Motivation is a psychological process that causes the arousal, direction, and persistence of voluntary actions that are goal directed.

Motivationis the

psychologicalprocess

thatleads to

Choice ofbehavior

thatresults in Some level

of jobperformance

The Motivation-Behavior-Job Performance Sequence

McClelland and colleagues studied the behavioral effects of three needs Need for Achievement Need for Power Need for Affiliation

Emphasized the Need for Achievement, although they investigated all three needs

Need for Power - a manifest (easily perceived) need that concerns an individual’s need to make an impact on others, influence others, change people or events, and make a difference in life. People with a need for power look for positions of leadership.

Need for Affiliation - a manifest (easily perceived) need that concerns an individual’s need to establish and maintain warm, close, meaningful relationships with other people. People with high need for affiliation view the organization as a chance to form new and satisfying relationships.

Need for Achievement – a need that concerns individuals’ issues of excellence, competition, challenging goals, persistence, and overcoming difficulties. A person needs to have three distinct characteristics: personal responsibility, feedback & moderate risks.

Need for achievement was demonstrated in KAKINADA PROJECT in our country way back in 1970.In this ambitious project, researchers attempted to raise achievement motivation of businessmen in kakinada. The attempt was a success. Businessmen made plans that would help them realise their goals to become successful entrepreneurs & told each other about their goals & their methods of reaching them. Businessmen became more productive as entrepreneurs, they started several large industries, enlarged their business & hired more than 5000 people of their village.

Needs are not permanently acquired. Methodology used by McClelland and

his associates to advocate the theory. Motives cannot be taught to adults.

According to researches acquisition of motives normally occurs in childhood & it is very difficult to change once it has been established.

Satisfaction Of Need Is The Means Of Motivation

Unmet Need Motivates Behavior

Lower Level Of Need Must Be At Least Partially Met Before Moving Higher

We All Have The Same Five Basic Needs

Once A Need Is Satisfied, It No Longer Motivates Behavior

Everyone Is Always Motivated By The Next Level Of Unsatisfied Need – Either Up Or Down

Physiological

Safety & Security

Love (Social)

Esteem

SA

Frederick Herzberg extended Maslow’s need hierarchy theory.The study consisted of intensive analysis of “critical incidence” written by 200 engineers & accountants in nine different companies in Pittsburg area, USA.

Hygiene Factor - work condition related to dissatisfaction caused by discomfort or pain maintenance factor contributes to employee’s feeling not dissatisfied contributes to absence of complaints

Motivation Factor - work condition related to the satisfaction of the need for psychological growth job enrichment leads to superior performance & effort

Hygiene factors avoid

job dissatisfaction

• Company policy & administration

• Supervision• Interpersonal relations• Working conditions• Salary• Status• Security

• Achievement• Achievement recognition • Work itself• Responsibility• Advancement• Growth

• Salary

Motivation factors increase job satisfaction

Motivators or Hygienes:

Below are 12 job factors given that contribute to job satisfaction. To determine whether hygienes are important or motivators , rate each of the following.

Then add each column vertically. Points will tell you which you value more :Very Important

Some What Important

Not Important

5 4 3 2 1

Hygiene factors motivates employees to high achievement level.

The managers role is to eliminate dissatisfies.

To provide hygiene factors sufficient to meet basic needs & then motivates to meet higher order need & propel employees towards greater achievements.

Herzberg was the first person to say that hygiene factors are absolutely important to maintain the HR of an organization.

He stated that there are few employers who are still dissatisfied even if they receive a raise in their income and other facilities.

So there should be a particular standard of hygiene factor in the workplace which compels the employers to be motivated by their job standard.

Limited by its methodology. The reliability of Herzberg's theory is

questionable. The theory to a degree is valid as it

provides explanation for job satisfaction. It is not really a theory of motivation.

There is no overall measure of satisfaction was utilized.

ISSUE MASLOW HERZBERG

1. TYPE OF THEORY DESCRIPTIVE PRESCRIPTIVE

2. SATISFACTION PERFORMANCE RELATIONSHIP

UNSATISFIED NEEDS ENERGIZE

BEHAVIOUR,THIS BEHAVIOUR CAUSES

PERFORMANCE

NEEDS CAUSES PERFORMANCE

3. EFFECT OF NEED SATISFACTION

A SATISFIED NEED IS NOT A MOTIVATOR

A SATISFIED (HYGIENE) NEED IS

NOT A MOTIVATOR,OTHER

SATISFIED NEEDS ARE MOTIVATORS.

4. NEED ORDER HIERARCHY OF NEEDS NO HIERARCHY

5. EFFECT OF PAY PAY IS A MOTIVATOR PAY IS NOT A MOTIVATOR

6. EFFECT OF NEEDS ALL NEEDS ARE MOTIVATORS AT VARIOUS TIMES

ONLY SOME NEEDS ARE MOTIVATORS

7. WORKER LEVEL RELEVENT FOR ALL WORKERS

RELEVANT FOR PROFESSIONAL

WORKERS.

The Royal Bank of Scotland Group (RBS) is one of the largest financial services companies in the world. It provides a range of services including banking and insurance. The RBS Group operates in Europe, the US and Asia, serving more than 36 million customers world-wide. It employs more than 140,000 people.

As a major company, RBS needs to recruit the best employees it can. RBS is a leading employer and therefore offers a range of great job opportunities.

Herzberg's theory showed that certain motivation factors needed to be in place first. These were called 'hygiene' factors, for example, a clean workplace and good basic pay. RBS uses a number of factors to motivate its people. These include recognition for a job well done, opportunities for promotion and other rewards.

RBS has a special benefits scheme called Total Reward. At the core of the scheme is good basic pay. RBS also provides many flexible benefits in areas like health cover, pensions and childcare. It uses this as part of its strategy to motivate employees. RBS knows its employees are its future and rewards and encourages them.