Grp 3 Motivation

8/14/2019 Grp 3 Motivation

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MO IVA IONMO IVA ION


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MASLOWS HIERARCHY OF NEEDSMASLOWS HIERARCHY OF NEEDS

THEORYTHEORY

Propounded the theory in 1943 in A Theoryof Human Motivation

Put down the concept of prioritization ofhuman needs in hierarchical order.

Illustrated in the form of a pyramid, withneeds bifurcated in 5 levels


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NEED BASED PYRAMIDNEED BASED PYRAMID


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CRITICISM OF MASLOWS THEORY

Many thinkers feel that needs cant be ranked

Hierarchy cannot exist

Needs can arise anytime, and they can be ofany nature

People do not wait for one level of need to getsatisfied before moving on to a higher level

Different levels of needs tackled simultaneously


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McGREGORS THEORY X AND THEORY Y

Douglas McGregor, from the MIT Sloan Schoolof Management developed concept in the

1960s book 'The Human Side Of Enterprise'

Improvement over Maslows Needs Theory

Two fundamental approaches to managingpeople


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MCGREGORS THEORY X & THEORY YMCGREGORS THEORY X & THEORY Y

Theory X Theory Y

Dislike Work Like to Work

Need control and force tomake them work

Can be self disciplined forobjectives they arecommitted to

Like to be directed Will accept responsibility

Lack ambition Will come forward with newideas


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CRITICISM OF McGREGORSCRITICISM OF McGREGORS

THEORYTHEORY

Seem to represent unrealistic extremes

Most employees and managers fallsomewhere in between these poles

A mix of both styles seemed far more realistic

and pratical

Too rigid


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HERZBERGS MOTIVATION-HYGIENE THEORYHERZBERGS MOTIVATION-HYGIENE THEORY


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CRITICISMS OF THE TWO FACTORCRITICISMS OF THE TWO FACTOR

THEORYTHEORY

Does not recognizeDoes not recognizeindividual differences.individual differences.

Failure/ Discontent allowsFailure/ Discontent allowstransfer of blame.transfer of blame.

Job satisfaction does notJob satisfaction does notimply a high level ofimply a high level of

motivation or productivity.motivation or productivity.


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MCCLLELANDS THEORY OF LEARNEDMCCLLELANDS THEORY OF LEARNED

NEEDSNEEDS

Need for achievementNeed for achievement(nAch)(nAch)

The drive to excel andThe drive to excel andsucceed.succeed.

Need of affiliation (nAff)Need of affiliation (nAff)

The desire forThe desire forinterpersonalinterpersonalrelationships.relationships.

Need for power (nPow)Need for power (nPow)

The need to influence theThe need to influence thebehavior of others.behavior of others.


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HIGH N-ACH PEOPLEHIGH N-ACH PEOPLE

Strong risk appetite.Strong risk appetite.

Work in isolation or withWork in isolation or with

other high achievers.other high achievers.

Status and recognitionStatus and recognitiondesired.desired.

The Fast and the Furious.


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HIGH N-AFFIL PEOPLEHIGH N-AFFIL PEOPLE

Image Oriented.Image Oriented.

Tendency to conform toTendency to conform to

group(s).group(s).

Low conflict threshold.Low conflict threshold.

Co-operation overcompetition


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HIGH N-POW PEOPLEHIGH N-POW PEOPLE

Status Oriented.Status Oriented.

Desire to exert controlDesire to exert controlon surrounding entitieson surrounding entities

and environment.and environment.

Two types of power:-Two types of power:-

Personal power.Personal power.

Institutional powerInstitutional power.


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EXPECTANCY THEORYEXPECTANCY THEORY

An individual is motivated if he/she believes

that:

A positive correlation exits between effort &performance

Favourable performance will result in a desiredreward

The reward will satisfy an important need

The desire to satisfy the need is strong enough tomake the effort worthwhile


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Effort Performance

Personal Goals

Rewards

E I

V

Instrumentality (Performance Rewards)Valence (Rewards Personal goals)

MOTIVATIONAL FACTORSMOTIVATIONAL FACTORS

Expectancy (Effort Performance)


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Expectancy Instrumentality Valence

MOTIVATION

JOB

SATISFACTION

MOTIVATION A PRODUCT OF PERCEPTIONSMOTIVATION A PRODUCT OF PERCEPTIONS


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ADVANTAGES AND LIMITATIONSADVANTAGES AND LIMITATIONS

Advantages

Mental processes

Individualdifferences

Limitations

Further Testing

ReliableMeasures


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Goal Setting TheoryGoal Setting Theory

Goal setting is the process ofmotivating employees and clarifying

their role perceptions by establishingperformance objectives.

Goals are targets and objectivesto be achieved in the future


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Motivational SourceMotivational Source

Indicates what has to be done and how mucheffort should be exerted.

Focuses attention on items of organizationalimportance.

Encourages better planning and utilization ofresources

Creates a sense of excitement and encouragesemployees to prepare a plan of action.


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Characteristics ofCharacteristics of

Motivating GoalsMotivating Goals

Specificity / Specific Goals

Challenging Goals

Relevant Goals

Feedback


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Goal Setting & Feedback

GoalsSpecificDifficult

Accepted

Effects on PersonDirects attention

EnergisesEncourages persistency

New strategies developed

Feedback

Performance


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Limitations to Goal SettingLimitations to Goal Setting

TheoryTheory

When workers lack the skills and abilitiesneeded to perform at a high level.

When workers are given complicated &difficult tasks that require all of theirattention and require a considerable amountof learning.

Negotiation of Goals


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Guidelines for SMART

Goals

SSpecificMMeasurableAAttainable

RResults orientedTTime bound


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Adams Equity TheoryAdams Equity Theory

Outcomes

Salary & Bonus

Fringe Benefits

Social Prestige

Inputs

Time worked

Effort involved

Units produced


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An Equitable SituationAn Equitable Situation

$2

1hour

= $2 per hour$4

2hours

= $2 per hour

Self Others


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Over rated InequityOver rated Inequity

$3

1hour

= $3 per hour

$2

1hours

= $1 per hour

Self Others


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Under rated InequityUnder rated Inequity

$2

1hour

= $2 per hour$3

1 hour

= $3 per hour

SelfSelf OtherOther


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Motivation at Work.Motivation at Work.

Many a times you lead a teamMany a times you lead a team

UPUP

Competition is and turnover isCompetition is and turnover is

LOWLOWPerhaps youd like to see more productivityPerhaps youd like to see more productivity

More EnergyMore EnergyYou wish your team was ......You wish your team was ......

..Well more of a team..Well more of a team


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In that case learn toIn that case learn toFish!Fish!


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PlayPlay

Be ThereBe ThereMake their DayMake their Day

Choose Your AttitudeChoose Your Attitude


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CORPORATE SPEAKCORPORATE SPEAK

To see a delighted customer & a delighted team at the end of the day isMOTIVATION for me. However to achieve this, one has to go through thegrind personally and along with the team. It is important that every TeamLeader is self motivated and believes in himself and his abilities; else the

negative vibes very effectively rub off on your team and are visible in theend results. ..Finally Smile and enjoy your workMr. Kevin Fernandes

Head-Program Mgmt - Tata Tele Services

Motivation means engaging an employee such that he or she puts theirheart into their work and this comes shining through in his or her

actions..Organizations that practice sincere motivation are happy places towork in. Those that manipulate employees and motivate them cannot sustaina good working atmosphere for long and decline rapidly...

Mr. Rudolf DSouzaSr. General Manager - Eureka Forbes Ltd


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Thank You!Thank You!

This presentation was brought to you byThis presentation was brought to you by

Sneha Dedhia,Sneha Dedhia,Sharon Aranha, ElaineSharon Aranha, Elaine

DSouza, Christopher DSouza, ChristineDSouza, Christopher DSouza, Christine

Paul &Paul &

Alphonso DSouzaAlphonso DSouza

Date post:	30-May-2018
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Grp 3 Motivation

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