PowerPoint Presentation

Industrial psychology and sociologyAdil Amin PG-E10-08Qaiser Mahmood PG-E10-11Gulzar hussain CE-E10-26Shahid pervaiz CE-E10-38

Muhammad Farooq I.C.E.T., University of the Punjab

Meet our manager

Hi

The Manager works for a Company

The Manager works for a Company

We make stuff!

But there is a problem

The workers arent motivated

The Manager needs to figure out how to increase employee motivation

He tried to get the workers excited!

Lets go!

Getmotivated!

He put motivational quotes up around the office

He tried to instill fear!

Get moving or you're fired!

These fixes all work for a while

But none of them seemed to work for long

Ho Hum

So what should Manager do now??

To answer this question, We need to know/understand..

Motivation

Meaning Elements Types CharacteristicsImportance Relation between Motivation and Productivity Theories (Content , process) How to motivate employees Example of an eagle

Motivation at workplaceInternal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal Or It is a process by which a persons efforts are energized, directed and sustained towards attaining the goal.

Elements of motivation Motivation has three key elements

Intensity Direction Persistence

Intensity : It is a measure of motivational energy in the person. It tells how hard a person tries. Direction : Proper direction towards the goals.Persistence : It is a measure of how long a person can sustain his efforts.

Types of motivationExtrinsic motivation (May be +ve or ve)Intrinsic motivation (May be +ve or ve)

Extrinsic motivation: Extrinsic motivations are those that arise from outside of the individual and often involve rewards such as trophies, money, social recognition or praisePeople are compelled to do things out of desire or pleasure.

Intrinsic motivation: Intrinsic motivations are those that arise from within the individual such intrinsically person will work on math equation because it is enjoyable.

Example of a worker .he may be not happy with assignment , finds its boring but the reward which he will get after completing is giving him motivation.21

Types of motivation(cont.)

Basic model of motivation

Needs or expectationsDrive force(Behavior orAction)Desired GoalsfulfillmentsResultTo AchieveWhich ProvidesFeedback

Characteristics of MotivationArt of Stimulating Someone Or Oneself

Produces Goal Directed Behaviour

Motivation can be either Positive or Negative

Motivation is different from Satisfaction

Importance of MotivationPuts human resources into actionImproves level of efficiency of employeesEnhance productivity Leads to achievement of organizational goalsBuilds friendly relationshipLeads to stability of work force

Relation between motivation and productivityPritchard had developed Productivity and performance measurement system called ProMES Performance = Motivation * Ability

Ability ( e.g , intelligence )

If motivation=0 , then ability will not matter so performance=0

Theories of motivation Content theories Abraham Maslow's hierarchy of needs theoryHerzberg's two-factor theoryAlderfer's ERG theoryMcClelland's acquired needs theoryM.C.Gregor X and Y theoryProcess theories Vrooms Expectancy TheoryAdams Equity TheoryLikerts Theory Reinforcement theory

Content theories

Maslows needs and motivation modelDeveloped by Abraham Maslow in the 1940s

Theory is based on the needs

Abraham Maslow defined need as a physiological or psychological deficiency that a person feels the compulsion to satisfy

This need can create tensions that can influence a person's work attitudes and behaviours

Humans are motivated by multiple needs and that these needs exist in a hierarchical order

Maslows needs and motivational model (cont.)Maslow's theory is based on the following two principles:

Deficit principle:A satisfied need no longer motivates behaviour because people act to satisfy deprived needs.

Progression principle: Need at any level only comes into play after a lowerlevel need has been satisfied.

Maslows needs and motivational model (cont.).

Plus point of Maslows theory

Limitations of Maslows theory Simple to understand

Helps the manager to understand employee needs.

The Various Individuals having different motivation and needs

All the needs can not fulfilled or might be employee satisfied in 3 or 4 level

Herzberg's two-factor theory

Herzberg developed his theory called two factor theory in 1950s Herzberg and his associates conducted a questionnaire at Pittsburgh. He asked them: i) Recall times they felt satisfied ii) Recall times they felt dissatisfied/unmotivated

Unmotivated times : Poor relationship with Boss ,no gratitute, poor Payment

Motivated times : Good relation with boss , Feelings of recognition , Growth opportunities

Herzberg found that entirely different factors were related to the employees feelings about their jobs

For instance, those who stated they were not satisfied because their jobs were low-paid would not necessarily identify high pay as a cause of satisfaction and motivation. Those people instead claimed that factors such as recognition or achievement were some of the main causes of job satisfaction and34Herzberg's two-factor theory(cont.)He uses concept Opposite of job satisfaction is no satisfaction , it is not dissatisfaction and vice versaTwo factors impact motivation at workplace :

Hygiene factors Presence of which eliminate the dissatisfaction from person but can no provide motivation Motivator The person is motivated by these factors.

Motivator

Hygiene

Herzberg's two-factor theory(cont.)Result ; Following Herzberg's twofactor theory, managers need to ensure that hygiene factors are adequate and then build satisfiers into jobs.

Limitations and criticisms

what motivates me may be a hygiene factor for the other.

Its for individuals, not as a homogeneous group with one set of wants and needs

Alderfer's ERG theory Alderfers in 1972 gave ERG theory

Built upon Maslows hierarchy of needs theory

He collapses Maslow's five levels of needs into three categories. Existence Relatedness Growth

Alderfer's ERG theory

PhysiologicalSafety & SecurityLove (Social)EsteemSAExistence needs (are the desires for satisfying physiological needs)Relatedness needsGrowth needs Principles of ERG theory

SatisfactionSatisfactionSatisfactionFrustration Frustration Frustration G R EProgression principleFrustration regressionMcClelland's acquired needs theory

Everyone prioritizes needs differently

Need for AchievementThe drive to excel, to achieve in relation to a set of standards, to strive to succeed.Need for AffiliationThe desire for friendly and close personal relationships.Need for PowerThe need to drive and manage others behavior nAchnPownAffMcClelland's acquired needs theory (cont.) High achievers often exhibit the following behavioursSeek personal responsibility for finding solutions to problemsWant rapid feedback on their performances so that they can tell easily whether they are improving or not

Individuals with a high need of power often demonstrate the following behaviours:

Enjoy being in chargeWant to influence others

McClelland's acquired needs theory (cont.)People needing affiliation display the following behaviours:Take a special interest in work that provides companionship and social approvalStrive for friendshipMay not make the best managers because their desire for social approval and friendship may complicate managerial decision making

M.C.Gregor X and Y theory

Gregor divided the Human beings in to two different parts according to physical structure According to feelings, affections, sympathy and etc.On the basis of nature it is divided in to two parts:

X theory Y theory

X type people can become Y type and Y type people can become X type

M.C.Gregor X and Y theoryTheory X

Assume that workers have little ambition, dislike work, avoid responsibility, and require close supervision.This theory means the workers have no power to suggest anything and only carry the order of supervisor and obey the orderThey do not work automatically ,They wait for the instructions or order They simple treated as machine not as employee

M.C.Gregor X and Y theoryTheory YAssumes that workers can exercise self-direction, desire, responsibility, and like to work

Work is the source of satisfaction

Life is hell for high skilled people if their job is challenge less

Utilized the full optimum of employees according to capability of each employees

Cognitive Evaluation Theory

Providing an extrinsic reward for behaviour that had been previously only intrinsically rewarding tends to decrease the overall level of motivation.The theory may only be relevant to jobs that are neither extremely dull nor extremely interesting.

Process Theories

The Expectancy TheoryExpectancy Theory, first proposed by Victor H. Vroom in the 1960s

Vroom derived that the motivation come from the belief of reward.As man is a rational human being, he will try to maximize the perceived value of such reward

The Expectancy Theory equation

Motivation=Valence*Expectancy *Instrumentality EffortPerformanceRewardWill My effort Improve my performanceWill Performance Lead to rewardWill Reward Satisfy the Individual GoalValence-Which means that the strength of an individual to achieve the reward, Means his effort to rewards and Goals

Eg-When a retired employee willing to work again.

Expectancy-To the extent that someone belief that the performance will lead him to the reward.Eg-If the employee understand that after giving his effort the reward is zero he will never try for the Organizational goal.

Instrumentality-It is refers to the performance Reward Probability. Means what is he is going to get for the performance.

From the above discussion we find out that if the above three are weak then employee is not interested for goal.

Adamss 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 receivingEquityOutcomes =Outcomes Inputs InputsNegativeOutcomes Outcomes Inequity InputsInputsPerson Comparison other

19Inequity Case StudySajid and Naeem were the two fresh student in a college and were the room mates in hostel. And became good friends.In 2nd month naeem joined fun society of college, and his friendship with sajid flattered. In exams he asked his society friends for help and they told him to prepare past papers as it always repeat and he can get good scores with little effort, and he would not share this information . He did the same and got good grades, while sajid with a lot of effort stand average. It happened again in next exams. Sajid got upset and he asked naeem about his unexpected results.

Inequity Case StudyNaeem told him everything as friends, and that he was not allowed to share.Inspite of being angry at him for not sharing the stuff, sajid aware him of the inequity and he understanded the issue and started to work hard by himself.

New Perspectives on Equity TheoryEquity Sensitive I prefer an equity ratio equal to that of my comparison other

21New Perspectives on Equity TheoryBenevolentI am comfortable with an equity ratio less than that of my comparison other

22New Perspectives on Equity TheoryEntitledI am comfortable with an equity ratio greater than that of my comparison other

23

Likerts Theory

Exploitative-Authoritative In this this Stage the manager has no confidence in his subordinates, and the decision made by top management. The Goal Achieved by Punishment.Benevolent-Authoritative- In this Stage the Manager has enough confidence and trust on subordinates but the maximum decision taken by Top management. Some reward and some time punishment is used for motivation.

Consultative-Authoritative-Some decision has been taken by the subordinates and Management has less belief on the employees. Rewards and little Punishment has given for motivation.

Participative-Authoritative-Highly decentralized decision making with great deals of rewards to motivate the employees

Reinforcement theory This theory is given by J . F. Skinner , the father of modern behaviourism

Reinforcement theory depends on three simple elements : i) Stimulus ii) Response iii) Reward

Reinforcement theory According to this theory if response in the presence of a particular stimulus is rewarded , that response is likely to occur again in the presence of that stimulus.

Example ,

If a worker achieves a particular level of performance and he is rewarded for that. It is more likely that the worker will again try to achieve that level of performance again in future.

Main modern world theories Following are the main motivational theories practised in the modern world:

Activation Theory: Humans can be aroused easily by their nature. In this motivation theory, the arousal is used for keeping the people motivated. Take an army as an example. The arousal for eliminating the enemy is a good motivation factorAffect Perseverance : An employee is attracted to a company due to its reputation. Once the employee starts working, he develops loyalty towards the company. Later, due to some issue, the company loses its reputation, but employee's loyalty remainsConsistency Theory: This theory uses our internal values for keeping us motivated. As an example, if we promise to do something, we will feel bad about not doing it.

Consistency Theory: This theory uses our internal values for keeping us motivated. As an example, if we promise to do something, we will feel bad about not doing it

Extrinsic Motivation: This is also one of the most used theories in the corporate world. The employee is motivated through rewards.

Positive Psychology: This way, employees are motivated by making them happy when it comes to environment, rewards, personal space, etc.

How can you increase employees MotivationEmpowerment: Enabling workers to make decisions, solve problems within their sphere of responsibility and authority

New forms of working arrangements:Flexible work schedules , job sharing , Telecommuting

Incentive system:People get pay amounts at each pay period.

Job enlargement: This involves the expanding the job of an employee that has them doing more work of a similar nature to what they are already do. This actually remove the boredom of the employee. Example , packaging products as well as manufacturing

Job Rotation : Allowing the employees to change the nature of their job periodically Example , you may give employee administration

Gratitude : This is the best way of motivating employees . This costs nothing . Alas ! Todays managers dont pay much attention on this factor which is easy to do .

Show respect :

Managers often treat employees like child in a parent-child relationship. This is not good. Managers should avoid it.

Give them what they want :

Give employees what they want . If you dont know their wants , ask them. Like some employees needs money , some needs trips , educational opportunities , verbal recognition .

So now The Manager knows the way to structure pay and rewards to leverage the drive to Acquire

Bonus Check $$$

So now The Manager knows the way to structure pay and rewards to leverage the drive to Acquire

Bonus Check $$$Utilize incentives to drive performance and create a culture of recognition and reward

Bonus Check $$$Find out who your employees compare themselves too (this is not always obvious) and make sure that your pay and perks are comparableAnd you need to know what your employees think

And The Manager knows that the drive to Acquire is about more than just money

Wendy is NUMBER !Make sure you give credit and promote your employees achievements!

[ form positive social relationships with co-workers ]

They will go out of their way to help people in their groupDo you need any help?

These bonds will help to instill loyalty and engender positive emotions about the company

Employees are now the team What a great place to work!

His employees/team now become super hero

The Company prospered

And The Manager got promoted!

Yeah!

Conclusion Without motivation your business will suffer from lack of efficiency that your employees may fail to apply

It is therefore important you give them something as reward or gratitude for their high level of performance