MOTIVATION AT WORK

What is the root word of Motivation?

► “Movere” a Latin word

What is the meaning of this root word?

► “To move”
What is motivation?
► The process of arousing and sustaining goal-
directed behavior
► an internal process that makes a person move
toward a goal
► about the way a person thinks and then acts
on what is important to them.
 Broad Classification of Motivation:
1. Internal
Variable within the individuals that give rise to
motivation and behavior. Ex. Hierarchy of needs

2. Process
The nature of the interaction between the individual
and the environment. Ex. Expectancy Theory

3. External
Focuses on the elements in the environment and
consequences of behavior
 Maslow’s Hierarchy of Needs

Self-actualization –
personal growth & fulfilment
Higher
Order
Needs Esteem Needs – achievement, status,
responsibility, reputation

Belongingness & Love Needs – family,

affection, relationships, work group

Security & Safety Needs – protection, security,

safety, law
Lower
Order
Needs Physiological needs: basic life needs- air, food, drink,
shelter, sleep, sex
 Theory X and Theory Y
Douglas McGregor
Also called, “the managed man”

Theory X
► Assumes that workers have little ambition, dislike
work, want to avoid responsibility, and need to be
closely controlled.
► Assumed that motivated by lower-order needs
(physiological & security/safety needs)
► Managerial role is to coerce and control workers
based on these assumptions
 Theory X and Theory Y
Theory Y
► Assumes that workers can exercise self-direction,
accept and actually seek out responsibility, and
consider work to be a natural activity
► Assumed that motivated by higher-order needs
► Managerial role is to develop potential in
employees and help them release that potential
toward common objectives based on these
assumptions
 The ERG Theory
Clayton Alderfer

3 Basic Categories of Human Needs:

E - existence need = physiological and security/
safety needs
R- relatedness need = Interpersonal safety, love
and interpersonal esteem
G- growth needs = Self-actualization and self-
esteem
 McClelland’s Need Theory

1. Need for Achievement “n- ACH”

► Persons who seek excellence in performance,
enjoys difficult and challenging goals and
competitive in work activities
► Characteristics of Individual:
1. Person want challenge and a good chance
for success
2. Like to receive feedback on their progress
3. Comfortable working on individual tasks and
activities that they control
 McClelland’s Need Theory

2. Need for Power “n-POW”

► Concerned with making an impact on others,
desire to influence others and control people
and events
► Distinction:
Socialized power – used for collective well-
being of the group. A constructive force in the
organization
Personalized power – used for personal gain of
individual. Disruptive and destructive in the
organization
 McClelland’s Need Theory

3. Need for Affiliation “n-AFFIL”

► Concerned with establishing and maintaining
warm, close, intimate relationships with other
people. Emphasize is on friendship and
companionship
► These people are team players.
 HERZBERG’S TWO FACTOR THEORY
Frederick Herzberg
Also called “Motivated Man”

Motivation Factor
► Work condition related to job satisfaction.
► Factors that energize employees

Hygiene Factor
► Work condition related to dissatisfaction caused
by discomfort or pain.
► Factors that do not motivate employees
 HERZBERG’S TWO FACTOR THEORY

Motivation Factor
► Real motivators. Ex. Achievement, responsibility,
recognition.
► Lead to positive mental health and challenge
people to grow, work to contribute to the
environment, and invest themselves in the
organization

Satisfied employees tend to be more productive,

creative and committed to their work and
employers.
 HERZBERG’S TWO FACTOR THEORY

Hygiene Factor
► Constitute the conditions in work. Ex. Better
working condition, salary, effective supervision
that make employees satisfied but not necessarily
motivated.
► Job dissatisfaction occurs when these factor is not
present or not sufficient.
► Do not directly affect a person’s motivation to
work BUT influences the person’s discontentment
 To what extent is money a motivator?
Consider what happens when people win big lottery prize winners.

Risk on a project by putting up a business,

the reason they invest in a new business
YES venture is that pursuing this sort of plan is
where the real motivators are found -
achievement, responsibility, advancement,

Give up work?

NO They wisely recognise that their work is part

of their purpose and life-balance.

Motivation is not to make money, otherwise why don't they just

keep hold of what they've got… it’s the achievement, responsibility,
advancement. NOT THE MONEY ONLY
 Social Exchange and Equity Theory
Individual – Organizational Exchange Relationship

 Organizational goals  Physiological needs

 Departmental objectives  Security needs
 Job tasks  Physical needs

 Company status  Developmental potential

 Benefits  Employee knowledge
 Income  Employee skills and
abilities

Fair deal relationship and equitable arrangement

between individuals and organizations
 Adams Theory of Inequity

Inequity
► The situation in which a person perceives
he or she is receiving less than he or she is
giving or is giving less than he or she is
receiving
► Important role in the union-negotiated
benefits
 Expectancy Theory
Victor Vroom

► Focuses on personal perceptions of the

performance process
► 3 Concepts:
Valence - value or importance one places
on a particular reward
Expectancy –belief that effort leads to
performance
Instrumentality – performance is related to
rewards
 Expectancy Theory
Effort Study hard
Expectancy?
Leads to

Performance Perform best

Instrumentality?
Leads to

Outcome (Reward) Good grades

Valence?
To excel academically
Personal Goals and to maintain my
scholarship
Managerial Implications:
Organizations differ in the quality of the systems,
procedure develop and in results accomplish.
Managers can not assume they understand
employees’ needs.

But Managers should recognize the nature,

significance and effectiveness of a particular theory
suited to the organization.

Most importantly, Managers should develop

employees to increase their motivation to become a
productive member of the organization.