EX 5102: PRINCIPLES OF ORGANIZATIONAL MANAGEMENT

Employee Motivation

Dr. Saliya DE SILVA Postgraduate Institute of Agriculture University of Peradeniya Peradeniya

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After listening to this lecture, you should be able to: INTENDED LEARNING OUTCOME

1. Define the motivation process 2. Briefly explain the major motivation theories 3. Describe how these theories can be used to motivate employees in organizations

What is Motivation?
The processes that account for an individual s intensity (how hard a person tries), direction (path), and persistence (how long a person can maintain their effort), of effort toward attaining a goal
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Motivation Process

Unsatisfied need

Tension

Drive

Reduction of tension

Satisfied need

Search behavior
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What is Work Motivation?

The willingness to exert high levels of effort to reach organizational goals, conditioned by the effort s ability to satisfy some individual need. the set of processes that energizes/moves a person toward a goal.
Motivation theories:
Content theories: focus on individuals personal needs and motives. Process theories - focus on underlying psychological processes that generate motivation within individuals.
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Motivational Needs and Processes

Content Theories
Try to determine what (needs/drives) it is that motivates people at work. 1. 2. 3. 4. Maslow s hierarchy of needs theory Herzbrg s two-factor theory Alderfer s ERG theory McGregor s Theory X and Theory Y

Maslow s hierarchy of needs theory

Person s motivational needs can be categorized into 5 groups
1. 2. 3. 4. Physiological needs (food, drink, shelter, sex and other physical requirements) Safety needs (security and protection from physical and emotional harm, as well as assurance that physical needs will continue to be met Social needs: affection, belongings, acceptance, and friendship Esteem needs: internal esteem factors (e.g. selfrespect, autonomy, and achievement), and external esteem factors (e.g. status, recognition, and attention) Self-actualization needs: growth, achieving one s potential, and self-fulfillment; the drive to become what one is capable of becoming 8

5.

Maslow s hierarchy of needs theory

Person s motivational needs can be arranged in a hierarchical manner. Each level in the hierarchy must be substantially satisfied before the next level is activated Once a given level of needs is satisfied, it no longer serves to motivate.

Maslow s content model of work motivation

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Herzberg's Two-Factor Theory

Motivational study on about 200 accountants and engineers employed by firms in Pennsylvania. The professionals were asked 2 questions: 1. When did you feel particularly good about your job?, and 2. When did you feel exceptionally bad about your job?
Job Satisfiers associated with job experiences and job content intrinsic factors Job Dissatisfiers associated with surrounding or peripheral aspects of the job (context) extrinsic factors Hygiene Factors (factors that eliminate job dissatisfaction)
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Motivators (factors that increase job satisfaction)

Two-Factor Theory
Traditional View

Satisfaction

Dissatisfaction

Herzberg s View
Motivators Hygiene Factors

Satisfaction

No satisfaction

No dissatisfaction

Dissatisfaction

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Herzbrg s Two-Factor Theory

Motivators
Achievement Recognition Work itself Responsibility Advancement Growth

Hygiene Factors
Supervision Company policy Relationship with supervisors Working conditions Salary Relationship with peers Personal life Relationship with subordinates Status Security Neutral Extremely Dissatisfied
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Extremely Satisfied

Hygiene Factors

Motivators

Supervision Company policy Relationship with supervisor Working conditions Salary Relationship with peers Personal life Relationships with employees Status Security

Achievement Recognition Work itself Responsibility Advancement Growth

Dissatisfaction

No Dissatisfaction No Satisfaction

Satisfaction 14

Alderfer s ERG theory

3 groups of core needs 1. Existence needs concerned with survival (physiological well-being) 2. Relatedness needs importance of interpersonal, social relationships 3. Growth needs concerned with individual s intrinsic desire for personal development
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Relationship among Content Theories

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Alderfer s ERG theory

A continuum of needs than hierarchical levels or 2 factors of needs. ERG needs do not have strict lines of demarcation. Alderfer does not contend that; - a lower-level need must be fulfilled before a higher-level need becomes motivating - e.g. relatedness needs will take precedence over unsatisfied existence needs. - or that deprivation is the only way to activate a need.- e.g. the more the growth needs are satisfied, the more they will increase in intensity
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McGregor s Theory X and Theory Y

McGregor formulated two sets of assumptions about human nature
Theory X Employees inherently dislike work and will attempt to avoid it, whenever possible. Employees must be coerced, controlled, or threatened with punishment to achieve desired goals. Theory Y Employees view work as being as natural as rest and play Employees will exercise selfdirection, and self-control if they are committed to the objective.

Employees will avoid responsibilities The average person can learn to and seek formal direction accept, and even seek whenever possible responsibility. Most workers place security above all other factors associated wit work and will display little ambition. The ability to make good decisions is widely dispersed throughout the population and is not necessarily the ability solely of managers
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McGregor s Theory X and Theory Y

Theory X assumed that lower order needs dominate individuals Theory Y assumed that higher order needs dominate individuals McGregor proposed that theory Y is more valid and participation in decision making, responsible and challenging jobs, and good group relations would maximize job motivation. However, there is no evidence to confirm that either set of assumptions is valid Metallgesellschaft CEO:

You can't have the goal of being loved. Motivation is not kissing and being friendly to everybody. It s setting targets and achieving them
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