Microsoft Power Point - Motivation
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Transcript of Microsoft Power Point - Motivation
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Motivation
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The Agenda
• Outline the motivation process.
• Describe Maslow’s need hierarchy.
• Contrast Theory X and Theory Y.
• Differentiate motivators from hygiene
factors.
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What is Motivation?
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What is motivation?
• I am motivated (internal drive)
• What is my motivation? (incentive)
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Definition of Motivation
Motivation - the process of arousing and sustaining
goal-directed behavior
Needs Drives Incentives
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Intrinsic and Extrinsic Motivation
� Extrinsically Motivated work behavior
Behavior that is performed to acquire material or social rewards or to
avoid punishments.
� Intrinsically Motivated work behavior
Behavior that is performed for its own sake.
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Theories of Motivation
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3 Groups of
Motivational Theories
• Internal
– Suggest that variables within the individual give rise to motivation and behavior
– Example: Maslow’s hierarchy of needs theory
• Process
– Emphasize the nature of the interaction between the individual and the environment
– Example: Expectancy theory
• External
– Focus on environmental elements to explain behavior
– Example: Two-factor theory
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Maslow’s Theory
Maslow’s theory maintains that a person does not feel a
higher need until the needs of the current level have
been satisfied. Maslow's basic needs are as follows:
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Physiological Needs
• Food
• Air
• Water
• Clothing
• Sex
Basic Human Needs
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Safety Needs
• Protection
• Stability
• Pain Avoidance
• Routine/Order
Safety and Security
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Social Needs
• Affection
• Acceptance
Love and Belonging
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Esteem Needs• Self-Respect
• Self-Esteem
• Respected by Others
Esteem
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Self-Actualization
• Achieve full potential
• Fulfillment
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Maslow’s Hierarchy of Needs
Physiological
Safety & Security
Love (Social)
Esteem
SA
Lowest to high
est o
rder
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Need Hierarchy and Organisational Asspect
Work Place Condition (air, water, temperature),
Salary
Physiological
Work Safety, Job Security, Health Insurance Safety
Cohesive and Supportive Coworker, Teams,
Other work Groups, Supervisor, Subordinates,
Customers, etc.
Social
Status, Responsibilities, RecognitionEsteem
Job challenge, Performance, Advancement,
Creativity, Growth, Training , Self image
Self-
Actualisation
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Motivational Theories X & Y
Physiological
Safety & Security
Love (Social)
Esteem
SA Theory Y - a set of
assumptions of how to
manage individuals
motivated by higher order
needs
Theory X - a set of
assumptions of how to
manage individuals
motivated by lower order
needs
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McGregor’s Assumptions
About People Based on Theory X
• Naturally indolent (lazy)
• Lack ambition, dislike responsibility, and
prefer to be led
• Inherently self-centered and indifferent to
organizational needs
• Naturally resistant to change
• Gullible, not bright, ready dupes
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McGregor’s Assumptions
About People Based on Theory Y
• Experiences in organizations result in passive and resistant behaviors; they are not inherent
• Motivation, development potential, capacity for assuming responsibility, readiness to direct behavior toward organizational goals are present in people
• Management’s task—arrange conditions and operational methods so people can achieve their own goals by directing efforts to organizational goals
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Alderfer’s ERG Theory
Physiological
Safety & Security
Love (Social)
Esteem
SA
Existence
Relatedness
Growth
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ERG Theory (Clayton Alderfer)
Core Needs
Existence: provision of basic material requirements.
Relatedness: desire for relationships.
Growth: desire for personal development.
Core Needs
Existence: provision of basic material requirements.
Relatedness: desire for relationships.
Growth: desire for personal development.
Concepts:
More than one need can be operative at the same time.
If a higher-level need cannot be fulfilled, the desire to satisfy a lower-level need increases.
Concepts:
More than one need can be operative at the same time.
If a higher-level need cannot be fulfilled, the desire to satisfy a lower-level need increases.
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McClelland’s Need Theory:
Need for Achievement
Need for Achievement - a
manifest (easily perceived)
need that concerns individuals’
issues of excellence,
competition, challenging goals,
persistence, and overcoming
difficulties
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McClelland’s Need Theory:
Need for Power
Need for Power - a manifest
(easily perceived) need that
concerns an individual’s need to
make an impact on others,
influence others, change people
or events, and make a
difference in life
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McClelland’s Need Theory:
Need for Affiliation
Need for Affiliation - a manifest
(easily perceived) need that
concerns an individual’s need to
establish and maintain warm,
close, intimate relationships with
other people
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Self-actualization
3 Motivational Need Theories
Maslow Alderfer McClelland
Higher
Order
Needs
Lower
Order
Needs
Esteem
self
interpersonal
Safety & Security
interpersonal
physical
Need for
Achievement
Need for
Power
Relatedness Need for
Affiliation
Existence
Growth
Belongingness
(social & love)
Physiological
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Herzberg’s Two-Factor Theory
Hygiene Factor - work condition related to dissatisfaction caused by discomfort or pain
– maintenance factor
– contributes to employee’s feeling not dissatisfied
– contributes to absence of complaints
Motivation Factor - work condition related to the satisfaction of the need for psychological growth
– job enrichment
– leads to superior performance & effort
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Motivation-Hygiene
Theory of Motivation
Hygiene factors avoid
job dissatisfaction
• Company policy &
administration
• Supervision
• Interpersonal relations
• Working conditions
• Salary
• Status
• Security
• Achievement
• Achievement recognition
• Work itself
• Responsibility
• Advancement
• Growth
• Salary?
Motivation factors increase job satisfaction
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Motivation-Hygiene Combinations
High M Low M
High H high motivation few complaints
low motivation few complaints
Low H high motivation many complaints
low motivation many complaints
(Motivation = M, Hygiene = H)
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Individual—Organizational Exchange
Relationship
• Developmental potential
• Employee knowledge
• Employee skills and
abilities
• Company status
• Benefits
• Income
• Physiological needs
• Security needs
• Physical needs
• Organizational goals
• Departmental objectives
• Job tasks
IndividualOrganization
Dem
ands
Contrib
utions
SOURCE: Reproduced with permission from McGraw-Hill, Inc.
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Moral Maturity
Moral Maturity – the measure of a person’s cognitive moral
development
Morally mature
people behave and act
based on universal
ethical principles.
Morally immature
people behave and act
based on egocentric
motivations.
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