MOTIVATION CONCEPTS

• Lazy = lack of motivation ?

• Motivation is a process that account for an individual’s intensity, direction and persistence of effort toward attaining [organizational] goals

• intensity : how hard a person tries, but not always led to favorable job performance outcome

• direction : on the benefit of the company

• persistence : how long a person maintain his/her effort

THEORIES OF MOTIVATION

• Maslow’s hierarchy of needs : to motivate someone, we need to know what level of the hierarchy that person is currently on and focus on satisfying those needs at or above that level

• Theory X and Y in relationship with Maslow’s theory : the idea of participative decision making, responsible and challenging jobs, and good group relations to maximize employees’ motivation

• Two factors theory : intrinsic factors that lead to job satisfaction and extrinsic factors to job dissatisfaction. The opposite of satisfaction is NOT dissatisfaction

CONTEMPORARY THOERIES

• ERG theory : existence, relatedness and growth in relationship with Maslow’s theory. The contradictions with Maslow : more than one group of needs may be operative at the same time, if the gratification of a higher level need is stifled the desire to satisfy an lower level need increases, more relevant in diversity

• McClelland’s theory : achievement, power and affiliation

• Cognitive Evaluation Theory : relate to the way in which people are paid in organizations by arguing that intrinsic are not independent of extrinsic motivators.

• Goal setting theory : the intention to work toward a goal are a major source of work motivation - what to be done and how much efforts needed (cognitive approach)

• Reinforcement theory (behavioral approach) : behavior is an environmental caused, which ignore the individual inner feeling

• Equity theory : equity plays in motivation

• Expectancy theory : the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a desired outcome. Discuss the weaknesses.

• A success on a job is facilitated or hindered by the existence or absence of support resources

• performance = f ( ability x motivation x opportunity )

• the motivation theories are complementary

• cultural characteristics are not universal. It needs to take a good care when applying a particular theory. Cross-culture analysis is important !

MOTIVATION : THE APPLICATIONS

• How to make the goal-setting theory works ?• Management by Objective (MBO) program which set a

tangible, verifiable and measurable goal. • Converting and translating the overall the overall

organizational goals into specific goals for each unit and individual. Top-down and bottom-up strategy are implemented to set up MBO.

• Employee Recognition Program : a potent motivator• acknowledging the employee’s achievement in certain kind

of productive categories. • It can take many forms based on individuals/departmental

situation

• Employee Involvement Program : nm and commitment in decision making process

• TQM

• providing intrinsic motivation by increasing opportunities for growth, responsibility and involvement in the work itself

• Variable-pay Program : allocate a part of the employees’ pay at risk, paid based on productivity and annual incentives

• Skill-based Pay Plans : paid based on competencies or capabilities. Training opportunities and equity issues !

• Flexible benefits : a freedom to choose from a list of provided benefits that will satisfy each individual’s needs and tailor to each individual’s situation.

• Motivating professionals : work challenges and support based on their profession’s characteristics.

• Motivating contingent workers : the opportunity for permanent status.

• Motivating the diversified workforce : be prepared to be flexibly design the work schedule, compensation plan, benefit, physical work setting etc to reflect the employees varied needs.

• Motivating low-skilled service workers : typically limited education and skills - broadening/enriching [limited] responsibilities and making it more appealing.

• Motivating people doing highly repetitive tasks : careful recruitment, work surroundings, supervision and social activities