7/30/2019 human factors and motivation
1/28
HUMAN FACTORS ANDMOTIVATION
7/30/2019 human factors and motivation
2/28
What is Motivation?
Motivation is the process of channeling a
person's inner drives so that he wants to
accomplish the goals of the organization.
The act of stimulating someone or oneself to
get a desired course of action.
7/30/2019 human factors and motivation
3/28
Characterstics of Motivation
Motivation is an Internal Feeling:
Motivation is a psychological phenomenon
which generates in the mind of an individualthe feeling that he lacks certain things and
needs those things. Motivation is a force
within an individual that drives him to behave
in a certain way.
7/30/2019 human factors and motivation
4/28
Motivation is Related to Needs:
Needs are deficiencies which are created
whenever there is a physiological orpsychological imbalance. In order to motivate
a person, we have to understand his needs
that call for satisfaction.
7/30/2019 human factors and motivation
5/28
Motivation Produces Goal-Directed
Behaviour:
Goals are anything which will alleviate a needand reduce a drive. An individual's behaviour
is directed towards a goal.
7/30/2019 human factors and motivation
6/28
Motivation can be either Positive or Negative:
Positive or incentive motivation is generally based
on reward. According to Flippo - "positive
motivation is a process of attempting to influence
others to do your will through the possibility of
gain or reward". Negative or fear motivation is
based on force and fear. Fear causes persons toact in a certain way because they are afraid of the
consequences if they don't.
7/30/2019 human factors and motivation
7/28
Importance and Benefits of Motivation
1. Motivation is one of the important elements
in the directing process. By motivating the
workers, a manager directs or guides the
workers' actions in the desired direction for
accomplishing the goals of the organization.
7/30/2019 human factors and motivation
8/28
2. Workers will tend to be as efficient as possible by
improving upon their skills and knowledge so that
they are able to contribute to the progress of the
organization thereby increasing productivity.
3. Workers will tend to be as efficient as possible by
improving upon their skills and knowledge so thatthey are able to contribute to the progress of the
organization thereby increasing productivity.
7/30/2019 human factors and motivation
9/28
4. Organizational effectiveness becomes, to
some degree, a question of management's
ability to motivate its employees.
5. When the workers are motivated, contented
and disciplined, the frictions between the
workers and the management will be
reduced.
7/30/2019 human factors and motivation
10/28
6. Motivation is the best remedy for resistanceto changes.
7. Motivation promotes a sense of belonging
among the workers. The workers feel that theenterprise belongs to them and the interest ofthe enterprise is their interests.
8. Many organizations are now beginning to payincreasing attention to developing theiremployees as future resources upon whichthey can draw as they grow and develop.
7/30/2019 human factors and motivation
11/28
Types of Motivtion
Positive or Incentive Motivation
"Positive motivation is a process of attempting
to influence others to do your will through thepossibility of gain or reward
The receipt of awards, due recognition and
praise for work-well done definitely lead to
good team spirit, co-operation and a feeling of
happiness.
7/30/2019 human factors and motivation
12/28
Negative or Fear Motivation:
This type of motivation is based on force and
fear. Fear causes persons to act in a certainway because they fear the consequences.
Negative motivation involves the possibility of
decreased motive satisfaction.
7/30/2019 human factors and motivation
13/28
Theories of Motivation
McGregor's Theory X and Theory Y
Theory X: This is the traditional theory of
human behavior, which makes the followingassumptions about human nature
7/30/2019 human factors and motivation
14/28
Management is responsible for organizing the
elements of productive enterprises -money,
material, equipment, and people - in the
interest of economic ends.
The average human being has an inherent
dislike of work and will avoid it if he can.
7/30/2019 human factors and motivation
15/28
He lacks ambition, dislikes responsibility andprefers to be dull.
He is inherently self-centred, indifferent toorganizational needs.
He is by nature resistant to change.
He is not very bright.
7/30/2019 human factors and motivation
16/28
Theory Y : Itis positive, participatory and
democratic.
Work is as natural as play or rest, provided theconditions are favorable; the average human
being does not inherently dislike work.
External control and the thrust of punishment
are not the only means for bringing about
efforts towards organizational objectives.
7/30/2019 human factors and motivation
17/28
People are self directed and creative and
prefer Self control.
Theory Y emphasizes decentralisation and
greater participation in decision making
process.
7/30/2019 human factors and motivation
18/28
Maslow's Need-Hierarchy Theory of
Motivation
7/30/2019 human factors and motivation
19/28
Deficit and Progression Principles: In order tocomprehend the full meaning of Maslow'stheory, it is necessary to understand the
deficit and progression principles.
Deficit Principle: According to Maslow, once a
need is fairly well satisfied, it is no longer astronger motivator of behavior. People aremotivated to satisfy only those needs that areperceived to be deficient.
7/30/2019 human factors and motivation
20/28
Progression Principle: Maslow contends that
the five categories of needs exist in a
hierarchy. A need at a given level is not
activated until the need directly below it is
fairly well gratified. Thus, the person is
expected to progress step-by-step up the
need hierarchy.
7/30/2019 human factors and motivation
21/28
Hertzberg's Theory of Motivation
Hertzberg developed a theory of motivation
on the premise that human nature has two
separate elements - The motivators and
hygiene factors.
7/30/2019 human factors and motivation
22/28
a) Hygiene Factors:
Hygiene factors represent the need to avoid
pain in the environment. They are not anintrinsic part of a job, but they are related to
the conditions under which a job is
performed. They must be viewed as
preventive measures that remove sources ofdissatisfaction from environment.
7/30/2019 human factors and motivation
23/28
b) Motivators:
Motivators are associated with positive
feelings of employees about the job. Theymake people satisfied with their job.
Motivators are necessary to keep job
satisfaction and job performance high.
7/30/2019 human factors and motivation
24/28
To apply the two-factor theory to the workplace,
Hertzberg suggests a two-step process:-
(i) The supervisor should attempt to eliminatethe hygiene factors that are found to be more
basic than factors that lead to satisfaction.
(ii) Once the dissatisfies have been somewhat
neutralized, the supervisor may be able to
motivate workers through the introduction of
motivational factors.
7/30/2019 human factors and motivation
25/28
Victor Vroom's Expectancy Theory
The expectancy theory of motivation provides anexplanation as to why an individual chooses to actout a specific behavior as opposed to another. It isbased on three beliefs
1.Expectancy
2.Instrumentality
3.Valance
7/30/2019 human factors and motivation
26/28
Expectancy (E) :
Expectancy refers to the "effort-performance"relation. Thus, the perception of the individual is thatthe effort that he or she will put forward will actuallyresult in the attainment of the "performance". Thiscognitive evaluation is heavily weighted by anindividual's past experiences, personality, self-confidence and emotional state.
7/30/2019 human factors and motivation
27/28
Instrumentality (I) :
Instrumentality refers to the "performance-reward" relation. The individual evaluates the
likelihood or probability that achieving the
performance level will actually result in the
attainment of the reward.
7/30/2019 human factors and motivation
28/28
Valance (V):
Valance is the value that the individual
associates with the outcome (reward). A
positive valance indicates that the individual
has a preference for getting the reward. vice-
versa, a negative valance indicates that the
individual is would not complete task can bepunished.