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    Human Resource Management: Motivation

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    rthjhj
    The document discusses several theories and models of motivation in the workplace. It defines motivation as the process of arousing and sustaining goal-directed behavior. Some key points covered include: Maslow's hierarchy of needs which arranges human needs in a pyramid from basic physiological needs to self-actualization. Herzberg's two-factor theory distinguishes between motivators that increase job satisfaction like achievement and hygiene factors that prevent dissatisfaction like salary. McGregor's Theory X sees employees as inherently lazy while Theory Y sees them as self-motivated if conditions are right. Motivation is important for productivity, quality, and creativity in the workplace.

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    Human Resource Management: Motivation

    Uploaded by

    rthjhj
    42 views22 pages
    The document discusses several theories and models of motivation in the workplace. It defines motivation as the process of arousing and sustaining goal-directed behavior. Some key points covered include: Maslow's hierarchy of needs which arranges human needs in a pyramid from basic physiological needs to self-actualization. Herzberg's two-factor theory distinguishes between motivators that increase job satisfaction like achievement and hygiene factors that prevent dissatisfaction like salary. McGregor's Theory X sees employees as inherently lazy while Theory Y sees them as self-motivated if conditions are right. Motivation is important for productivity, quality, and creativity in the workplace.

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    16094913 HRM Motivation

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    The document discusses several theories and models of motivation in the workplace. It defines motivation as the process of arousing and sustaining goal-directed behavior. Some key points covered include: Maslow's hierarchy of needs which arranges human needs in a pyramid from basic physiological needs to self-actualization. Herzberg's two-factor theory distinguishes between motivators that increase job satisfaction like achievement and hygiene factors that prevent dissatisfaction like salary. McGregor's Theory X sees employees as inherently lazy while Theory Y sees them as self-motivated if conditions are right. Motivation is important for productivity, quality, and creativity in the workplace.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    42 views22 pages

    Human Resource Management: Motivation

    Uploaded by

    rthjhj
    The document discusses several theories and models of motivation in the workplace. It defines motivation as the process of arousing and sustaining goal-directed behavior. Some key points covered include: Maslow's hierarchy of needs which arranges human needs in a pyramid from basic physiological needs to self-actualization. Herzberg's two-factor theory distinguishes between motivators that increase job satisfaction like achievement and hygiene factors that prevent dissatisfaction like salary. McGregor's Theory X sees employees as inherently lazy while Theory Y sees them as self-motivated if conditions are right. Motivation is important for productivity, quality, and creativity in the workplace.

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    © All Rights Reserved
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    of 22

    Human Resource

    Management

    Motivation
    Motivation

    Motivation: Chapter Contents


    Definition
    Importance
    Models/Theories

    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.

    The Motivation Framework

    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

    Motivational Theories
    Internal

    Suggest that variables within the individual give rise


    to motivation and behavior
    Example: Maslows 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

    Maslows 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 ones 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.

    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: managements traditionally negative view
    of employees as unmotivated and unwilling workers.
    Theory Y: the positive view of employees as
    energetic, creative, and willing workers.

    11

    McGregors Theories X and Y

    Developed by N.

    12

    Theories Applied to Needs Hierarchy

    SA
    Esteem
    Love (Social)
    Safety and Security
    Physiological

    Theory Y a set of
    assumptions of how to
    manage individuals
    motivated by higher
    order needs
    Theory X a set of
    assumptions of how to
    manage individuals
    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
    Self-actualization
    Higher
    Order
    Needs

    McGregor
    Theory Y

    Esteem
    self
    interpersonal
    Belongingness
    (social and love)

    Lower
    Order
    Needs

    Safety and Security


    interpersonal
    physical

    Theory X

    Physiological
    16

    Herzbergs Two-Factor Theory


    Hygiene Factor work condition related to

    dissatisfaction caused by discomfort or pain


    maintenance factor
    contributes to employees 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

    MotivationHygiene Theory of Motivation


    Company policy and
    administration
    Supervision
    Interpersonal relations
    Working conditions
    Salary
    Status
    Security

    Hygiene factors avoid


    job dissatisfaction

    Motivation factors
    increase job satisfaction

    Achievement
    Achievement recognition
    Work itself
    Responsibility
    Advancement
    Growth
    Fringe Benefit?

    18

    The Two Factor Theory of Motivation

    19

    MotivationHygiene
    Combinations
    High M

    Low M

    high motivation
    low motivation
    few complaints
    few complaints
    high
    motivation
    low
    motivation
    Low H
    many complaints many complaints

    High H

    (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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