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Misunderstood Phenomenon
The most talked but least understood phenomenon
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A Deadly Weapon
The most powerful weapon on earth is the human
soul on fire.
(Field Marshal Ferdinand Foch)
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The Impact of Motivation
Highly motivated people usually reach their goals
more successfully than people who may be better
trained, better equipped or even smarter, but not as
motivated as the former are.
(World Executives Digest)
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Not Numbers but Motivation
Not numbers or strength brings victory in war, but
whichever army goes into battle stronger in soul;
their enemies generally cannot withstand them.
(Xenophon, 400 BC)
(A soldier, and a
contemporary of
Socrates)
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What is Motivation..??
Latin word Movere that means To move
English word Motive that means Purpose, Aim
Motivation is:
To move for a purpose or an aim.
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Motivation Defined
The will to achieve.
(Bedeian, 1993)
An internal drive to satisfy an unsatisfied need.
(Higgins, 1994)
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Motivation Defined
The psychological process that gives behavior
purpose and direction.
(Kreitner, 1995)
A predisposition to behave in a purposive manner to
achieve specific, unmet needs.
(Buford, Bedeian, & Lindner, 1995)
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Myths about Motivation
I can motivate people
Money is a good motivator
Fear of losing a job is a good motivator
What motivates me, also motivates my employees
Increased job satisfaction means improved
performance
I cant understand motivation; its psychology
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We can take a horse to water but
can we force it to drink?
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Our Perception!!!
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Lets Talk About Reality
Motivation is about humans(Agree / Disagree)
We all are humans (Agree / Disagree)
Who knows us better than us (Agree / Disagree)
So why cant we talk about ourselves..!!!
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The Hullian Approach
NEED DRIVE INCENTIVE
MotiveUrge
Thrust
Direction
Physiologicalor
Psychological
Disorder
Anythingwhich
restores
balance
(C L Hull, 1930)
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Maslows Needs Theory
Deficit NeedsDeficit Needs
Being NeedsBeing Needs
Food, water, shelter, rest
Security, safety from danger
Family, association
Recognition, status
Realizing potential
(Maslow, 1943)
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Needs Theory Work Context
Deficit NeedsDeficit Needs
Being NeedsBeing Needs
Salary, accommodation, clothing, rest
Security, safety, policies, insurance
Family, association, comradeship
Appreciation, recognition, status
Growth, autonomy, responsibility
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Needs A Reality
A person without food and water cannot be
motivated with a certificate
Comradeship will seldom motivate a person facing
job insecurity
Person having lost love & affiliation cannot be
motivated by a well done
A high performance employee can be motivated by
allowing more actualization
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Motivators Maslows Theory
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Where to Focus
85%
70%
50%
40%
10%
Weakm
otivators
Areato
focu
s
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Herzbergs Two Factor Theory
Deficit NeedsDeficit Needs
Being NeedsBeing Needs
Hygiene Factors(Prevent dissatisfaction)
Motivators(Build motivation)
(Herzberg, 1959)
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Two Factor Theory Work Context
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The Four Motivations
Ripple Motivation
No Motivation Flat Motivation
Real Motivation
Hygiene Factors
Motivators
Low
Low
High
High
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Difference of Perceptions
Tactful disciplineFeeling of Being in on Things
Good working ConditionHelp on personal problems
Personal loyalty of SupervisorFull appreciation of work
PromotionTactful discipline
Interesting workPersonal loyalty of Supervisor
High wagesInteresting work
Job securityGood working conditions
Help on personal problemsPromotion
Feeling of Being in on ThingsJob security
Full appreciation of workHigh wages
What Employees wantedWhat Supervisors thought
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Management Misunderstandings
Generally focused on hygiene factors
Think higher pay, benefits, better work conditions
can motivate
Think post-retirement benefits can motivate
Lack of concern for real motivators
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Vrooms Expectancy Theory
People will be motivated to do thing to reach a goal
if:
They believe in worth of that goal
If they can see that what they do will help them in
achieving that goal
(Vroom, 1964)
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Expectancy Theory
Motivation = V x I x E
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Expectancy Model - Guidelines
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Adams Equity Theory, 1965
Inequity results in de-motivation leading toReduced in ut seekin more reward or leavin the situation
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Grand Motivational Model
Deficiency Effort Fulfillment
Survival
Safety
Affiliation
Esteem
Self Actzn
Incentives
Expectancy
VIE
Equity
Hunger
Thirst
Exposed
Danger
Insecurity
Risk
Loneliness
Low esteem
Low achievement
Low growth
Motivation
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The 3-Circle Approach
IndividualIndividual
TaskTask
OrganizationOrganization
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Ignoring an essential
TaskTask
OrgOrg IndividualIndividual
TaskTask
OrgOrg IndividualIndividualOrgOrg IndividualIndividual
TaskTask
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Individual Factors
Understand as individuals
Assist and support
Reward individuals
Develop and utilize capabilities
Balance all the needs
Focus on unsatisfied needs
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Task Factors
Performance standards
Task training
Job enrichment/enlargement
Performance feedback
Task control
Teamwork / comradeship
Task identity / significance
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Organizational Factors
Understand the mechanism
Ensure Hygiene factors
keep VIE process in sight
Ensure equity and justice
Re-evaluate policies
Autonomy / empowerment
Ensure work-family balance
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What do they want..?? A Case
Please read the case and analyze, in groups, what
employees wanted from their employer.
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Motivation At your Level
Recommendation for promotion, benefits Recognition, praise
Letter of commendation
Participation in decision making Job enlargement / enrichment
Desirable work assignments
Increased status
Invitations to tea
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