Chapter 6 Motivation

Chapter Index

S. No

Reference

No

Particulars

Slide

From-To

1 Learning Objectives 3

2 Topic 1 Concept of Motivation 4-7

3 Topic 2 Theories of Motivation 8-19

4 Topic 3 Motivational Techniques 20

Learning Objectives

Discuss the concept of motivation

Analyse and compare various motivational theories

Describe the techniques of motivation

Concept of Motivation

Motivation refers to encouraging individuals to direct their actions towards the

realisation of organisational goals..

The management tries to motivate employees by providing them monetary and

non-monetary benefits.

Motivation helps employees generate a positive work attitude and make sincere

efforts towards accomplishing organisational goals.

Some features of motivation are:

Motivation requires different sources for different people.

It influences the behaviour of individuals positively.

It reduces absenteeism employees take more interest in their work.

It encourages employees to fulfil their own unsatisfied personal goals.

It helps the employees to achieve individual, group and organisational goals.

Features of Motivation

Factors Affecting Motivation

Difference in performance appraisal system

Value differences

Work ethics

The entire process of motivation can be well understood using the below figure:

Unsatisfied

Need Tension Drives

Search

Behavior Satisfied Need

Reduction of Tension

Process of Motivation

Theories of Motivation

Some of the theories provided by eminent theorists are as follows:

Maslow’s Hierarchy of Needs

Theory X and Theory Y

Herzberg’s Two Factor Theory

McClelland’s Theory of Needs

Goal Setting Theory

Equity Theory

Vroom’s Expectancy Theory

ERG Theory

Cognitive Evaluation Theory

Cognitive Dissonance Theory

Behaviour Modification Theory

The following are the levels of needs as given by Abraham Maslow:

Maslow’s Hierarchy of Needs

Physiological needs

Safety needs

Social needs

Esteem needs

Self-actualisation needs

Douglas McGregor proposed two different views about human beings.

Theory X and Theory Y

Theory X = Fundamentally

negative

Theory Y = Fundamentally

positive

Frederick Herzberg proposed the two-factor theory, which investigates about

people’s expectations from their jobs. The factors are:

Herzberg’s Two Factor Theory/Motivation

Intrinsic factors

Extrinsic factors

The theory was proposed by David McClelland, is based on three needs and their

three respective drives which are:

• Drive to Excel Need for Achievement

(N Ach)

• Drive to Influence Others Need for Power

(N Pow)

• Drive for Close Interpersonal Relationship Need for Affiliation

(N Aff)

McClelland’s Theory of Needs

Goal setting theory, given by Edwin Locke, explains that the specific and difficult

goals lead to higher performance. The goal setting theory is based on five basic

principles which are as follows:

Goal Setting Theory

Clarity

Challenge

Commitment Feedback Task complexity

According to J. Stacy Adams, individuals compare their job inputs and outcomes

with those of others and then the inequities found in the comparisons create

negative or positive feelings among them. There are four referent comparisons

that an employee can use, which are:

Equity Theory

Other-inside Self-inside

Other-outside Self-outside

Equity Theory

The expectancy theory, given by Victor Vroom, is one of the most widely accepted

explanations of motivation. According to this theory, the employees will be motivated

to apply great effort when they believe that it would result in performance

appraisals and rewards. This theory, given by Victor Vroom, focuses on three

relationships, which are:

Vroom’s Expectancy Theory

Performance-reward relationship

Rewards-Personal goals relationship

Effort-performance relationship

Expectancy Theory

The ERG theory was developed by Clayton Alderfer. This theory is a refinement of

Maslow’s need hierarchy theory; as Maslow’s theory identifies five needs and ERG

theory condenses these five needs into three needs, shown as follows:

ERG Theory

Existence

Relatedness

Growth

This theory, developed by Deci and Ryan in 1985, relates two basic factors,

namely:

Cognitive Evaluation Theory

Cognitive Evaluation

Theory

Intrinsic motivation

Extrinsic rewards

Cognitive Dissonance Theory

Cognitive dissonance theory, given by L. Festinger, states that there is a tendency

among individuals to look for consistency in their attitudes and behaviours.

Cognitive Dissonance

Theory

Attitudes

Behaviours

Behaviour modification is based on the fact that internal or external stimulus, if

repeated, can lead to a change in the behavior of individuals.

Behaviour Modification Theory

Behaviour modification

Defining problem

Techniques

Briefness

Scientific demonstration

Applicability

Principle of learning

According to Pear & Martin, the characteristics of Behaviour modification are:

Motivational Techniques

Common motivational techniques mostly used in an organisational setting are:

Motivation Techniques

Job

Enrichment

Goal Setting

Alternative Working

Schedules

Monetary and Non-Monetary

Benefits

Flexi-hours

Upgrading the Skills of Employees