LESSON 4 Motivation and human behavior ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Motivation It means aims, desire, impulse, intention, objective and end. It is from the Latin word movere which means to move. Can also be interpreted as wishes, desires, cravings and drives. The process of motivation can be best understood in the following causative sequence. Figure 1 The Motivation Process Needs Desires or Motives
Achievement of Goals

Under the motivation process: Needs produce drives which eventually lead to the accomplishment of desired goals. It caused by deficiencies which can be either physical / psychological. o Physical: No sleep for 48 hours o Psychological: No friends / companion Motive is a stimulus which leads to an action to satisfy the needs. o Motives produce action Achievement of the goals satisfies the need and reduces the motive.

Nature of Motivation Curtis W. Cook Motivating employees is one of the most consistent challenges any manager faces. Motivation results from a persons attitudes reacting to a specific situation. A managers job is to identify employees drives and needs and to channel their behavior, to motivate them towards task performance. It is important to understand the employees needs.

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LESSON 4 Motivation and human behavior ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------ Motivational Drives People tend to develop certain motivational drives as a product of cultural environment in which they live. These drives affect: o The way people view their job and consequently, affect their lives. These motivational drives reflect the various elements of culture in which they were shaped: - family, school, church, work environment and the books they read.

Achievement Motivation It is a drive to accomplish objectives and to get ahead. A person with this kind of drive would like to achieve objectives and advance up to the ladder of success. o Ex. He will work harder when he perceives that he will receive personal credits for his effort. It is similar to the Japanese cultural value placed on Kaisen (drives to seek ways of improving everything around them).

Affiliation Motivation It is a drive to relate to people effectively. The comparison between Achievement motivation and Affiliation Motivation In achievement motivation, oriented people normally work harder when their superiors provide detailed evaluation of their work behavior. It is observed that people with affiliation motives work better when they are complimented for their favorable attitudes and cooperation.

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LESSON 4 Motivation and human behavior ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------ The Need Want Satisfaction Chain Human needs such as food, clothing, shelter, water, air are the basic aspects for human survival. These needs vary in intensity and the motivation involves a chain reaction. Figure 2 The Needs Chain

NEEDS

give rise to wants

which Cause tensions

which gives rise to actions

which result in satisfaction

Felt needs give rise to wants or goal sought, which causes tensions if desires are not fulfilled. These eventually rise to action toward achieving goals which ultimately result in satisfaction.

Directing Motivation and Productivity In Managing people to obtain maximum productivity, there are three general objectives: o To improve the performance of subordinates on their present job in terms of result accomplished. o To prepare subordinates to accept increasing responsibility in present jobs. o To help subordinates grow and develop in terms of higher level jobs. Thus, the key to productivity is job performance, and the key to job performance is motivation. These are the factors play a part in determining employee motivation and productivity: o The attitude which the worker brings to the job in the first place. o The total organizational climate with respect to policies, procedures, rules, regulations and other factors that affect job performance. o Specific environmental aspects other than physical conditions, such as the system of awards, promotions and opportunities.

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LESSON 4 Motivation and human behavior ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------ Need Hierarchy Theory This theory is based on the assumption that workers are motivated to satisfy a number of needs that money can satisfy directly or indirectly. The hierarchy of needs theory is considered one of the most widely identified theories of motivation put forth by Abraham Maslow. Figure 3 Maslows Hierarchy of Needs
S.A.

Esteem needs
for Affiliation or acceptance needs for Selfactual and safety izatio n
Self

Security

needs

Physiological Needs

Physiological needs These are the basic needs for sustaining life such as food, water, air, shelter and sleep. Security and Safety needs These are needs to be free of any physical danger, threat and deprivation and of the fear of losing a job or a shelter. Affiliation or Acceptance needs People are social beings, and therefore they need to belong and to be accepted by others. This need is satisfied by the development of meaningful personal relations with other groups of individuals. Esteem needs This type of needs produces satisfaction such as power, prestige, status, selfconfidence and self worth. Need for Self-actualization (SA) This is a desire and aspiration of an individual to become what one is capable of becoming to maximize ones potential and to accomplish something that is worthy of recognition.
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LESSON 4 Motivation and human behavior ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------ Reinforcement theory This theory of motivation is closely related to the preference expectancy theory. This illustrates that if a worker is given a pay increase when performance is high, then the worker is likely to continue to strive for high performance. It assumes that the consequences of individual behavior determine the level of motivation.

Job Satisfaction This is closely related to motivation. Importance difference between motivated workers and satisfied one. o Job satisfaction refers to a persons general attitude about his job. The five components of job satisfaction o Attitude toward work group o General working conditions o Attitude toward company o Monetary benefits o Attitude toward supervision

Job Content and Context Motivators that are mostly job-centered, relate to the job content. Maintenance factor are basically related to job context, because they are more related to the environment surrounding the job.

Job Enrichment It attempts to make job more varied by removing the dullness and monotony associated with repetitive operations. It means enlarging the scope of the job by adding similar task without enhancing responsibility. The essence of job enrichment is to build into jobs a higher sense of responsibility and achievements.

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LESSON 4 Motivation and human behavior ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------ Economic Incentives It is applied to almost any type of job to motivate a high level individual, group or organizational performance. Their economic incentives, in effect stimulate workers desirable role behavior such as creativity and ingenuity and other needs of workers through:

Wage incentives o Provide more pay for more production brought about workers high performance level. Profit Sharing o As an economic incentive, it is a system that distributes to workers a part of the profit of business in the form of cash.

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