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Chapter -5
Motivation and Managing Human
Resources
Chapter -5
Motivation and Managing Human
Resources
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TheThe CommunicationCommunication ProcessProcess::
Motivation
The set of forces that cause people to behave in
certain ways.
maximize desired behaviors
minimize undesirable behaviors.
Importance of employee motivation
Ability
Motivation Work environment
Performance
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The Motivation FrameworkThe Motivation Framework
Search for ways
to satisfy need
Choice of
behavior to
satisfy need
Determination of
future needs and
search/choice for
satisfaction
Evaluation of
need satisfaction
Need or
deficiency
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Content Perspectives onMotivation (contd)
The Need Hierarchy Approach (Maslow)
People must, in a hierarchical order, satisfy five
needs:
Self-actualization
Esteem
Belongingness
Security
PhysiologicalFood
Achievement
Status
Friendship
Stability
Job
Friends
Pension
Base
NEEDS
General Examples Organizational Examples
jobChallenging
title
at work
plan
salary
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Theory Xand Theory YTheory Xand Theory Y
Theory X Assumptions
People do not like work and try to avoid it.
People do not like work, so managers haveto control, direct, coerce, and threaten
employees to get them to work toward
organizational goals.
People prefer to be directed,
to avoid responsibility, and
to want security; they have
little ambition.
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Theory Xand Theory Y (contd)Theory Xand Theory Y (contd)Theory Y Assumptions
People do not dislike work; work is a natural part of
their lives.
People are internally motivated to reach objectivesto which they are committed.
People are committed to goals to the degree that
they receive rewards when they reach their
objectives.
People seek both seek responsibility and accept
responsibility under favorable conditions.
People can be innovative in solving problems.
People are bright, but under most organizational
conditions their potentials are underutilized.
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The Two-Factor Theory (Herzberg)
Peoples satisfaction and dissatisfaction are
influenced by two independent sets of
factorsmotivational factors and hygiene
factors.
Theory assumes that job satisfaction and
job dissatisfaction are on two distinct
continuums-
Content Perspectives onMotivation (contd)
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The Two-Factor TheoryofMotivation
Satisfaction No satisfaction
Motivation Factors Achievement Recognition The work itself Responsibility Advancement
and growth
No Dissatisfaction Dissatisfaction
Hygiene Factors
Supervisors
Working conditions Interpersonal relations Pay and security Company policies and
administrationPresence of factors Absence of factors
Absence of factorsPresence of factors
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Motivation is a two-stage process:
1st, Ensuring that the hygiene factors are not deficient and
not blocking motivation.
2nd, Providing employees the opportunity to experience
motivation factors through the use of job enrichment
and the redesign of jobs.
Content Perspectives on Motivation (contd)
The Two-Factor Theory (Herzberg)
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HRM CONCEPTHRM CONCEPT
Human Resource Management refers to the policies and
practices involved in carrying out the people or human
resource aspects of a management position, including
recruiting, screening, training, rewarding and appraising.
Gary Dessler
Human Resource Management involves all management
decisions and practices that directly affect or influence the
people, or human resources, who work for the
organization.
D. Fisher, Schoenfeldt & J.B. Shaw
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Functions of HRMFunctions of HRM
MotivationJob Design
Performance
Appraisal
Compensation
StaffingHRPlanning
Recruitment
Selection
MaintenanceSafety& Health
Communication
Relations
Training and
DevelopmentOrientation
Training
Development
HRM
Functions
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StaffingStaffingStaffing function of HRM concerned with sourcing
and hiring qualified employees.
HR Planning:HR planning may be as a strategy for
the procurement, development, allocation and
utilization of an organizations human resources.
Recruitment:Recruitment is the process of finding and
attracting capable applicants for the employment.
Selection:Selection is a process in which candidates
for employment is divided into two classes
Those who are to be offered employment and those
who are not.
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Training and DevelopmentTraining and Development
Training and development functions of HRMconcerned with assisting employees to develop up-to-date skills, knowledge and abilities.
Orientation:Orientation is the activity that involves inintroducing new employees to the organization andtheir work units.
Training:Employee training is designed to assistemployees in acquiring better skills for their current
job. It focuses on current job skills.Career Development:Career development programs
are designed to assist employees in advancing theirwork lives.
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MotivationMotivation
Motivation is the function of HRM that concernedwith helping employees to exert high energy level.
Job Design:Job design includes job analysis, jobspecification, job description and job satisfaction.
Performance Appraisal:Performance appraisal is theprocess of evaluating an employees performance interms of its requirements.
Compensation and Benefits:Compensation andbenefits is the financial and non-financialremunerations given by the employer to their employee for their greater contributions.
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MaintenanceMaintenance
Maintenance function of HRM concerned with
maintaining employees commitment and loyalties to
the organization.
Health and Safety
Communication
Relation
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