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    Human Resource Management: Motivation

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    MOHAMMED ALI CHOWDHURY
    Motivation is the process of arousing and sustaining goal-directed behavior. There are several important motivation theories including Maslow's hierarchy of needs theory, McGregor's Theory X and Theory Y, Herzberg's two-factor theory, and McClelland's motivational drives theory. These theories explain what motivates employees and how management can best motivate workers to improve performance and productivity in the workplace. Motivation is essential for organizations because it leads to higher quality work, more productivity, and better achievement of organizational goals.

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    Human Resource Management: Motivation

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    MOHAMMED ALI CHOWDHURY
    21K views22 pages
    Motivation is the process of arousing and sustaining goal-directed behavior. There are several important motivation theories including Maslow's hierarchy of needs theory, McGregor's Theory X and Theory Y, Herzberg's two-factor theory, and McClelland's motivational drives theory. These theories explain what motivates employees and how management can best motivate workers to improve performance and productivity in the workplace. Motivation is essential for organizations because it leads to higher quality work, more productivity, and better achievement of organizational goals.

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    HRM-Motivation

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    Motivation is the process of arousing and sustaining goal-directed behavior. There are several important motivation theories including Maslow's hierarchy of needs theory, McGregor's Theory X and Theory Y, Herzberg's two-factor theory, and McClelland's motivational drives theory. These theories explain what motivates employees and how management can best motivate workers to improve performance and productivity in the workplace. Motivation is essential for organizations because it leads to higher quality work, more productivity, and better achievement of organizational goals.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    21K views22 pages

    Human Resource Management: Motivation

    Uploaded by

    MOHAMMED ALI CHOWDHURY
    Motivation is the process of arousing and sustaining goal-directed behavior. There are several important motivation theories including Maslow's hierarchy of needs theory, McGregor's Theory X and Theory Y, Herzberg's two-factor theory, and McClelland's motivational drives theory. These theories explain what motivates employees and how management can best motivate workers to improve performance and productivity in the workplace. Motivation is essential for organizations because it leads to higher quality work, more productivity, and better achievement of organizational goals.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
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    The key takeaways from the document are that it discusses various motivational theories like Maslow's hierarchy of needs, McGregor's Theory X and Theory Y, Herzberg's two-factor theory, and McClelland's achievement theory. It also talks about the importance of motivation and different ways to motivate employees.

    The document discusses various motivational theories like Maslow's hierarchy of needs theory, expectancy theory, two-factor theory, McGregor's Theory X and Theory Y, McClelland's achievement theory, and Herzberg's two-factor theory. These theories are categorized as internal, process, and external theories.

    Herzberg identified hygiene factors like company policy, supervision, salary, security etc. that lead to job dissatisfaction if absent. He also identified motivation factors like achievement, recognition, responsibility, advancement etc. that lead to job satisfaction.

    Human Resource

    Management

    Motivation

    1
    Motivation: Chapter Contents
    ♦ Definition
    ♦ Importance
    ♦ Models/Theories

    2
    Definition of Motivation
    Motivation – the process of arousing and sustaining
    goal-directed behavior

    In narrow sense, motivation is a process of satisfying


    the wants and needs of the employees and inducing,
    encouraging and helping the employees to perform
    their assigned jobs more enthusiastically for the
    effective achievement of the organizational goals.

    In broad sense, motivation is a process of


    directing or channeling the behaviors of the
    employees toward task performance.

    3
    The Motivation Framework

    4
    Importance of Motivation
    ♦ Motivation is essential because:
    – Motivated employees are always looking for
    better ways to do a job.
    – A motivated employee generally is more
    quality oriented
    – Highly motivated workers are more productive
    than apathetic employees

    5
    Motivational Theories
    ♦ Internal
    – Suggest that variables within the individual give
    rise to motivation and behavior
    – Example: Maslow’s hierarchy of needs theory
    ♦ Process
    – Emphasize the nature of the interaction between
    the individual and the environment
    – Example: Expectancy theory
    ♦ External
    – Focus on environmental elements to explain
    behavior
    – Example: Two-factor theory 6
    Maslow’s Hierarchy of Needs

    Physiological
    7
    The Need Hierarchy Approach (Maslow)

    People must, in a hierarchical order, satisfy


    five needs:
    –Physiological needs for basic survival and
    biological function.
    –Security needs for a safe physical and emotional
    environment.
    –Belongingness needs for love and affection.
    –Esteem needs for positive self-image/self-respect
    and recognition and respect from others.
    –Self-actualization needs for realizing one’s
    potential for personal growth and development. 8
    The Need Hierarchy Approach (Maslow)

    ♦Physiological Needs
    – Food, water, air and shelter.
    ♦Security Needs
    – Safe physical and emotional environment.
    ♦Affiliation Needs
    – Friendship, love and a feeling of belonging.
    ♦Esteem Needs
    – Feelings of achievement and self worth through
    recognition, respect and prestige from others.
    ♦Self-Actualization Needs
    – Self-fulfillment and achievement.
    9
    Motivational Theories X and Y

    Theory X
    A set of assumptions of how to manage
    individuals who are motivated by lower
    order needs
    Theory Y
    A set of assumptions of how to manage
    individuals who are motivated by higher
    order needs

    10
    Theory X & Y
    ♦Douglas McGregor
    – Developed Theory X and Theory Y
    • Theory X: management’s traditionally negative view
    of employees as unmotivated and unwilling workers.
    • Theory Y: the positive view of employees as
    energetic, creative, and willing workers.

    11
    McGregor’s Theories X and Y

    Developed by N. Zaidi 12
    Theories Applied to Needs Hierarchy

    SA Theory Y – a set of
    assumptions of how to
    Esteem manage individuals
    motivated by higher
    Love (Social) order needs
    Theory X – a set of
    Safety and Security assumptions of how to
    manage individuals
    Physiological motivated by lower
    order needs
    13
    MOTIVATIONAL DRIVES

    ♦ David C. McClelland of Harvard University developed


    the following four motivational drives:
    – 1. Achievement motivational drive
    – 2. Affiliation motivational drive
    – 3. Competence motivational drive
    – 4. Power motivational drive
    ♦ Achievement motivational drive: Some employees in
    the organization may have achievement motivational
    drive. The employees, who have such drive, try to
    overcome the challenges and to achieve the
    goals/objectives. To these employees, achievement of
    goals/objectives is important for its own sake, not
    because some benefits or rewards are associated with this
    achievement of goals/objectives. These employees will
    work harder and longer period if they perceive that they
    would receive personal credits for their effective
    performances.
    14
    MOTIVATIONAL DRIVES
    ♦ Affiliation motivational drive: Some employees
    have affiliation motivational drives. They want to
    relate themselves with others in the organization.
    These people become satisfied by getting associated
    with their fellows and friends and they should be
    given job freedom as well.
    ♦ Competence motivational drive: Some employees
    have competence motivational drive. They want to
    perform high quality work and they want to
    improve/develop their skills in the work place.
    ♦ Power motivational drive: In an organization,
    some employees have power motivational drives.
    They want to influence other people and the
    organization as a whole. They want to participate in
    decision making, problem solving, and policy
    making process with the management of the
    organization that are related to their interest. 15
    2 Motivational Need Theories
    Maslow McGregor

    Self-actualization Theory Y
    Esteem
    Higher self
    Order
    Needs interpersonal
    Belongingness
    (social and love)

    Safety and Security


    Theory X
    Lower interpersonal
    Order physical
    Needs
    Physiological
    16
    Herzberg’s Two-Factor Theory
    ♦ Hygiene Factor – work condition related to
    dissatisfaction caused by discomfort or pain
    – maintenance factor
    – contributes to employee’s feeling not dissatisfied
    – contributes to absence of complaints
    ♦ Motivation Factor – work condition related
    to the satisfaction of the need for
    psychological growth
    – job enrichment
    – leads to superior performance & effort
    17
    Motivation–Hygiene Theory of Motivation

    • Company policy and Motivation factors


    administration increase job satisfaction
    • Supervision
    • Interpersonal relations
    • Working conditions • Achievement
    • Salary • Achievement recognition
    • Status • Work itself
    • Security • Responsibility
    • Advancement
    • Growth
    Hygiene factors avoid • Fringe Benefit?
    job dissatisfaction

    18
    The Two Factor Theory of Motivation

    19
    Motivation–Hygiene
    Combinations

    High M Low M

    High Hhigh motivation low motivation


    few complaints few complaints
    Low H high motivation low motivation
    many complaints many complaints
    (Motivation = M, Hygiene = H)

    20
    Ways to Motivate People

    ♦ Training
    ♦ Coaching
    ♦ Task assignments
    ♦ Rewards contingent on good
    performance
    ♦ Valued rewards available

    21
    Motivation & Performance
    Motivation × Ability = Performance (M × A = P)

    22

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