Motivation_DrHarun 200513 d

8/12/2019 Motivation_DrHarun 200513 d

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Summer 2013 Motivation 2

Motivation

>>>>>>>>>

ch 11,pg 306-340, Management byMondy


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Philosophies on human nature

Look into Del Carnegie

Me, me, me thats the important thing to

me. Every one wants attention

Every one likes to protect his ego or self-

esteem


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Self fulfilling prophecy

Law of attraction

Positive Attitude


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Other philosophies

Goading and coaxing people to seek to

achieve the seemingly unachievable is a

part of the management, said by George

Fishe, CEO of Motorola in the late 1980s.


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What is Motivation?

Willingness to exert effort to reach

organizational goals

The force that starts, sustains, and directs

activity

Need

Drive Search

Tension

ReductionSat.Tension

Feedback


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Motivation is a process that starts with a

physiological or psychological deficinecy

or need that activates behaviour or a

drive. The behaviour/drive aims at a

goal(reward,incentive)

It is a basic psychological process and an

important focus in the organizationalbehaviour.


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Why Does it Matter?

Performance

Ability Motivation


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People must have ability to do a specific

task.

Then comes the motivation which willgenerate favorable outcome.


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Intrinsic vs. Extrinsic Motivation

Where does our motivation come from?

Extrinsic= external rewards

Intrinsic= rewards from the task itself

Application to domains of human activity

Type ofActivity Motivation Freedom Human Value

Work Extrinsic Constrained ???

Play Intrinsic Freely Chosen Distraction

Leisure Intrinsic Freely Chosen Self-Fulfillment


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Perspective - 3 types

Content

Process

Reinforcement


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Content vs. Process

Content(it may be termed as need

theories!!)

What motivates us?

Process

How are we motivated?


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Content Models

Maslow

Herzberg


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Maslows Pyramid(Look Prof MR)

Physiological

Safety

Social

Esteem

Self-Actualization

(&Security)

(i.e. Belongingness & Love)

(i.e. Ego)

(i.e. Growth)


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Physiological neeeds - basic biological functions ofhuman body

Protecting a person from harm(Physical & Psychological)

Love & Belongingness - to associate with ones own kind

Esteem - desire for self higher image, recognition,appreciation, to feel important

Self actualization - need to reach ones ultimate goal inlife( in organizational aspect, it may mean to create acareer path so that every one can have the opportunity to

reach the topmost post)

The first two are called lower order needs andthe last three are called Higher Order needs


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Main features of Maslows theory

If a need is satisfied, the next need in the hierarchybecomes predominant. So to motivate someone,immediate next need is to be provided.

A satisfied need no longer motivates. So providing a

satisfied need more and more will not motivate. However,it should be also noted that no need is ever fully satisfied.For practical purpose, managers should use their gutfeeling ans survey report to decide about whether a needis mostly fulfilled.

Higher order needs are satisfied internally(i.e.friendship,recognition) and lower order needs are satisfiedexterally(i.e. money)


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Criticisms of Maslows theory

Order(hiearchy) may not be the same

Needs may be two or three groups, not

five! Mondy, pg 317


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Herzbergs Two Factor Model

Ideas developed during 1950s by conductingstudy on around 200 engineers andaccountants in Pittsburgh,USA.

Job satisfaction and job dissatisfaction are

separate, not two ends of a single scale One group of factors prevents dissatisfaction,

but does not cause satisfaction[Analogy:still nocure for diabetes, just some medicines areavailable to control, not cure. Same to cancer

where cameo therapy will control, but will notcure.

Another group of factors cause satisfaction


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Hygiene vs. Motivators

Hygiene MotivatorsQuality of

supervision

Rate of payCompany policies

Working conditions

Relations with others

Job security

Otherbenefits(i.e.perks)

Career Advancement

Personal growth

RecognitionResponsibility(increased

responsibility)

Achievement(feeling ofachievement)

Meaningful & challengingwork

The job itself

Lack of these results indissatisfaction

These result insatisfaction

Hygiene(it will not give yougood taste, but if not cookedin hygienic condition you mayget sick>>BadMotivator>good

Same alphabetical order


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Criticism

Satisfaction and performance are not

synonymous. He focused on level of

satisfaction,not performance.

Highly subjective.

May not true for blue-collar

workers(i.e.cleaners,factory workers)


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Applications for managers

Should give more attention to motivators,

just not on hygiene.

First line managers should encourageparticipation.

Higher management must provide

hygiene factors.


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Process Models

Expectancy theory of Vroom

Equity Theory


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Expectancy Theory

Look classnote.


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Equity Theory

Employees must believe they are treated fairly, or

motivation will wane. Equity theory maintains that

employees evaluate their inputs (IS) in relation to

their outcomes (OS) as compared to the inputs (IO)

and outcomes (OO) of others to determine fairness.

See Prof Z Kabirs note


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External equity

Internal equity


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Responses to Perceived Inequity

Change perception of own outputs

Change perception of own inputs

Change own outputs (ask for raise)

Change own inputs (work less)

Change perception of others inputs or outputs

Choose a different referent

Withdraw from situation (quit)

Motivation_DrHarun 200513 d

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