Motivation

 “WILLINGNES TO EXERT HIGH

LEVEL OF EFFORT TOWARDS
ORGANISATIONAL GOALS
,CONDITIONAL BY THE EFFORT
ABILITY TO SATISFY SOME
INDIVIDUAL NEEDS”
PROCESS OF MOTIVATION

NEED
DRIVE(GROAL DIRECTED
BEHAVIOUR)

GOAL

INCENTIVE &
RELIEF
 Nature of Motivation

 1. Based on Motives (needs)

 2. Affected by motivating
 3. Goal directed behavior
 4. Related to satisfaction
 5. Complex process
 IMPORTANCE OF
MOTIVATION
 HELP ORGANISATION SURVIVE

 MOTIVATED EMPLOYEES ARE MORE

PRODUCTIVE
 THEORIES OF MOTIVATION
THEORIES

REINFORCEMENT
CONTENT PROCESS
THEORY
THEORIES
MASLOW’S THEORIES
VROOM’S
NEED EXPECTANCY
HIERRARCHY THEORY
HERZBERG’
S TWO PORTER-LAWLER
FACTOR MODEL
MCCLELLAND
’S NEED EQUITY
THEORY THEORY
ALDERFER’
S ERG
THEORY
Maslow’s need Hierarchy

SELF
ACTUALISATION

4 Esteem

3 Social

2 Safety

1 Physiological
Herzberg’s motivation

Factors- Herzberg’s

Hygiene Factors or Maintenance Motivational factors

McClelland’s needs Theory

Power motive

Affiliation motive

Achievement motive
PORTER-LAWLER MODEL
VALUE OF REWARD ABILITY & REWARDS PERCEIVED EQUITABLE REWA

INTRINSIC
REWARDS

PERFORMANCE SATISFACTIO
EFFORTS N
ACCOMPLISHME
NT
EXTRINSIC
REWARDS
ROLE
PERCEPTION

PERCEIVED EFFORT REWARD

PROBABILITY
 MOTIVATING TOOLS
1. JOB ENLARGEMENT:INVOLVES ADDITION OF TASKS AT THE
SAME
LEVEL OF SKILLS AND RESPONSIBILITY

4. JOB ENRICHMENT:INCREASE THE AMOUNT OF EMPLOYEE

CONTROL AND RESPONSIBILITY.

3. JOB ROTATION: MOVEMENT BETWEEN DIFFERENT JOBS.

 EMPLOYEE INVOLVEMENT PROGRAMME
 EMPLOYEE INVOLVEMENT PROGRAMME
 PARTICIPATIVE MANAGEMENT
 REPRESENTATIVE PARTICIPATION
– WORKS COMMITTEES
– BOARD REPRESENTATIVES
– EMPLOYEE STOCK OWNERSHIP PLANS

 QUALITY CIRCLES
 CREATING EFFECTIVE REWARD SYSTEMS IN
ORGANISATIONS.
 7 Equity Theory
Input- Output-
Efforts Pay—
Time Promotion
 Education Recognition
Experience Security
Training Personal development
Ideas Benefits
Ability Friendship opportunity
4Alderrfer’s ERG Theory
Existence needs

Growth needs Relatedness needs

5Vroom’s Expectancy Theory
Valence

Expectancy

Instrumentality
 Exchange Relationship
`1 Overpaid Inequity-
Person’s outcomes > Other’s outcomes
Person’s Inputs Other’s Inputs

`2 Underpaid Inequity-
Person’s outcomes < Other’s outcomes
Person’s Inputs Other’s Inputs

`3 Equity
Person’s outcomes = Other’s outcomes
Person’s Inputs Other’s Inputs
 Re-establishing Equity

 1 Changing his inputs

 2 Changing His outcomes
 3 Changing inputs & outputs of others
 4 Changing the persons compared
 5 Leaving the situation
 8 Carrot and Stick Approach

Carrot =Rewards Stick =Punishment

Based on the ‘principles of reinforcement’
Organization need control & influences
 9 McGregor’s theory X & Y

X Theory:- Y Theory:-
Mgt. Res. For Responsibility
organizing Exercise to creativity
Modifying behavior Modern industrial
Inherently self centered Proper condition
Resistant change External controls
Gullible( no ambition ) Democratic leadership
Autocratic leadership
 10 Theory Z

 1 Trust
 2 Strong Bond
 3 Employee involvement
 4 No formal Structure
 Coordination of human being
11 Contingency Approach

Micro motivation Macro motivation

 Sound motive System

 Adequate motivation
 Analysis of motives
 Simplicity in motivation system
 Uneven motivation
Motivational Application

Reward system Empowerment

Morale Quality of work life

Job satisfaction
 1 Designing of Reward System

Incentives

Financial incentives Non-financial incentives

 Financial incentives
 Using Money as
motivator
 Profit sharing
 Co-partnership
 Retirement Benefits
 Non-financial incentives
 Status
 Promotion
 Responsibility
 Making job pleasant & interesting
 Job security
 Team spirit
 Informal group
 Participation
 Empowerment
 Job mastery
 More control
 Emotional support
 Responsibilities
 Social Reinforcement
 Quality of Work

Performance productivity

Job satisfaction Job involvement

Individual factors

Job factors

Sense of competence Org. factors

 Job satisfaction

 Individual factors –Education, Age etc.

 Situational variables –Working condition,

Opportunity, Work group etc.

 Effect – Physical & mental health,

Productivity, Employee turnover
 Morale

30

25

20
High morale
15
M=P
10 High prod.

0
Production Morale
 Morale Building
 Manpower Mgt.
 HR Approach
 Management attitude
 Participation
 Organization structure
Thank you