MOTIVATION

What is MOTIVATION?
Motivating refers to the act of “giving employees reasons or incentives … to work to
achieve organizational objectives.
FACTORS CONTRIBUTING TO MOTIVATION
1. Willingness to the job
2. Self-confidence in carrying out a task
3. Needs satisfaction
THEORIES OF MOTIVATION
1. Maslow’s needs hierarchy theory
2. Herzberg’s two-factor theory
3. Expectancy theory
4. Goal setting theory

Maslow’s needs hierarchy theory

Maslow theorized that there are five basic needs which are as follows: Physiological,
Social, Security, Esteem, and Self-Actualization. These needs are in hierarchy which
means one should accomplish first before the another.

PROCESS OF MOTIVATION MASLOW’S NEEDS HIERARCHY

THEORY

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Physiological needs – Those that fall in biological needs
Security needs – These needs include freedom from harm
Social needs – The employees will now start to strive for love, affection and to be
accepted.
Esteem needs – The need of self-image, self-respect and to be respected by others.
Self-actualization needs – Realizing our full potential and becoming what we all are
able to do.
Herzberg’s two-factor theory
This theory indicates that a satisfied employee is a motivated from within to work
harder and that a dissatisfied employee is not self-motivated
Expectancy theory
This theory is a motivation model based on the assumption that an individual will
work depending on his perception of the probability of his expectations to happen.
Expectancy theory is based on the following assumptions:
1. a combination of forces within the individual and in the environment determines
behavior
2. People make their own decisions about their own behavior and that of
organizations.
3. People have different kind of needs, goals and desires.
4. People make choices among alternatives behaviors based among the extent to
which they think a certain behavior will lead to a desired outcome.

HERZBERG’S TWO FACTOR THEORY EXPECTANCY

THEORY

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Goal setting theory
Goal setting refers to the process of “improving someone’s performance with
objectives, deadlines, or quality standards.
The goal setting model drawn Edwin A. Locke and his associates consists of the
following components.
1. Goal content – to be sufficient in content, goals must be challenging, attainable,
specific and measurable, time limited and relevant.
2. Goal commitment – When individuals or groups are committed to the goals they
are supposed to achieve, there is a chance that they will be able to achieve them.
3. Work Behavior – Goals influence behavior in terms of direction, effort,
persistence and planning
4. Feedback aspects – Feedback provide the individuals with the way knowing how
far they have come in achieving objectives.
TECHNIQUES OF MOTIVATION
1. Motivation through Job design
2. Motivation through rewards
3. motivation through employee participation
4. other techniques for the diverse work force
Motivation through job designs
A person will be highly motivated to perform If he is assigned with the job he likes.
In motivating through job designs two approaches may be used:
Fitting People to jobs. Routine and repetitive tasks make workers suffer from
chronic dissatisfaction. To avoid these remedies may be adapted.
1. Realistic job previews – where management provide realistic job previews
2. Job rotation – where people are moved to different jobs
3. Limited Exposure – where a worker’s exposure to fragmented and tedious job is
limited.

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Fitting job to people. Instead of changing the people, management may consider
changing the job
1. Job Enlargement. Where two or more job were combined in a single job.
2. Job Enrichment. Where efforts are made.
Motivation through rewards
Rewards consist of materials and psychological benefits to employees for performing
task in the workplace.
Regards maybe classified into:
1. Extrinsic – Those which refers to payoffs granted to the individual by another
party.
2. Intrinsic – Those which are internally experienced payoffs which are self-granted.
Motivation through employee participation
when employees participate in deciding various aspects of their jobs the personal
involvement often times is carried out to the point where the task is completed.
the specific activities identified where employees may participate are as follows:
1. setting goals
2. Making decisions
3. Solving problems, and
4. Designing and implementing organizational changes
the more popular approaches in participation includes the following:
1. quality control circles - the objective of the QCC is to increase productivity in
quality of output
2. Self-management teams - Also known as autonomous work groups are high
performance teams, self-managed teams “take on traditional managerial task as part of
their normal work routine”.
Requisites the successful employee participation program
to succeed, an employee participation program will require the following:
1. a profit sharing our game sharing plan.
2. A long term employment relationship with good job security.
3. A concerted effort to build and maintain group cohesiveness.
4. Protection of the individual employees’ rights.
Other motivation techniques

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1. flexible work schedules - there is an arrangement, called flextime, which allows
employees to determine their own arrival and departure times within specified limits.
2. Family support services - progressive companies provide daycare facilities for
children of employees.
3. Sabbaticals - is sabbatical leave is one given do an employee after a certain
number of years of service.

Summary
motivating is the air management action of giving employees reasons or incentives to
work to achieve organizational objectives. Motivation is the process of activating
behavior, sustaining it, in directing it towards a particular goal.
The factors contributing the motivation consists of:
willingness to do a job, self confidence in carrying out a task, and needs satisfaction.
There are 4 theories of motivation that are crucial to management:
1. Maslow’s need hierarchy theory
2. Who is berg's 2 factor theory
3. Expectancy theory
4. Goal setting theory
various techniques of motivation consist of motivation through job design, motivation
through rewards, motivation through employee participation, other motivation
techniques like flexible work schedules, family support services, in sabbaticals.

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