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8/14/2019 Motivation Sym 6
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UNIT 6
BASIC MOTIVATION CONCEPTS Definition Early theories of Motivation Hierarchy of needs,
Theory X & Y, Two Factor theory Contemporary theories ERG theory, Mc Cllelandstrio of needs, Goal setting theory, Reinforcementtheory, Flow and intrinsic motivation theory,Expectancy theory
Motivation across cultures. Case study
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MOTIVATION
Derived from a Latin word- movere which means to mov
May be defined as a driving force that propels a person todo a particular action.
Can also be defined as a complex of forces inspiring aperson at work. It is something that moves a person intoaction.
It is a function that kindles a burning passion for actionamong human beings.
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MOTIVATION
POTENTIALPERFORMANCE
(P)
ABILITY(A)
MOTIVATION(M)
=
A determines What he can doM determines What he will do
When M is strong and positive employee output increases.When M is weak and negative employee performance is low.
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MOTIVATION
GOALS
NEED
DRIVE/MOTIVE
THREE INTERACTING & INTERDEPENDENT ELEMENTS IN
MOTIVATIONAL PROCESS
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THE PROCESS OF MOTIVATION
UNSATISFIED
NEED
CREATES
TENSION
SEARCHBEHAVIOUR
(DRIVE/ACTION)
GOAL NOTACHIEVEDGOAL ACHIEVED
TENSIONRELIEVED
FRUSTRATION
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TRADITIONAL ASSUMPTIONSABOUT PEOPLE
THEORY X THEORY Y
1. People dislike work and avoid it. Work is as natural as play.
2. People need to be coerced andcontrol needs to be exercised.
Self direction and self controlpresent in individuals.
3. People try to avoid responsibilitiesas far as possible.
People have potential and theyare willing to take responsibilities.
4. Not ambitious Ambitious.
5. Managerial role is to force peopleto work and control them. Managerial role is to developpotential in employees and helpthem realize that otential.
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Mc CLELLANDS LEARNED
NEEDS
Needs are acquired through interaction withenvironment
Not a hierarchy, but degrees of each type ofmotive
Three types of motives-Achievement motive (N Ach)Affiliation motive (N Aff)Power motive (N Pow)
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CLASSIFICATION OF MOTIVES
(Given by Mc Clleland) ACHIEVEMENT MOTIVE drive to accomplish objectives,
to excel, work harder, climbladder of success, want feedback,
moderate risk takers
2. AFFILIATION MOTIVE drive to relate with people, wantco-operation, mutual understanding,seek friends around them
3. POWER MOTIVE - drive to influence people, control thehave all authority, create impact,risk takers, want to lead rather than
follow.
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MASLOWS HIERARCHY OF
NEEDSMost well known theory of needs..
Needs organised in a series of levels or hierarchy.
Needs can be
Higher Order(Growth needs)
Lower Order(Striving needs)
Social
Self esteem
Self-actualisation
PhysiologicalSafety
No need can be fully satisfied; partial satisfaction of one
need leads to the next level
Man is a Perpetually wanting animal. When one need issatisfied he aspires for the next higher one.
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MASLOWS HIERARCHY OF
NEEDS
HIGHERORDER
NEEDS
LOWERORDERNEEDS Physiological- food, shelte
, clothing.
Safety- emotional, physical,job security
Social-love, affection, caring,friendly relations
Self-esteem-egosatisfyin
Self actualisation- tobecome what one is capable of
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MASLOWS HIERARCHY OF
NEEDSCRITICAL ANALYSIS:
Research does not validate the theory.
Movement is from lower level to higher level and ithappens when lower order is reasonably satisfied.What is reasonable ?- cannot be measured
A rigid hierarchy is suggested which is not true in all cases
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HERZBERGS TWO FACTOR
THEORY Given by Frederick Herzberg.
Used Critical Incident Method for this study. Askedworkers to remember incidents when they felt good &
bad about their jobs.
Gave Two Factors Motivational Factors/Satisfiers(produce motivation)
Hygiene Factors/Maintenance Factors(preventjob dissatisfaction)
Some factors preventjob dissatisfaction and some variables
produce motivation
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Herzbergs Two Factor TheoryHighHigh
MotivationMotivation
HighHigh
HygieneHygiene
LowLow HighHigh
MotivatorsMotivators
LowLow
No MotivationNo Motivation
DissatisfactionDissatisfaction
No DissatisfactionNo Dissatisfaction
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HERZBERGS TWO FACTOR
THEORY
HYGIENE/MAINTAINANCEAbsence of these factorscause dissatisfaction
Presence of these factorswill not bring strong
motivation.Necessary to maintainstatus quo.
These are-Company policy&administration, technical
supervision, Interpersonalrelations with seniors;peers; sub-ord, salary, jobsecurity, personal life, workcondition,status.
Related to job context.Extrinsic to job.
MOTIVATIONAL/SATISFIERSAbsence of these does notcause dissatisfaction.
Presence of these factorsbring strong motivation.
These are-Achievement,recognition, advancement, workitself, personal growth,responsibility.
Directly related to job
content. So, intrinsic to thejob.
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HERZBERGS TWO FACTOR
THEORY
Herzberg assumes there is a relationship betweenproductivity & satisfaction. His research focused onlyon satisfaction.
Used Critical Incident Method for this study. Procedure
limited as you might not recollect some important thingsduring time of study.
Said there are different continuum for satisfaction anddissatisfaction.
CRITICAL ANALYSIS:
satisfaction No satisfaction
Dissatisfaction No dissatisfaction
SatisfactionDissatisfaction
Acc toHerzber
Others
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ALDERFERS ERG THEORY
MASLOWSNEED HIERARCHY
ERG THEORY
Physiological
Security
Social
Esteem
Internal
External
Self actualisation
EXISTENCE
RELATEDNESS
GROWTH
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ERG MODEL OF MOTIVATION
Frustration-Regression Satisfaction-Progression
Growth Needs
Relatedness Needs
Existence Needs
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ALDERFERS ERG THEORY
More than one need can be operative at a time.
Progression is not always from lower to higher level.
Frustration regression phenomenon present Whenunable to satisfy upper level needs, the individual willrevert to satisfying lower level needs
Chronic needs (persist over a period of time) vs Episode
needs (situational and change according to environment)
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