organization behavior chapter motivation theories

8/8/2019 organization behavior chapter motivation theories

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DEFINITION:

“Motivation is such a process in which a person exert effort that is persistentant and

direction towards goals”

Examples:

Western hotel give free meal at job to motivate the employee

Reader digest give Friday holiday in month of May

EARLY THEORIES OF MOTIVATION:

It includes following theories like:

1. Hierarchy of need theory

2. Theory X and Theory Y

3. Two-Factor theory

I will explain only third theory due to assignment requirement.

3) TWO FACTOR THEORY:

This theory is proposed by Frederick Hertzberg . This theory is also called

“motivation hygiene theory”. He said that the factors which satisfy the employee are

different from the factors which dissatisfy them. He classified these factors as

motivational/ satisfaction factors and dissatisfaction/ hygiene factors. Hygiene factors are

those which help to avoid dissatisfaction but they itself not provide satisfaction.These hygiene factors includes, the organization, its policies and its administration, the

kind of supervision, working condition, interpersonal relations, salary, status, job security

and motivator factors includes, Achievement, Recognition for achievement, Interest in the

task, Responsibility for enlarged task, Growth and advancement to higher level tasks.

High hygiene factors and high motivator factors:

If the company provide high hygiene factor like suitable working condition,

salary, status job security and high motivation factors like recognition for achievement,

promotion, interesting task then this will leads to the positive attitude and high motivation

of employee. (Few complains)

Low hygiene factors and high motivator factors:

If the company provides low hygiene factors like not suitable working

condition, low salary but high motivation factors like interesting and challenging task in

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this situation employee will be motivate but not satisfy from the job due to low salary..

Etc

High hygiene factors and low motivator factors:

If the company provide high hygiene factors like high job security, suitable

salary and working condition but low motivation factors like not promote the employee,

not provide interesting job, not recognize on achievement in this situation employee will

be satisfy from the job but he/she will not motivated.

Low hygiene factors and low motivator factors:

If the company provides low hygiene factors like low salary, high

formulization (limited interpersonal relation) and low motivators like not promote the

employee, not provide interesting challenging job, this situation leads to de-motivation

and dissatisfaction from the job.

The key point of this theory is that hygiene factors provide satisfaction or

dissatisfaction while motivator factors provide motivation or de-motivation so the

manager should provide both factors to achieve the loyalty, commitment, low

absenteeism, reduce turnover of employee’s behavior

CONTEMPORARY/ MODERN THEORIES OF MOTIVATION:

1. McClelland's theory of needs

2. Cognitive evaluation theory

3. The goal setting theory

4. Self efficacy theory

5. Reinforcement theory

6. Equity theory

7. Expectancy theory

1) MCCLELLAND’S THEORY OF NEEDS:

This theory is proposed by McClelland He said that employee has three types of

needs. These needs shows basically three types of personalities

A) Achievement of need:

The employee who wants to achieve something great, he/ she accept the

challenging task and consider himself/herself to failure or success of task not blame

others, prefer to perform those task in which they the surety of 0.5% of success, avoid the

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task which have no surety of success and also avoid those tasks in which they have the

high probability of success so such employee have the need of achievement.

Tasks and motivation:

Manager should give these employees the challenging tasks or projects with

reachable goals. They will motivate with praise or promotion type of feedback not with

money.

B) Power of need:

Those employees who want to enjoy the giving order to others and expecting

other will obey it are said to be the need of power. Such employees are

Status oriented

Competitive orientation


Manager should arises the job position of employee which motivate them, this

occur usually in hierarchical organizations

C) Affiliation need:

The employees who want to be friendly with others, develop mutual

understanding, avoid competitive environment are said to be the need of affiliation.


Manager should provide supportive, friendly environment (team oriented) tomotivate them. Sales person job is best for them

If manager or subordinates wants to get success or promotion in their field, they

must require affiliation and power need, while manager have high power need

and low affiliation need are called effective or best managers they are not easily

get promotion or success.

2) COGNITIVE EVALUATION THEORY:

Cognitive means mental ability and evaluation means to examine so this

theory states that the employee can be highly motivated if they are given a task after

examining their mental ability or interest. The employee who have given desired work are

having intrinsic (inner) motivation, they do not require extrinsic motivation (high salary,

promotion). If extrinsic motivation is given the employee intrinsic motivation will

decrease. The reason is those employees concentrate on getting more extrinsic motivation

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(high salary) rather than on particular desired or liked task, in other words they become

greed. These types of employee are motivated by verbal reward like praise, tangible

reward like money reduce motivation level.

3) GOAL SETTING THEORY:

This theory is proposed by Edwin Locke. He said that manager should set the goals

instead giving job duties/responsibilities to employee. The reason is that the goal tells the

employee how much effort is required and what activities will perform. So goal motivates

the employee. In goal setting phase employee should participate because through it

employee generates the desire of to do work so he/she exert high effort own self in other

case importance and purpose should clearly to employee. One thing more, goal should be

hard or high the reason is that high and difficult goal leads to high sort of effort, external

feedback by manager or self-managed feedback showed high level of performance.

4) SELF EFFICACY THEORY:

This theory is proposed by Albert Bandura. He said that employee can be

motivated if self efficacy level will increases. Self efficacy means personal believe he/she

have the ability to do a task. Some employee have naturally high self efficacy belief so

they are not less motivated on negative feedback instead of it they increase effort to prove

themselves while on the other hand low self- efficacy employee de-motivated on negative

feedback, more less their efforts. How manager can motivate low self- efficacy employee?

The self efficacy can be increased as

Set challenging goal so they realize that they has the ability to do difficult task

than others.

Job experience increase the self efficacy level

Observing other who are performing the same task increase self efficacy level

Motivational speech increases the self efficacy level

5) REINFORCEMENT THEORY:

This theory is proposed by B.F Skinner . He told that individuals are motivated by

designing the suitable external environment regardless of studying every individual’s

feelings, attitudes, cognitive behaviors and expectations. For creating such an

environment in organization he suggested reinforcement concept. He said that give reward

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or praise on desire behavior of employee and undesired behavior are stopped through

punishment or negative reinforcement.

6) EQUITY THEORY:

This theory is proposed by J. S. Adams. Equity means balance. He said that the

mangers should seek a fair balance between the employees' inputs (effort, loyalty, hard

work, sacrifice, etc) and their outputs (recognition, status, salary, status etc), in order to

motivate employee. The four types of referents an employee used to compare him/her

with others.

Self-inside: An employee’s experience in a different position inside his

present organization.

Self-outside: An employee’s experience in a situation outside the present

organization.

Other-inside: Another employee or group of employees inside the

employee’s present organization.

Other-outside: Another employee or employees outside the employee’s

present organization.

An employee might compare himself with his peer within the present job in the

current organization or with his friend/peer working in some other organization or with

the past jobs held by him with others. If the comparison is imbalance/inequity thenmanagement should suffer following behavior of employee:

Lower productivity

Increased absenteeism

Voluntary resignation

7) EXPECTANCY THEORY:

This theory is proposed by Victor H. Vroom. Word expectancy means that state of hope.

Expectancy theory told that motivation of individual is based on three perceptionsi) Expectancy

ii) Instrumentality

iii) Valence

Expectancy shows effort and performance relationship, if a person exerts high

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effort so their performance will also good. Instrumentality shows performance and reward

relationship. A person expects greater reward so he/she shows high performance. Valence

means individuals value to reward or promotion or effort. The conclusion of theory is that

employee can be motivate if they expect that high level of their efforts shows high

performance and will leads to rewards, rewards satisfy the personal goals.

INTEGRATING CONTEMPORAEIES MOTIVATION THEORIES

Contemporary theories of motivation are interrelated or complement we cant say one is

valid and other is invalid. This model shows that individual exert effort to find

opportunity.

Arrow from individual effort to personal goal shows the goal setting motivation

theory. If organization set goals for employee so they exert effort for it. So goal

direct behavior of employee or motivate them

Arrow from individual effort to high nAch and personal goals shows McClelland’s needs motivation theory. If employee has high nAch need so they

exert effort to achieve personal goals without seeking rewards.

Arrow from individual effort to individual performance, organization rewards,

personal goals shows the expectancy motivation theory. Employees exert effort in

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such situation if they expect that they are able, organization will reward to them

which are related to achieve personal goals.

Arrow from individual effort to individual performance, reinforcement,

organization rewards, and personal goals shows reinforcement theory. Employees

has motivated if organization evaluate their performance and reinforce them with

rewards which achieve personal goals.

Arrow from individual effort to, individual performance, equity comparison,

organizational rewards and personal goals shows equity motivation theory. If

organization have fair reward system like giving reward related to employee’s

performance not much more nor much little should be balanced compare with

others. Through it employee are motivated.

Arrow from individual effort to ability, individual performance, organizational

rewards and personal goals shows self efficacy theory. An employee only

performs those tasks in which he/she belief that has ability. So high self efficacy

employee are motivated through performance evaluation, rewards which their

personal goal as well.

Arrow from individual effort to ability, individual performance, organizational

rewards and personal goals shows cognitive evaluation theory. Employees who

are performing the tasks which are most liked and have ability to do them arerewarded verbally otherwise their self motivation will suffer/decreases.

CAVEAT EMPTOR: MOTIVATION THEORIES ARE OFTEN CULTURE BOND

Contemporary/ modern motivation theories are developed mostly in U.S.A. They describe

the different personalities of nation in this topic we will see these theories apply in which

countries and which theories are universal.

McClelland need theory is implemented in U.S.A, Canada, Great Britain

because their nations accept moderate risk and concern its success. Equity theory

is implemented in America because companies gave reward on their tie outcome

bases. This means they have tight equity ratio with input and output.

Interesting work and intrinsic factors, extrinsic factors … etc are liked all over the world

regardless of countries.

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organization behavior chapter motivation theories

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