MOTIVATING

 What is Motivation?
 Factors contributing to Motivation
 Theories of Motivation
 Techniques of Motivation
 WHAT IS MOTIVATION?

Motivating - refers to the act of giving

employees reason or incentives… to work to
achieve organizational objectives.
Motivation - refers to the “process of
activating behavior, sustaining it, and
directing it toward a particular goal.
STAGES OF MOTIVATION
FACTORS CONTRIBUTING TO MOTIVATION

There are certain factors influencing a person’s

desire to do his job well.

WILLINGNESS TO DO A JOB

SELF-CONFIDENCE IN CARRYING OUT THE

TASK

NEEDS SATISFACTION
PROCESS OF MOTIVATION
 THEORIES OF MOTIVATION

MASLOW’S NEEDS HIERARCHY THEORY

HERZBERG’S TWO-FACTOR THEORY

EXPECTANCY THEORY

GOAL SETTING THEORY

 MASLOW’S NEED HIERARCHY THEORY
Abraham Maslow, a psychologist, theorized
that human beings have five basic needs
which are as follows:
‹ PHYSIOLOGICAL
‹ SECURITY
‹ SOCIAL
‹ ESTEEM
‹ SELF-ACTUALIZATION
MASLOW’S HIERARCHY OF NEEDS
HERZBERG’S TWO FACTOR THEORY

Frederick Herzberg identified two-classes of factors

associated with:
 EMPLOYEE SATISFACTION
 achievement recognition, work itself, responsibility,
advancement and growth.
 EMPLOYEE DISATISFACTION
 company policy and administration, supervision,
relationship with supervisors, work conditions, salary,
relationship with peers, personal life, relationship with
subordinates, status, and security.
 EXPECTANCY THEORY
“Is a motivation model based on the assumption that an
individual will work depending on his perception of the
probability of his expectation to happen”

Expectancy theory is based on the following assumptions:

ª A combination of forces within the individual
and in the environment determines behavior.
ª People make decisions about their own behavior
and that of organizations.
ª People have different types of needs, goals, and
desires.
ª People make choices among alternative
behaviors base on the extent to which they think
a certain behavior will lead to desired outcome.
AN EXPECTANCY MODEL
 GOAL SETTING THEORY

“Refers to the process of “improving

performance with objectives, deadlines or
quality standard.”
COMPONENTS:
GOAL CONTENT
GOAL COMMITMENT
WORK BEHAVIOR
FEEDBACK ASPECTS
HOW GOALS MOTIVATE AND FACILITATE PERFORMANCE
 TECHNIQUES OF MOTIVATION
Individual or groups of individuals may be motivated
to perform through the use of various techniques:

« MOTIVATION THROUGH JOB DESIGN

« MOTIVATION THROUGH REWARDS
« MOTIVATION THROUGH EMPLOYEE PARTICIPATION
« OTHER MOTIVATION TECHNIQUES
MOTIVATION THROUGH JOB DESIGN
Job Design- specifying the tasks that constitute a
job for an individual or a group.
TWO APPROACHES:
 FITTING PEOPLE TO JOBS
Routine and repetitive tasks make workers suffer
from chronic dissatisfaction. To avoid this, the
following remedies may be adapted:
 Realistic job previews - where management provides
honest explanation of what a job actually entails.
 Job rotation - where people are moved periodically
from one specialized job to the other.
 Limited Exposure - where a worker’s exposure to a
highly fragmented and tedious job is limited.
 FITTING JOBS TO PEOPLE

This may be achieved with the use of the

following:
 JOB ENLARGEMENT - where two or more
specialized tasks in a work flow sequence
is combined into a single job.
 JOB ENRICHMENT - where efforts are
made to make jobs more interesting,
challenging, and rewarding.
 MOTIVATION THROUGH REWARDS
Rewards consist of material and psychological
benefits to employees for performing tasks in the
workplace.
Rewards may be classified into two categories:
MANAGEMENT OF EXTRINSIC REWARDS

To motivate job performance effectively, extrinsic

rewards must be properly managed in the line of
the following:
It must satisfy individual needs;
The employees must believe effort will lead to
reward.
Rewards must be equitable.
Rewards must be linked to performance.
 MOTIVATION THROUGH EMPLOYEE
PARTICIPATION
The specific activities identified where
employees may participate are as follows:
SETTING GOALS
MAKING DECISIONS
SOLVING PROBLEMS
DESIGNING & IMPLEMENTING
ORGANIZATIONAL CHANGES
POPULAR APPROACHES TO
PARTICIPATION

1. Quality Control Circles

2. Self-managed teams
REQUISITE TO SUCCESSFUL EMPLOYEE
PARTICIPATION PROGRAM
To succeed, an employee participation
program will require the following:
 A profit-sharing or gain sharing plan
 A long-term employment relationship
with good job security.
 A concerted effort to build and maintain
group cohesiveness
 Protection of the individual employee’s
rights.
OTHER MOTIVATION TECHNIQUES