POA

• Team exercise – what people want from their jobs • Case Study • Motivation clip • Theories of Motivation • Abraham Maslow Need Hirearcy Theory• Theory X & Theory Y – Douglas Mcgregor • Herzberg 2 factor theory ( Hygiene Motivation )• ERG theory – Clayton Alderfrer

MOTIVATION

• Motivation is not permanent.. Neither is bathing – Over The Top – Zig Ziglar

• Motivation is the fuel necessary to keep the human engine running

Motivation

Key Elements

1. Intensity: how hard a person tries

2. Direction: toward beneficial goal

3. Persistence: how long a person tries

Key Elements

1. Intensity: how hard a person tries

2. Direction: toward beneficial goal

3. Persistence: how long a person tries

Inspiration Vs Motivation

• Inspiration – a process which helps to change our thinking process

• Motivation – a process which helps to change our actions.

• Eg – the story of 2 brothers from same family

Features of Motivation

Continuous process Goal oriented Complex in nature Is an art Fold your goal in your pocket

Motivation • Internal – within such as pride a sense of achievement,

responsibility and belief, it is inner gratification that is fulfillment that comes from having done it. It is lasting and translates into self motivation.

Eg – auto suggestions , +ve self talk in present tense regularly

• Eg – the story of young boy and his father. • External – from outside. Money, societal approval, fame

or fear, incentives, bonuses commission, etc Eg – fear of getting fired from the job, fear of getting

spanked from parents.Eg – Pension plan story

Myths Of Motivation I can motivate people simply on my own. Money is the best motivator I know what motivates me, so I know what

motivates my employees.

Eg The carrot and the donkey story

4 stages- from motivation to Demotivation 1. Motivated Ineffective- eg – a new employee in a new

organization. Professional organizations take care while inducting people and explain them – hierarchy, expectations from each other ,do’s and don’ts, parameters and guidelines, what is acceptable and what is not, what are the resources.

2.Motivated Effective - the learned employee does the work with drive and energy

3. Demotivated Effective here the motivation level goes done and employee only does the work which is needed by the employer. This is detrimental to growth. Most of the employees fall into this category a motivated one learns the trade and leaves the tricks to cheats and crooks but a demotivated one starts sabotaging the company.

4. Demotivated Ineffective – An employer does not have much choice but to fire the employee

4 stages from Motivation to Demotivation in Employees

Ineffective Effective

Effective Ineffective

Motivated

Demotivated

Employee

Maslow’s Need Hierarchy Theory

Physiological needs

Safety needsSeniority plan, union, pension

Social needsFormal & Informal group

Esteem needsTitle, status,

Self-actualization

NeedsPersonal growth

Lower-orderneeds

Higher-orderneeds

Early theories of Motivation

Theory X and Theory Y (Douglas McGregor)

Early theories of Motivation

Two-Factor Theory (Frederick Herzberg)Motivation and Hygiene Theory

Early theories of Motivation

Contd..• Intrinsic factors related to job satisfaction and

motivation– Achievement– Recognition– responsibility

• Extrinsic factors related to job dissatisfaction– Company policy– Administration– Supervision– Interpersonal relationship

Comparison of Satisfiers and Dissatisfiers

Factors characterizing events on the job that led to extreme job dissatisfaction

Factors characterizing events on the job that led to extreme job satisfaction

Motivators and hygiene factors

• Motivators• achievement• recognition• work itself• responsibility• advancement• growth

• Hygiene factors– Supervision- company policy- Relationships with

supervisor- Working conditions- Salary- Relationship with peers- Personal life- Status- Security

ERG Theory (Clayton Alderfer)

Core Needs

Existence: provision of basic material requirements.

Relatedness: desire for relationships.

Growth: desire for personal development.

Core Needs

Existence: provision of basic material requirements.

Relatedness: desire for relationships.

Growth: desire for personal development.

Concepts:

More than one need can be operative at the same time.

If a higher-level need cannot be fulfilled, the desire to satisfy a lower-level need increases.

Concepts:

More than one need can be operative at the same time.

If a higher-level need cannot be fulfilled, the desire to satisfy a lower-level need increases.

Contemporary theories of Motivation

POA

• Motivation theories – Goal setting theory– Expectancy theory– David McClelland’s theory– Reinforcement theory

• Motivation case study • Motivation clip

Goal-Setting Theory (Edwin Locke)

Contemporary theory

Goal Commitment

Self Efficacy - refers to an individuals belief that he or she is capable of performing a task.

To motivate goals must take into consideration

Clarity- SMART eg – respond to employee suggestions in 48 hours, reduce job attrition by 15 % etc

Challenge – more difficult goal, higher efforts and higher rewards

Commitment – understood and agreed upon ( participative management)

Feedback – any discrepancies could be found and worked

Task complexity -give time to person to achieve and practice

Tips for building employee self efficacy

• Don’t imply that employees are incompetent• Don’t talk down to them about their jobs• Don’t’ find petty faults with their results• Don’t criticize their work in front of their peers• Don’t belittle the importance of their jobs or

tasks.Do praise them for their appropriate efforts

Do ask for their input

Do listen carefully to their ideas for improvements

Do share positive feedback from their peers with them

Do provide formal recognition for their achievement

Expectancy Theory- Victor Vroom

Expectancy Theory- Victor Vroom

If I give maximum efforts will it be recognized• Design of Performance Appraisal System

Performance Reward Relationship

If rewarded are the reward ones that I find personally attractive

David McClelland’s Theory of Needs

nAch

nPow

nAff

Contemporary theories of Motivation

More observed in junior level and middle level mgmt

Middle level & Junior level Mgmt

Higher level mgmt

Personal

Social

Matching Achievers and Jobs

Contemporary theories of Motivation

Reinforcement Theory

Concepts:

Behavior is environmentally caused.

Behavior can be modified (reinforced) by providing (controlling) consequences.

Reinforced behavior tends to be repeated.

Concepts:

Behavior is environmentally caused.

Behavior can be modified (reinforced) by providing (controlling) consequences.

Reinforced behavior tends to be repeated.

Contemporary theories of motivation

Types of Reinforcement • Positive Reinforcement A reward or other desirable consequence that follows behavior

Negative Reinforcement• Also known as negative reinforcement; rather than receiving a reward

following a desirable behavior, the person is given the opportunity to avoid an unpleasant consequence

• Punishment An unpleasant, or aversive, consequence that results from behavior.

• Extinction Decreases the frequency of behavior by eliminating a reward or desirable

consequence that follows that behavior.

Kinds of Reinforcement

figure figure 6.56.5

Positive reinforcement and avoidance can be usedPositive reinforcement and avoidance can be usedto motivate desired behaviors by employees.to motivate desired behaviors by employees.

Kinds of Reinforcement

figure figure 6.56.5

Extinction and punishment can be used Extinction and punishment can be used to change undesired employee to change undesired employee

“Let me win. But if I cannot win, let me be brave in the attempt.”

------ World Summer Games shanghai 07