Unit 10 - Motivation - Hrm

7/27/2019 Unit 10 - Motivation - Hrm

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Motivation

Presented By:

Sujaya Thapa

KVC, Vth Semester


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Concept & Meaning of Motivation

It is a willingness to expand energy to achieve agoal or reward. Dale S. Beach

It is a desire or aspiration for achieving a goal

combined with efforts to work towards goal. It involves forces like biological, emotional, social

& cognitive that activate behavior.

Intrinsic motivation includes responsibility, senseof achievement, self-esteem, challenge.

Extrinsic motivation includes money, trophies,social recognition, respect, power & promotion.


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Types of Motivation

Positive Motivation

It is a process of attempting to influence others to

do your will through possibility of incentive or

reward.

Negative Motivation

It means forcing people to work by holding out

threats or punishment such as threat of demotion,fear of loss of job etc.


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Features & Importance of Motivation

Features Importance

1. Psychological Process 1. Lead to Profitable Operation

2. Continuous Process 2. High Level of Productivity

3. Complex & Unpredictable 3. Remedy for Resistance to Change

4. Influence the Behavior 4. Effective use of Human Resources

5. Positive or Negative 5. Basis of Coordination


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Simple Model of Motivation

Need Hierarchy Theory

Developed by Abraham Maslow in 1943.

Based on theory of Hierarchy of Motivation;

Physiological, Safety, Social, Esteem, Actualization

need.

It is based on following assumptions;

Human needs & motives are complex

Needs form a hierarchy

Unsatisfied needs motivate workers

People seek growth & development


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Five Hierarchies of need

Self actualization need HigherNeeds

Esteem need

Social need

Security needs LowerNeeds

Physiological needs


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Contd 1. Physiological Needs:

Basic essential to survive includes, food, shelter, clothing,water, air etc.

Lower level needs basically salary, good working environmentsatisfy this needs in organization

2. Safety Needs: It includes protection against danger, threats on or off the job.

For instance-job security, financial security, family security,health security.

3. Social Needs: It includes affection, sense of belonging, acceptance and

friendship.

Informal groups, friends at work, employees club motivate

and fulfill the social needs.


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Contd

4. Esteem or Ego Needs: Internal esteem are self respect, confidence,

competence, achievement and freedom.

External esteem are power, status, attention and

admiration. For eg. Nepalese boss expects Namaste from his

workers.

5. Self-Actualization Need:

Related to personal growth, self-fulfillment andrealization of ones full potential.

It is desire to become what one is capable ofbecoming.


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Two Factor/Motivational Hygiene Theory

Fredrick Herzberg developed two factor theory byconducting interviews with 200 engineers &accountants.

Hygiene Factor:

Its presence doesnt motivate employees but absencecause dissatisfaction.

It includes; policy, supervision, relationships, status,salary, working conditions

Motivation Factor: Its presence cause high motivation but absence

doesnt cause high dissatisfaction.

It includes; achievement, recognition, responsibility.


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Theory X & Theory Y

Douglas McGregor developed in year 1960s. Theory X explains negative views & Theory Y

explains positive views.

Theory X Theory Y

1. Employees resist to change 1. Employees are committed & loyal

2. Employees needs formal direction 2. Employees needs freedom

3. Employees dislike responsibilities 3. Employees seek responsibilities

4. Employees seek job-security 4. Employees seek reward

5. Employees try to avoid work 5. Employees are creative & innovative


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Alderfers ERG Theory

Clayton Alderfers developed Existence,

Relatedness, & Growth theory built upon

Maslows hierarchy of needs theory.

a) Existence: includes physiological, safety

needs.

b) Relatedness: includes social needs.

c) Growth: includes esteem & self-

actualization.


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Equity Theory

Developed by J. Stacy Adams who says equityexists when workers perceive that rewards

equal efforts.

Employees who are treated inequality creates;less effort, comparison, transfer & quitting jobs.

Rewards perceived as equitable results job

satisfaction & perceived inequitable results jobdissatisfaction.


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Expectancy Theory

Proposed by Victor Vroom of Yale School ofManagement in 1964.

This theory based on two factors;

How much we want something

How likely we think we are to get it

He stated employee will be motivate when:

Effort will lead to a good performance appraisal.

A good appraisal will lead to organizational rewards.

The organizational rewards will satisfy his or herpersonal goals.


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Reinforcement Theory Developed by E.L. Thorndikes law of effect.

It states that behavior that leads to positiveconsequences should be repeated & behavior leadsto punishment consequences is less likely repeated.

Based on behavior & its consequences relationship. Techniques that modify behaviors are;

Positive reinforcement strengthening behavior by reward

Avoidance strengthening behavior by avoidingunpleasant consequences

Punishment weaken undesired behavior by negativeoutcome

Extinction weaken undesired behavior by ignoring


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Motivational Tools and Their Application

A. Monetary & Non-Monetary rewards

Monetary reward:

Given in terms of money to employees other than

normal income.

It includes; salary, provident fund, profit sharing

Non-monetary reward:

Non-monetary & directly targeted at providing

psychological benefits.

It includes; recognition, appreciation, leadership


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Techniques/Tools for Improving

Employee Motivation

1. Financial Incentives:

Money as a symbol of social prestige, recognition.

2. Participation:

Involvement in planning, decision making. 3. Delegation of Authority:

Assigned tasks & given authority to accomplish task.

4. Job Security:

Employees continue on same job in same organization.

5. Job enlargement:

Motivates by reducing monotony of repetitive job.


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sJob Design

According to Mathis and Jackson, Job Design

refers to organizing tasks into a productive

unit of work.

It is the process of determining specific tasks

to be included in a job and the methods of

performing that tasks.


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Methods of Job Design

Job Enlargement

It refers to broadening the scope of a job byexpanding the number of different tasks to be

performed. There is only horizontal expansion of job in it.

Job enrichment

It increases the contents of a job or upgrading of

responsibility, scope & challenge in work.

It leads to vertically enhanced job by addingfunctions.


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Contd

Job rotation

It is a shifting of people from one job to anotherwithin a working group.

Allow employee to work in various departments

Quality of work life

Indicates relationship between total workenvironment & the employees.

Emphasizes on fulfilling employees needs & well-being to improve productivity & higher level jobsatisfaction

Unit 10 - Motivation - Hrm

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