motivatinig

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MOTIVATING


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MOTIVATION:CHAPTER TEN OVERVIEW

1. DEFINITION

2. MOTIVATION PROCESS

3. EARLY VIEWS OF MOTIVATION

4. CONTEMPORARY THEORIES OF MOTIVATION- Hierarchy of needs

- Theory X and theory Y

- Life cycle theory or Situational approach

- Two factors theory


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AFTER COMPLETING THIS CHAPTER, YOUSHOULD BE ABLE TO :

1. Explain the concepts of motivation and itssignificance in the managerial process.

2. Understand and apply contemporarytheories of motivation.


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DEFINITION :The willingness to put forth effort in pursuit of organizational

goals. ( R Wayne Mondy, Management, 4th edition)

- tangible higher pay, bonus and benefits

- Intangible reputation, respect, recognition orachievement.

Concerned with why people act or do or why they refrain fromdoing things they do not

want to do.


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MOTIVATION PROCESS.Efforts are forces to perform- Individual, manager,

employees. People need organization

to achieve goals and organization needs people toachieve its goals.

This lead to effective and efficient organization.

Good motivation practices will help leaders andmanagers:


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1. Be sensitive to the differences in needs and values.Increase your employees

expectations that their efforts lead to effectiveperformance.

2. Increase your employee expectation that their effortswill lead to effective

performance.

3. Encourage your subordinates to set performance goalsthat are specific,

challenging and attainable.


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EARLY VIEWS OF MOTIVATIONThere are three early views of motivation. They are :-

1. The traditional model, associated with Frederick W.Taylor and Scientific Management.

2. The Human Relation Model, which related to EltonMayo and Hawthorne studies.

3. The Human Resources Model, Associated with

Doughlas Mc Gregors Theory X and Theory Y.


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CONTEMPORARY THEORIES OF MOTIVATION

a) Need theory or Content

theory

b) Process theory

c) Reinforcement theory


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NEED THEORY OR CONTENT THEORYPeople need or require to live fulfilling lives,

particularly with regard to work. A

person will be motivated when she or he hasnot yet attained satisfaction with

their life. Need vary among individuals. This isbecause people are different in

nature. ( Hierarchy of needs)


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PROCESS THEORYProcess where individuals give meaning to

rewards that will allow them to

influence their behavior or process theoryexplain how individuals are motivated

or the steps that occur when individuals aremotivated.

( Herzberg two factors theory/ hygiene theory)


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REINFORCEMENT THEORY

Describes how people learn patterns ofbehavior based on environmental

reinforcements. This means behavior withpositive consequences tends to be

repeated, vise versa.( Theory X and Y.)


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HIERARCHY OF NEEDS


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PHYSIOLOGICAL NEEDS

These need are our basic needs.These are for our survival. E.gfood, water, and

shelter from environment


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SAFETY OR SECURITY NEEDS

Deals with our physical andpsychological safety from external

threats.Examples are

job security, freedom from coercion anda need for clearly defined regulations.


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SOCIAL NEEDS OR BELONGINGNESS

Need for companionship, or needfor personal belongingness.

E.g are love, need to

love somebody as well as theneed for social interaction.


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SELF ESTEEM NEEDSThese need are our basic needs.

These are for our survival. E.g foItis also known as growth need. It is

a need for self-esteem and selfgrowth. E.g arerespect from others, opportunities

for advancement, recognition,achievement as well

as prestige and status.od, water,and

shelter from environment


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SELF ACTUALIZATION NEEDS

It comprises needs for thedevelopment of ones full

potential or the realization of

ones own potential.


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TWO FACTOR THEORY / FREDERICKHERZBERGS MOTIVATION

Introduced by Frederick Herzberg bystudying the job attitudes of 200 engineersand accountants . From the study, it wasconcluded that individuals work satisfactionand dissatisfaction arise from two differentsets of factors. The factors are:


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A) HYGIENE FACTORSAlso known as dissatisfier factor. It

associated with the work setting of an

individual. Often called as job content. Itcauses feeling of job dissatisfaction.


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B) SATISFIER FACTOR

Also known as motivating factor. Itassociated with job context, Satisfier factor is

related to the job content of individuals.Satisfier causes feelings of satisfaction.


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SOURCE OF JOB SATISFACTION AND JOBDISSATISFACTION


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THEORY X AND THEORY Y

This theory was developed bydouglas mc gregor. This theory

describes the views or Perception ofmanagers with regard to theiremployees.


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MANAGERS OF THEORY X VIEW THE EMPLOYEES

IN TERMS OF THE FOLLOWING

CHARACTERISTICS:

1. Inherently disliking work

2. Avoiding work whenever possible

3. Lacking in ambition

4. Irresponsible

5. Resistant to change

6. Feeling that work is of secondary

importance 7. Preferring to be led than lead.

8. Having to be pushed by managers to

work.


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THEORY Y MANAGERS, VIEW THEIR EMPLOYEES

IN TERMS OF THE FOLLOWING

CHARACTERISTICS:

1. Willing to work; work is as natural as playor rest.

2. Willing to accept responsibility, since work

brings satisfaction. 3. Capable of directing themselves ( self

direction)

4. Capable of selfcontrol 5. Frequently using imagination, ingenuity

and creativity in accomplishing tasks.


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MARAMING

SALAMAT PO!!!

Date post:	06-Apr-2018
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