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Definition

Motivation That which
energises,
directs and sustains
human behaviour

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In HRM
It refers to a persons
desire to do the best
possible job or to exert
maximum effort to
assigned tasks
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Motivation theories
1. Maslows Hierarchy of needs
2. Fredrick Herzberg Two factor theory
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Two Factor theory - Herzberg
Frederick Herzberg (1923-2000),
clinical psychologist and pioneer
of 'job enrichment', is regarded as
one of the great original thinkers in
management and motivational
theory. Frederick I Herzberg was
born in Massachusetts on April 18,
1923
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Herzberg was the first to show that
satisfaction and dissatisfaction at
work nearly always arose from
different factors, and were not
simply opposing reactions to the
same factors, as had always
previously been (and still now by
the unenlightened) believed.
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job satisfiers are the factors involved in doing
the job







job dissatisfiers are the factors which define the
job context.

Job Satisfiers
E.g. achievement, recognition,
responsibility, opportunity for
advancement
Called motivators
Lead to job satisfaction and
motivation
If absent employees will not be
content with their work
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job dissatisfiers
Also called hygiene or maintenance factors
Are external to the job in work
environment
E.g. salary, benefits, working conditions,
policies, relationships
Their absence leads to dissatisfaction or
demotivation
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The theory
Employees are unhappy if hygiene
factors are poorly managed/not
provided.

If hygiene factors are provided,
employees will not be truly
satisfied with their jobs or be
motivated to perform to their full
potential
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The theory
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The key to job satisfaction and motivation
is in the motivators.
When these factors are present
employees become satisfied and
motivated.
Summary
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Conclusion
To motivate workers, management
must provide some
satisfiers(motivators)
1. Jobs should be designed to
provide as many satisfiers as
possible
2. Adjusting hygiene factors eg pay
is not likely to sustain
improvements in employee
motivation in the long run unless
changes are made in the work
itself
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Criticism/Contribution of Herzberg
theory
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This model has been criticized for making the
assumption that satisfied workers are more
productive than dissatisfied workers
Positively he is a pioneer in job design
He illustrated the relationship between intrinsic
and extrinsic rewards
Advocated that managers not count solely on
extrinsic rewards to motivate workers but focus
on intrinsic rewards too.
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To what extent is money a
motivator?
to what extent is money a
motivator?

It is a costly mistake to get lost in the false
theory that more money equals happy
employees.
Herzberg acknowledged the complexity of
the salary issue (money, earnings, etc), and
concluded that money is not a motivator in
the way that the primary motivators are,
such as achievement and recognition
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And Herzberg concluded about salary (i.e.,
money, earnings, etc):
"Viewed within the context of the
sequences of events, salary as a factor
belongs more in the group that defines the
job situation and is primarily a dissatisfier."

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Many people argue nevertheless that
money is a primary motivator. It seems to
provide the carrot most girls want. Is the
most obvious extrinsic motivator. A
tangible way to make people feel valued.
Different people have different wants.
Money doesnt motivate everyone in the
same way. (PRP?) Not for all
Money is a powerful force because it leads
to the satisfaction of many needs.

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For most people money is not a motivator -
despite what they might think and say.
For all people there are bigger more
sustaining motivators than money. The
Euphoria of money may die away but the
hygiene factors loom long in peoples mind
..
People who work just for money may find
their tasks less pleasurable and may not do
them well

Research
from companies employing more than 500
workers, and found many to be bored,
lacking commitment and looking for a new
job. Pay actually came fifth in the reasons
people gave for leaving their jobs.
The main reasons were lack of stimulus
jobs and no opportunity for advancement
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Life examples
Lots of other evidence is found in life,
wherever you care to look.
Consider what happens when people win
big lottery prize winners.
While many of course give up their 'daily
grind' jobs, some do not. They wisely
recognise that their work is part of their
purpose and life-balance.

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Others who give up their jobs do so to buy or
start and run their own businesses. They
are pursuing their dream to achieve
something special for them, whatever that
might be. And whatever it means to them,
the motivation is not to make money,
otherwise why don't they just keep hold of
what they've got?
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The people who are always the
most unhappy are those who
focus on spending their money.
The lottery prize-winners who
give up work and pursue
material and lifestyle pleasures
soon find that life becomes
empty and meaningless.
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Money is certainly important,
and a personal driver, if you
lack enough for a decent
civilized existence, but beyond
this, money is not for the vast
majority of people a
sustainable motivator in itself.


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additional cash is not always the only
answer and in many cases not even
the best answer
One alternative to giving
commissions or bonus dollars is to
give gifts
The stimulation involved is long
lasting
The gift itself will last as evidence of
their achievements.
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Can Herzbergs two factor theory be used to
motivate employees today?
Compare and contrast Hezbergs theory and
Maslows theory of motivation.
How to motivate employees in an
organization.

Communicate
Set expectations let everyone know what
is expected of them. (A big problem today)
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Recognition/Attention
Recognition is appreciation for employee
achievement. Most managers don't give
enough recognition because they don't get
enough.
Applause is A form of recognition. Others?
Look at the price. Recognition is free!
On-the-Spot Praise a prompt way of
recognition. Fresh (timing)
Executive recognition eg memo or e mail


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One-on-One Coaching.
Coaching is employee
development
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Training
Training never ends
Will also enhance
performance
Schedule sessions based on
TNA
Outside Seminars are a
stimulating break
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Career Path.
what opportunities there are for growth
Set career paths
Promotion/recruitment from within sends a
positive message to every one that there are
indeed further career opportunities within the
organization
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J ob Titles.
the self-esteem of people. How someone
feels about the way they are perceived in
the workforce is a critical component to
overall attitude and morale.
Be creative with titles
Pride enhances a positive attitude = morale
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Good Work Environment.
In a survey employers value it
9/10 while employees 2/10
We are talking about cosmetics
eg furniture, pictures, space,
light, temperature etc
Others?
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Leadership Roles.
Eg visitors guide
Lead meetings
Present at trainings
Also helps to identify promotable
employees
Give additional responsibility to
those who can handle it
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others
Team work - Work as a team. Need to connect
to each other
Social Gatherings enhance team spirit
Casual dress days
Time off reward them for goals achieved
with time off. Preferred to cash

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Never criticize employees a
major demotivator!
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