the benefits of providing achievement trainings for employees.

  7. Herzberg’s Motivator- Hygiene theory of job satisfaction Motivation is a direct offshoot of job satisfaction. Job satisfaction was associated with achievement, recognition, characteristics of the job, responsibility and advancement. These factors are motivators implying strong effort and good performance.

  8. Job dissatisfaction is associated with factors in the work context which is known as the hygiene factors. For e.g salary, interpersonal relationships, working conditions, company policy. An individual will experience no job dissatisfaction when he or she has no grievances about hygiene factors.

  9. MOTIVATORS NO SATISFACTION SATISFACTION Job that do not Job offering offer achievement, achievement, recognition , recognition advancement advancement

  10. HYGIENE FACTORS Dissatisfaction No dissatisfaction Job with poor Job with good company’s company’s policy, policy, salary, salary, interpersonal interpersonal relationships & relationships working conditions & working coworking

  11. Adam’s Equity theory A model of motivation that explains how people strive for fairness and justice in social exchanges We compare our own self and others. Outcomes (self) compared Outputs (others) Inputs (self) Inputs (others) Outcones: rewards, salaries, benefits Inputs: efforts, time committed, loyalty, experience

  12. Vroom’s Expectancy theory It focuses extensively on cognitive processes (perceiving, anticipating consequences of behaviours) 3 common assumptions: • Expectancy: an individual’s belief that a particular degree of effort will be followed by a particular level of performance. Effort Performance expectation

  13. 2. Instrumentality: a person’s belief that a particular outcome is contingent in accomplishing a specific level of performance. Performance is instrument when it leads to something else. For e.g studying is instrumental in passing exams. Performance Outcome perception

  14. 3. Valence: the positive or negative value people place on outcomes. Valence represents our personal preferences. Outcomes refer to different consequences that are contingent on performance such as pay, promotion and recognition. Motivation: Expectancy X Instrumentality X Valence

  15. Locke’s Goal setting theory It focuses on individual’s goals. Characteristics of goals: • Goal specificity: a specific aim, target & measurable • Goal difficulty: challenging, effort & time • Goal acceptance: Goal internalisation, personal investment, ownership of goal.

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