Summer 2013 Motivation 1

Motivation
Dr A R M Harunur Rashid
Summer 2013 Motivation 2
Motivation
>>>>>>>>>
ch 11,pg 306-340, Management by
Mondy

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Philosophies on human nature
Look into Del Carnegie
Me, me, me thats the important thing to
me.
Every one wants attention
Every one likes to protect his ego or self-
esteem
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Self fulfilling prophecy
Law of attraction
Positive Attitude
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Theories X and Y
Little ambition
Dislike work
Avoid responsibility
Theory X
Self-directed
Enjoy work
Accept responsibility
Theory Y
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Other philosophies
Goading and coaxing people to seek to
achieve the seemingly unachievable is a
part of the management, said by George
Fishe, CEO of Motorola in the late 1980s.
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What is Motivation?
Willingness to exert effort to reach
organizational goals
The force that starts, sustains, and directs
activity
Need
Drive Search
Tension
Reduction
Sat. Tension
Feedback
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Motivation is a process that starts with a
physiological or psychological deficinecy
or need that activates behaviour or a
drive. The behaviour/drive aims at a
goal(reward,incentive)
It is a basic psychological process and an
important focus in the organizational
behaviour.
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Why Does it Matter?
Performance
Ability Motivation
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People must have ability to do a specific
task.
Then comes the motivation which will
generate favorable outcome.
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Intrinsic vs. Extrinsic Motivation
Where does our motivation come from?
Extrinsic = external rewards
Intrinsic = rewards from the task itself
Application to domains of human activity
Type of
Activity Motivation Freedom Human Value
Work Extrinsic Constrained ???
Play Intrinsic Freely Chosen Distraction
Leisure Intrinsic Freely Chosen Self-Fulfillment

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Perspective - 3 types
Content
Process
Reinforcement
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Content vs. Process
Content(it may be termed as need
theories!!)
What motivates us?
Process
How are we motivated?
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Content Models
Maslow
Herzberg

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Maslows Pyramid(Look Prof MR)
Physiological
Safety
Socia
l
Esteem
Self-Actualization
(&Security)
(i.e. Belongingness & Love)
(i.e. Ego)
(i.e. Growth)
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Physiological neeeds - basic biological functions of
human body
Protecting a person from harm(Physical & Psychological)
Love & Belongingness - to associate with ones own kind
Esteem - desire for self higher image, recognition,
appreciation, to feel important
Self actualization - need to reach ones ultimate goal in
life( in organizational aspect, it may mean to create a
career path so that every one can have the opportunity to
reach the topmost post)
The first two are called lower order needs and
the last three are called Higher Order needs
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Main features of Maslows theory
If a need is satisfied, the next need in the hierarchy
becomes predominant. So to motivate someone,
immediate next need is to be provided.
A satisfied need no longer motivates. So providing a
satisfied need more and more will not motivate. However,
it should be also noted that no need is ever fully satisfied.
For practical purpose, managers should use their gut
feeling ans survey report to decide about whether a need
is mostly fulfilled.
Higher order needs are satisfied internally(i.e.friendship,
recognition) and lower order needs are satisfied
exterally(i.e. money)
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Criticisms of Maslows theory
Order(hiearchy) may not be the same
Needs may be two or three groups, not
five!
Mondy, pg 317
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Herzbergs Two Factor Model
Ideas developed during 1950s by conducting
study on around 200 engineers and
accountants in Pittsburgh,USA.
Job satisfaction and job dissatisfaction are
separate, not two ends of a single scale
One group of factors prevents dissatisfaction,
but does not cause satisfaction[Analogy:still no
cure for diabetes, just some medicines are
available to control, not cure. Same to cancer
where cameo therapy will control, but will not
cure.
Another group of factors cause satisfaction
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Hygiene vs. Motivators
Hygiene Motivators
Quality of
supervision
Rate of pay
Company policies
Working conditions
Relations with others
Job security
Other
benefits(i.e.perks)
Career Advancement
Personal growth
Recognition
Responsibility(increased
responsibility)
Achievement(feeling of
achievement)
Meaningful & challenging
work
The job itself
Lack of these results in
dissatisfaction
These result in
satisfaction


Hygiene(it will not give you
good taste, but if not cooked
in hygienic condition you may
get sick>>BadMotivator>good
Same alphabetical order
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Criticism
Satisfaction and performance are not
synonymous. He focused on level of
satisfaction,not performance.
Highly subjective.
May not true for blue-collar
workers(i.e.cleaners,factory workers)
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Applications for managers
Should give more attention to motivators,
just not on hygiene.
First line managers should encourage
participation.
Higher management must provide
hygiene factors.

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Process Models
Expectancy theory of Vroom
Equity Theory

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Expectancy Theory
Look classnote.
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Equity Theory
Employees must believe they are treated fairly, or
motivation will wane. Equity theory maintains that
employees evaluate their inputs (IS) in relation to
their outcomes (OS) as compared to the inputs (IO)
and outcomes (OO) of others to determine fairness.
See Prof Z Kabirs note

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External equity
Internal equity
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Responses to Perceived Inequity
Change perception of own outputs
Change perception of own inputs
Change own outputs (ask for raise)
Change own inputs (work less)
Change perception of others inputs or outputs
Choose a different referent
Withdraw from situation (quit)