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Dr. Mario A. Fetalver, Jr.

Dean, IPSTED

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Motivationis an important

ingredient in boosting the

morale of the individual worker

and Improving his productivity.An effective manager should

endeavor to know and

understood the motivation of his

constituents.

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Motivation is aninner state that moves

an individual to work

toward the achievement

of goal.

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The Motivation ProcessUnder the motivation process, needs

produce drives which eventually lead tothe accomplishment of desired goals.

Figure 1

NeedsDrives or

Motives

Achievement

of Goals

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What are these needs?Maslow in his Hierarchy of needs present

them in ascending order.

Figure 2

Need for Self-Actualization

Esteem Needs

Acceptance Needs

Security or Safety Needs

Physiological Needs

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Table of Needs

1. Physiological needs- basic needs for

sustaining life

a. Food and Water

b. Sleep

c. Health

d. Body Needs

e. Exercise and Rest

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Table of Needs

2. Safety Needs- needs to be free from physical

change.

a. Security and safety

b. Protection

c. Orderly & neat surroundings

d. Comfort & peace

e. No threats or danger

f. Assurance of long term economic well-being

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Table of Needs

3. Social needs- needs to belong and

accepted to others

a. Acceptance

b. Feeling of belonging

c. Membership in a group

d. Love & appreciation

e. Group participation

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Table of Needs

4. Esteem (ego) needs-power, prestige,

status, self-confidence, self-worth, high

regard

a. Recognition & prestige

b. Confidence and Leadership

c. Competence and success

d. Strength and intelligence

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Table of Needs

5. Self-actualization needs- desires andn aspirations

of an individual to become what one is capable of

becoming.a. Self-fulfillment and potential

b. Doing things for challenge of accomplishment

c. Intellectual curiousityd. Creativity and aesthetic appreciation

e. Strength and intelligence

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Today, many organizationare applying the logic of the

need hierarchy. Themanager should know the

need level of the individual

worker/faculty.

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Reinforcement Theory

That reinforced behavior will be

repeated and the behavior that is not

reinforced is less likely to berepeated.

Reinforcement are rewardswhich could be positive or negative.

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Example of positive

reinforcementA worker is given a pay

increased whenperformance is high, then

the worker will likely

continue strive for high

performance.

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Example of negative

reinforcement

Decreasing a sales

representative salary

when the sales free.

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Closely related to motivationis JOB SATISFACTION. But

they are not the same.Motivated workers are

different from satisfied

worker.

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Tips for Building Employee

Self-Efficacy

1. Dont imply that employees areincompetent.

2. Dont talk down to then about their

jobs.

3. Dont find petty faults with their

results.

4. Dont criticize their work in front oftheir peers.

5. Dont belittle the importance of their

jobs.

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Tips for Building Employee

Self-Efficacy

6. Do praise them for their appropriate

efforts.

7. Do ask for their inputs.

8. Do listen carefully to their ideas for

improvement.

9. Do share positive feedback from their

peers with them.

10. Do provide formal recognition of their

achievement.

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Theories of Motivation

1. The economic man

According to Frederick Taylor,

father of scientific management,

man works to fulfill his

economic needs.

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2. The social man

That man is largely gratified in

a social milieu (environment).

That workgroup is the great

motivator.

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3. The complex man

That man has a hierarchy of

needs.

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4. The motivated man

Individual workers have twodifferent categories of needs

that are independent of eachother but affect humanbehavior in different ways.

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Figure 3

Herbergs Two-Theory Factor of Motivation

Hygiene Factors: Relatingto Environment Around theJob

Satisfying Factors:Relating to the Job Itself

Policies and AdministrationAchievement

Supervision Recognition forAccomplishment

Working ConditionChallenging workInterpersonal RelationsIncreased personality

Money Growth and development

Security

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5. The Three-Tiered Satisfied Man

A combination of Malowand Herbergs motivationsand Alderfers

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6.The Achiever

People with high need toachieve, do achieve morethan those with low need andwith no need at all.

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7.The Expectant Man

A theory where the workersperceived competence to do a

job well and the equitablereward he considers fair and

just.

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8. The Managed Man

Managers assumption aboutpeople and their consequentoperationalization defines his

style of managing. This islabeled by Theory X andTheory Y of Mc Gregor.

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Theory X

The manager assumes tht atypical person dislikes work andwill avoid if he can has been

associated with closed,autocratic style.

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Theory Y

The manager assumes that atypical person, work is asnatural as play or rest; has been

associated with open andparticipative management style.

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9. The Learning-Reinforced Man

Man learns from hisenvironment and greater

control of this environmentimproves his development.

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Motivation Models

1. The Theory of the Dignified Man

2. Time Constraint Model

3. The Equilibrium Model

4. Motivation Model

5. Want-Dont Want Model ofMotivation

6. A Motivational Theory

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1. Theory of the Dignified Man

All men are created with an

innate dignity which finds its

fulfillment. When men perform

work. therefore., work is but a

natural consequence of mansdignity so everyone possesses the

need to work.

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The degree to which dignity isfulfilled varies according to his

environment where he lives and

works.

Example:

In affluent countries like Switzerlandwhere poverty is very minimal,

opportunities abound and everyone can

work and avail of nice things.

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In the Philippines the

opposite. Majority of Filipinoshave no work. They resort to

begging, stealing, or

committing more serious

crimes.

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2. Time Constraint Model

If a person work according torequired time, or even better,his motivation is increased toaccomplish it, if he lags

behind, he might lose his zealand the drive to finish the jobdecreases.

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3. The Equilibrium Model

This model suggests that theadministration should analyzethe character/personality make

up of the employee to determinewhat the individual needs andwants. Having given what wasneeded/wanted would be the

balancing factor and theequilibrium where the employergets more productivity out of the

employee.

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Examples of these balancing

factors/equilibrium factors:

1. Financial benefits

2. Salary increases

3. Better working facilities

4. Challenging work

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4. Motivation Model (Family

Factor Model)Man has plenty of needs andman is motivated by these needs.

These needs are the born needs(physiological safety needs, andthe social needs) and theinfluenced needs (esteem needslike respect and admiration andself-actualization needs)

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These needs are brought

about by several factors. Thismotivating model is thefamily factor.

For most Filipinos,especially the parents, the

dominant factor is thefamily.

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On the other hand,

insufficient on improperfamily support could lead todemotivation.

If communication isblocked, the individual tends

to develop his own needswhich is more retaliatorythan to family needs.

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5. Want Dont Want Model

This model points out thatworkers are motivated by one ofthe factors: what they want andwhat they do not want.

Example:

1. A man works harder because he wants

more money; A man works harderbecause he does not want to starve w/o

money.

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5. Want Dont Want Model

This model points out thatworkers are motivated by one ofthe factors: what they want andwhat they do not want.

Example:

2. I get married because I want to

bear children; I get married

because I do not want to suffer in

my old age.

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6. A Motivated Theory

a) People basically seekresponsibility, and do not viewwork as repulsive.

Example:

Other people accept job to be

done but rely on others (No man

is an island).

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Outlooks:

1. It entails trust and willingness torely mother. (Job is done)

2. Constant supervision and mistrust

hinder productivity.

3. Policy giving subordinates freedom

in their work develop productivity.

4. Climate of freedom leads to

maximization of performance of

people.

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6. A Motivated Theory

b) Man is inherently good.c) Filipinos are basically God.Fearing people who hold

friendship and respect forothers in high regard.

1) Fiestas that abound in the

Phils. where pakikisama and

utang na loob prevail

EXERCISE IN VALUES

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EXERCISE IN VALUES

The Alligator River StoryOnce upon a time, there was a river

practically overflowing with alligators. As

you may have guessed, it was calledAlligator River. A girl named Abegail

Greg, lived on the opposite bank. Abegail

and Greg were very much in love with

each other. One slight complication: no

boat, and an alligatorfilled river stood

between them.

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Abegail decided to seek help so that

she could see her boyfriend. She

approached Rene, who owned a boat. Sheexplained her situation to Rene and asked

if she could borrow his boat. Rene thought

for a moment and replied, Sure you can

borrow my boat but under one condition.

You sleep with me tonight.

This startled Abegail, because she

didnt want to sleep with Rene, she just

wanted to borrow she boat.

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She wandered the down the road

until, she met Henry. She explained herplight w/ (her desire to see Greg and

Renes response) to Henry. Henry said,

Dont bother me! Thats not myconcern! Leave me alone! Finally,

Abegail went back to Rene and slept

with him that night. The next morning,Rene, true to his word loaned his boat

to Abegail.

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Abegail sailed across the river and

saw her beloved Greg. After spending

a few delightful hours together,

Abegail felt compelled to tell Greg

what happened. After she had related

the whole story, Greg blew up

completely, You what? I cant believe

that you slept with him! Thats it its

all over just forgot the relationship

get out of my life!

Di t ht Ab il d d

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Distraught, Abegail wandered

off. She came upon Larry, who was

wandering around too. Borrowing hisshoulder to cry on, Abegail poured

out her story to Larry. Larry then

went looking for Greg (with Abegailclose behind). Larry found Greg and

proceeded to beat him up; with

Abegail gleefully and laughinglyapplauding the bloody pummeling.

Thats the end of the story.

1 QUESTION TO ANSWER

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1. QUESTION TO ANSWER

Whose action is the mostdisgusting? Rate the characters from

1 to 5 in the order of most (1) to least

(5). Put your answer on a sheet ofpaper.

Henry Rene Abegail Larry Greg

2 GROUP DISCUSSION

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2. GROUP DISCUSSION

With the members of yourgroup, discuss your answer, until you

can reach a consensus. Leader will

write the group answer and write onthe board together with other leaders

of the groups. Their answer will look

like this

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2. GROUP DISCUSSION

Their answer will look like this

Group 1 2 3 4 5

12

3

4

5

3. Class Discussion with the

Documents

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