MOTIVES

Movere to move Energize, activate and direct behavior towards goals

TYPES OF MOTIVES

1) Primary motives 2) General motives / stimulus motives

a) Encourage a person to increase tension/stimulus b) Includes : curiosity, manipulation, activity motives & affection motives. 3) Secondary motives a) Very important in OB b) Related to learning concepts c) Include : power, achievement & affiliation

CLASSIFICATION OF MOTIVES
1) Power Motive Alfred Adler Persons overwhelming drive for power Developed the concept of inferiority complex & compensation Quest for power 2) Achievement Motive - David.C.McClelland Desire to perform a standard of excellence in competitive situations Characteristic of High Achiever Moderate risk taking Need for immediate feedback Satisfaction with accomplishments Preoccupation with the task / activity

..CONTD

3) Affiliation Motive Social need to join groups for belongingness 4) Security Motive Post globalization - Employees are deprived of security needs 5) Status Motive Capitalistic economic system with adv. tech. created dynamic orgns Dynamic orgns created challenging jobs

RELATIONSHIP

MOTIVES Need in Individuals

MOTIVATING Setting up proper stimuli in the work environment to activate the motives in individuals MOTIVATION Engagement of individuals in desired /positive work behavior

MOTIVATION
Derived from the word motive Energises, activates or moves and directs or channels behavior towards goals Represents an unsatisfied need which creates a state of tension Starts with a physiological need that activates behavior that is aimed at a goal Motivation Process - Need, Drives and incentives
NEED (Deficiency) DRIVE (Deficiency with direction) GOALS/INCENTIVES (Reduction of drives and fulfills deficiencies)

3 BASIC PHASES OF MOTIVATION

1. Effort 2. Persistence 3. Direction

NATURE OF MOTIVATION

1. Motivation is a continuous process 2. Motivation is a psychological concept 3. The entire individual is motivated 4. Frustrated individual fails to be motivated 5. Goals lead to motivation

FEATURES OF MOTIVATION
1. Motivation is individuals internal feeling 2. Motivation is concerned with the total person

3. Motivation=anticipated values * perceived probability

4. Motivation is the willingness 5. Motivation involves the arousal, direction and maintenance of behavior towards a goal

TYPES OF MOTIVATION

1. Positive motivation or pull mechanism People are motivated positively reward and way are shown Seeks to create an optimistic atmosphere in the enterprise Identify employee potentialities 2. Negative motivation or push mechanism Work done by installing fear in the minds of people

STEPS OF MOTIVATION

1. 2. 3. 4.

Sizing up Preparing a set of motivating tools Selecting and applying motivators Feedback

THEORIES OF MOTIVATION

NEED THEORIES OF MOTIVATION

1. 2. 3. 4.

Maslows needs hierarchy Theory x and theory y Alderfers ERG theory Herzbergs two-factor theory

MASLOWS NEED HIERARCHY

5 HIERARCHY LEVEL OF NEEDS 1. Physiological needs Hunger, thirst etc. 2. Safety needs security of all kinds 3. Love needs Relate closely to others 4. Ego needs Status and recognition 5. Self-actualization or achieving ones potential

THEORY X AND THEORY Y

THEORY X People do not like to work and try to avoid it THEORY Y

People do not naturally dislike work- work is a natural part of their lives People - internally motivated to objectives People - not like work, managers to control, direct & threaten employees to get they are committed to work towards orgnl goals People prefer to be directed so as to avoid responsibility, and want security-they have little ambition People -committed to goals based on the personal rewards. -seek and accept responsibility under favorable conditions. -innovative in solving orgnl problems

ALDERFERS ERG THEORY

ALDERFERS 3 CATEGORIES OF NEEDS 1. Growth 2. Relatedness 3. Existence Difference from maslow Not a compulsion for lower order need to be satisfied If high order need not satisfied, individual regress to lower order need Contribution If High order need is satisfied leads to addiction

HERZBERGS TWO FACTOR THEORY

HYGIENE FACTORS Salary Working Conditions Company Policy Supervision Work Group MOTIVATORS Advancement Development Responsibility Recognition Achievement, work itself

McCLELLANDS THREE MOTIVES

Achievement, Affiliation and Power
Achievement The desire to Succeed Affiliation desire for satisfying relationships Power the desire to influence and control others

2 diff elements in the power motive Personalized Power, Socialized Power

COGNITIVE THEORIES

EXPECTANCY THEORIES
Expectancy - Subjective probability of an outcome Related concept is that of instrumentality Another element important in expectancy theory is valence Work motivation = expectancy * instrumentality * valence

Expectancy = effort performance relationship Instrumentality = performance-outcome relationship Valence=strength of the individuals preference for a particular outcome

VROOMS THEORY OF EXPECTANCY

4 Main Concepts 1. Force: Equivalent to motivation 2. Valence: strength of the individuals preference for a particular outcome 3. Expectancy: Subjective probability of achieving an outcome 4. Instrumentality: Relates the first and second level outcomes to each other

SMITH & CRANNYS THEORY

REWARDS

PERFORMANCE

EFFORT or INTENTION

SATISFACTION

COGNITIVE EVALUATION
Intrinsically & Extrinsically Motivated Intrinsically motivated individuals- perform for their own achievement and satisfaction ; motivated by intrinsic motivators

If they perceive that they are doing some job because of the pay or the working conditions or some other extrinsic reason, they begin to lose motivation
Extrinsically Motivated individuals motivated by extrinsic motivators

ADAMS EQUITY THEORY

Motivation is a function of perceived equity Equity of input with output and equity of ones output with others output of the same input.

Input effort, loyalty, hard work, commitment, competence, enthusiasm, tolerance Output rewards, recognition, reputation, responsibility, praise
Managers should seek to find a fair balance between the inputs that an employee gives and the outputs received

REINFORCEMENT THEORY

Based on skinners concept of shaping behavior by controlling the consequences of the behavior Combination of rewards and/or punishments is used to reinforce desired behavior or extinguish unwanted behavior Positive & Negative reinforcement

REINFORCEMENT
Negative Reinforcement Often confused with punishment. Attempts to increase specific behavior As a consequence of a behavior, stressor is removed Punishment: Decrease, probability of specific behavior Positive Reinforcement Strengthening a behavior Process of getting a desired thing as a consequence of a behavior

REINFORCEMENT

Extinction Weakening a behavior Process of not getting a desired thing following a behavior Punishment: Process of getting an undesirable thing punished as a consequence of a behavior