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MOTIVATION MOTIVATION

Oleh :Oleh :Julius NursyamsiJulius Nursyamsi

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Define MotivationDefine Motivation• All those inner-striving conditions

described as wishes, desires, drives, etc..

• It is an inner state tha activates or moves

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A Person who is Motivated A Person who is Motivated can be described as Followscan be described as Follows

1. The person works hard2. The person sustain a pace of hard

work3. The person directs his or behavior

toward importan goals

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Motivasi involves effort, Persistence and goals

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The Motivation ProcessThe Motivation Process• An unsatisfied need is the starting

point in the process of motivation• The unsatisfied need causes tension

(physical or psychological) within the individual, leading the individual to engage in same kind of behavior to satisfy the need and thereby reduce the tension

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The Motivation ProcessThe Motivation Process

1. Unsatisfied need

3. Need satisfaction 2. Goal-directed behavior

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Understanding Motivation ; The Understanding Motivation ; The use of theoriesuse of theories

• The two most discussed groups of theories are classified as :1. Content theories2. Process theories

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Content TheoriesContent Theories• The content theories are concerned

with the identity of what it is within an individual or the work environment that energizes and sustains behavior

• The need hierarchy of :- Maslow 1943- Frederick Herzberg 1959

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Process TheoriesProcess Theories• The process theories try to explain

and describe the process of how behavior is energized, directed, sustained and stopped

• Theory- Expectancy- Reinforcement

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Maslow’s Hierarchy of Needs Maslow’s Hierarchy of Needs TheoryTheory

• His theory of motivation streses two fundamental premises :

2. Man is a wanting animal whose needs depend on what he already has. Only need not yet satisfied can influence behavior. In other words, a satisfied need is not a motivator

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Maslow’s Hierarchy of Needs Maslow’s Hierarchy of Needs Theory Theory

1. Man’s need are arranged in a hierarchy of importance. Once one need is satisfied, anather emerges and demands satisfaction

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Maslow’s Hierarchy of Needs Maslow’s Hierarchy of Needs TheoryTheory

• Maslow hypothesized five levels of need :

2. Physiological3. Safety4. Social5. Esteem6. Self actualization

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Teori MaslowTeori Maslow

Physiological

Security

Social

Esteem

Self actualization

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Areas of management influence in the Areas of management influence in the five need hierarchy categoriesfive need hierarchy categories

No Need category Management influence areas

1 Self actualization Challenges in jobProvide advancement opportunitiesPermit creativityEncourage high achievement

2 Esteem Recognize and publicize good performanceSignificant job activitiesHigh job titleResponsibility

3 Social Permit social interactionKeep group stableEncourage cooperation

4 Safety Safe working conditionsJob securityFringe benefits

5 Physiological Fair salaryComfortable working conditionsHeat, lighting, space, air conditioning

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Herzberg’s Two Factor TheoryHerzberg’s Two Factor Theory

• He based his theory on a study of need safisfaction and on teh reported motivational effects of these satisfactions engineers and accountants

• Herzberg reached the follwing two conclusions :- Maintenance factors- Motivational factors

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Maintenance factorsMaintenance factors

• Same conditions of job operate primarily to dissatisfy employees when they are not present. However the presence of these conditions does not build strong motivation

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10 Maintenance Factors10 Maintenance Factors1. Company policy and administration2. Interpersonal relations with supervisor3. Interpersonal relations with peers4. Interpersonal relations with subordinates5. Salary6. Jab security7. Personal life8. Work conditions9. Status

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Motivations FactorMotivations Factor

• Same job conditions build high level of motivation and job satisfaction. However, if these conditions are not present, they do not prove highly dissatisfying

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Six Motivatonal FactorSix Motivatonal Factor

1. Achievement2. Recognitions3. Advancement4. The work itself5. The possibility of personal growth6. Responsibility

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Herzberg’s Two Factor TheoryHerzberg’s Two Factor TheoryMotivasional factor

Maintenance Factor

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A Comparison of the Maslow and A Comparison of the Maslow and Herzberg TheoriesHerzberg Theories

Physiological

Security

Social

Esteem

Self actualization Motivasional factor

Maintenance Factor

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Main Deffrences in Maslow and Main Deffrences in Maslow and Herberg Theories of MotivationHerberg Theories of Motivation

Topic Maslow’s Need Hierarchy Herzberg’s Two Factor Theory

Focal point People in society in all type of job and in retirement

Most relevant to white collar and professional employees

Impact of need on behavior All needs can motivate behavior Only some intrinsic needs serve as motivators

Role of financial rewards Financial rewards can motivate Financial reward is not a key motivator

Perspective Applies to all people and their lives Is work centered

Type of theory Descriptive (what is) Prescriptive (what should be)

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Vroom’s Expectancy TheoryVroom’s Expectancy Theory• The logic of expectancy

Individual will exert work effort to achieve performance which will result

in preferred rewards

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Three Primary Variables in the Three Primary Variables in the ExpectancyExpectancy

1. Choose2. Expectancy3. Preference4. Instrumentality

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ChoiceChoiceChoice designates the individual’s

freedom to select from a number of alternative behaviors

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ExpectancyExpectancyExpectancy is the belief that a

particular behavior will or will not be successful

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PreferencesPreferencesPreference are the value a person

attaches to various outcomes (reward or punishment)

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InstrumentalityInstrumentality• This is probability that a person

assigns to the performance outcomes link

• It is the probability that a particular performance level will lead to a specific outcomes

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The Motivation To Work Is The Motivation To Work Is Expressed Expressed

M = E x I x P

M = MotivationE = ExpectancyI = InstrumentalityP = Preference

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The expectancy theory of motivation The expectancy theory of motivation requires a manager, to know three thing requires a manager, to know three thing

when applying the theorywhen applying the theory

1. What is the person’s beliefs about working hard and achieving a particular level of performance – expectancy

2. Does the person believe that various outcomes will result from the achievement of the particular level of performance – instrumentality

3. How much value does a person assign to outcomes – preferences

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Expectancy Theory Of MotivationExpectancy Theory Of Motivation

Individual effort to perform

Level of performance Outcomes

Results in Results in

Expectancy –Subjective probabilityThat effort will leadTo level of performance

Instrumentality –Probability that a level of performance will result In preferred outcome

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Work – Oriented ExampleWork – Oriented Example

Person makesChoice abouteffort

Intense effort

Less intense effort

Excellentperformance

Fair performance

Bonus

Recognition frommanagement

Co-Workersostracize

Co-Workersfriendship

AveragePay raise

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Reinforcement TheoryReinforcement Theory• Reinforcement theory considers the

use of positive or negative reinforces to motivate or create an environment of motivation

• Instead, it is concerned with the environment and its consequences for the person

• Reinforcement theory, centers on thorndike’s law of effect

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Thorndike LawThorndike LawBehavior that results in appeasing

outcome will bi likely to be repeated ;Behavior that results in an unpleasant is not likely to be repeated

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Operant ConditionOperant Condition• Operant condition is a powerful tool

used for changing employee behavior• The term operant condition is used in

the management literature to indicate controlling work behavior by manipulating the consequences

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Built Operant ConditionBuilt Operant Condition• B.F. Skinner two principles :

1. Thorndike’s law of effect2. That by providing properly scheduled rewards, it is possible to influence individual behaviors

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Behavior ModificationBehavior ModificationBehavior modification is the

contemporary term used to describe techniques for applying the principles of operant conditioning to the control

of individual behavior

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Applying In ManagementApplying In Management• Positive reinforcement

Praise, recognition or pay bonus• Negative reinforcement

Focuses on reinforcing the desired behavior

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An Integrating Model Of An Integrating Model Of MotivationMotivation

• Porter-Lawler model• Model that attempts to integrate ideas,

variables and relationship presented in other explanations of motivation

• The relationship of performance, satisfaction and rewards. It introduces the importance of having individual performing jobs for which they have the proper skills, abilities and traits

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The Motivation process can be benaficial The Motivation process can be benaficial if managers ask themselves these if managers ask themselves these

questionsquestions

1. What are need of this subordinate ?2. Can I play a role in helping this

subordinate satisfy these need ?3. Are the rewards that I control and

administer contingent on performance ?

4. Am I accurately measuring performance ? If not, why not ?

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The EndThe End