Motivation by Neeraj Bhandari ( Surkhet.Nepal )

Organizational BEHAVIOUR, P G AQUINAS

Copyright © 2006, P G Aquinas

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C7

Basic Motivation Concepts



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C7Introduction

Motivation is the process of rousing and sustaining goal-directed behaviour. Motivation is one of the more complex topics in organizational behaviour. Because motivation is an internal force, we cannot measure the motivation of others directly.

Gray Starke “Motivation is the result of processes, internal or external to the individual, that arouse enthusiasm and persistence to pursue a certain course of action”.

Stephen P Robbins “ We define motivation as the willingness to exert high levels of effort toward organizational goals, conditioned by the effort’s ability to satisfy some individual needs”.




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C7Properties of Motivation

It is an individual phenomenon – each individual is unique & thus their

motivation factors are different & unique

Motivation is intentional – when an employee does something, it is

because he or she has chosen to do it

Motivation has many facets – there are different aspects of motivation, how

it is directed, when to use it etc

The purpose of motivation theories is to predict behaviour- motivation is

what causes behaviour, if the behaviour is effective high performance will

result




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C7Intrinsic and Extrinsic Motivation

DESCRIPTION EXAMPLES

INTRINSIC MOTIVATION

An activity is pursued as an end in itself because it is enjoyable and rewarding

A person anonymously donates a large sum of money to a university to fund scholarship for deserving studentsA child reads several books each week because reading is fun

EXTRINSIC MOTIVATION

An activity is pursued to gain an external reward or to avoid an undesirable consequence

A person agrees to donate a large sum of money to a university for the construction of a building, provided it will bear the family name.A child reads two books each week to avoid loosing television privileges.

Source: - Samuel E Wood and Ellen Green Wood “The World of Psychology” Allyn and Bacen, Boston (2nd Edition) 1996 page 36.




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C7Early Theories of Motivation

Hierarchy of Needs Theory.

The Motivation-Hygiene Theory

Vroom’s Expectancy Theory




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C7A. Hierarchy of Needs Theory by Abraham Maslow

(5) Need for self-

actualization need To realize

ones fullest potential

(1) Physiological Needs Need to satisfies the basic biological needs for food water,

oxygen, sleep and elimination of bodily wastes

(4) Esteem needs - Needs to achieve to gain competence to gin respect & precaution from others

(3) Social Needs-Belongingness and love needs need to love and be loved need to

affiliate with others and be accepted

(2) Safety & Security Needs Need for safety and security




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C7Hierarchy of Needs Theory

NeedsHierarchy

Self-Actualization Needs Challenging projects, opportunities for innovation and creativity, training

Esteem Needs Important projects, recognition, prestigious office location

Belongingness Needs Good coworkers, peers, superiors customers

Safety Needs Job security; benefits, like life insurance; safety regulations

Physiological Needs Basic pay, work space, heat, water, company cafeteria




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C7B. The Motivation-Hygiene Theory or Two Factor Theory by Fredrick Herzberg

Motivators

Hygiene Factors

Traditional View

Satisfaction Dissatisfaction

Satisfaction No Satisfaction

No dissatisfaction Dissatisfaction

Herzberg’s View

Source:- Stephen P Robbins “Organization Behavior – Concepts, Controversies, Applications” (seventh Edition) 1996 page 217




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C7Traditional View:

Job satisfaction was one dimensional, that is, job satisfaction & dissatisfaction

were viewed as opposite ends of the same line

This meant that if something caused job satisfaction , it would cause

dissatisfaction as well if it is to be removed

But later on Herzberg discovered that this view was incorrect

Herzberg’s view:

Work conditions related to dissatisfaction caused by discomfort or pain were

labeled as hygiene factors

Work conditions related to satisfaction for psychological growth were labeled

as motivation factors




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C7Hygiene factors :

Job dissatisfaction occurs when the hygiene factors are absent

However presence of these factors does not lead to higher level of satisfaction

These consists of bare minimum necessities without which an individual cannot survive

Example: Company policy, technical supervision, interpersonal relations, working

conditions, salary & status

Motivation factors :

High degree of job satisfaction occurs due to the presence of these factors

However the absence does not lead to dissatisfaction

Example: Responsibility, achievement, recognition, advancement & the work itself

These factors help individuals grow & develop professionally




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C7C. Expectancy Theory by Victor Vroom

This theory states that a person’s motivation to behave in a certain way

is determined by:

Outcomes the person sees as desirable and

The person’s belief that these desired outcomes can be attained.




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C7Key components of this theory • Valence: is the value or importance that an individual places on a

particular reward. The valence of an outcome is positive when an individual desires it

• Expectancy: is the belief that efforts will lead to performance, “if I try harder, I can do better”. It establishes a relationship between a given level of efforts &performance

• Instrumentality: Is the belief that performance is related to rewards. For example: “If I perform better, I will get more pay”



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C7 Model for the Expectancy Theory

Perceived Effort-Performance Probability

Perceived Effort-Performance Probability

Perceived Performance reward probability

Perceived Performance reward probability

Perceived value of RewardPerceived value of Reward


EffortEffort PerformancePerformance RewardReward

What are my chances of getting the job done if I give the right efforts

What are my chances of getting the job done if I give the right efforts

What are my chances of getting the rewards I value, if I complete the job satisfactorily

What are my chances of getting the rewards I value, if I complete the job satisfactorily

What rewards do I valueWhat rewards do I value



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C7Conclusion

Motivation is one of the most frequently researched topics in OB. A number of motivation theories provide an insight into what motivation is. Motivation in the organisational context is concerned with effort towards organisational goals. Therefore effort that is directed toward and consistent with the organisational goals is the basis for out study of motivation. Motivation has a persistent dimension. Motivated employees stay with a task long enough to achieve their goals.


Motivation by Neeraj Bhandari ( Surkhet.Nepal )

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