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Assignment

Explain what you understand by the underlying concept of motivation. Outline the challenges for
managers in trying to apply traditional content and process theories of motivation.

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There is an old saying that we can take a horse to water, but we cant force it to drink; it will drink only
when its thirsty, same goes with a human. Humans will only do what they are willing to do or motivated
to do. Motivation is a skill which can or must be learned. Motivation is key for any business to survive
and succeed.
Performance= (Motivation) (Ability) (Work Environment)
Glueck said about Motivation as Motivation is the inner state that energizes channels and sustains human
behavior."
Bartol and Martin (1998) relate motivation to the force that stimulates behavior, provide direction to
behavior, and underlies the tendency to prevail. In other words, individuals must be sufficiently
stimulated and energetic, must have a clear focus on what is to be achieved, and must be willing to
commit their energy for a long period of time to realize their aim in order to achieve goals.
Different authors have got the concept of motivation differently. But, all definitions have three things in
common, they all principally concerned with factors or events that stimulate, channel, and prolong human
behavior over time (Steers et al. 2004).

Types of Motivation
Extrinsic Motivation

Intrinsic Motivation

Extrinsic and Intrinsic motivation have been researched widely by various scholars, and a pathway for
development and implementation practices is constructed with this study and difference. Intrinsic
motivation is an important build, showing the natural esteem to learn and master. On the other side
extrinsic motivation varies on great extend to its relative freedom and thus either have external control or
self-regulation/punishments.

Source: CHULZE,THIMOS (2009) WORKER MOTIVATION IN CROWDSOURCING AND HUMAN COMPUTATION

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Theories of Motivation:
Theories of Motivation is mainly categorized as
Content Theories

Process Theories

Content Theories:

Maslows need hierarchy theory (1943 & 1954)

Alderfers Erg Model (1972)
Mc Gregors Theory X&Y (1960)
Herzbergs two-factor theory (1968)

Maslows need hierarchy theory:

As per Maslows theory, there are four type of need that needs to be satisfied before humans can act
unselfishly. The needs are arranged in a hierarchical order. The upward climb is made by satisfying one
set of needs at a time. The most basic drives are physiological. After that come the need for safety, then
the desire for love, and then the quest for esteem. Note the softening of terminology used to describe the
move up the ladder. Were driven to satisfy the lower needs, but were drawn to meet the higher ones.

Source: Wikipedia Maslow's hierarchy of needs

Physiological needs are Air, Water, Food, and Sleep. Once physiological needs are met, human turns for
safety in order to be free from physical or emotional threat and harm; need can be fulfilled by House, safe
job, law order & medical services. Once the human is done with lower needs they develop a higher need
in which first comes love/belonging which is fulfilled by friendships, belonging to the group &
exchanging love. Esteem needs can be further divided into two parts: Internal & External. Esteem
includes attention, achievements, self-respects & recognition. Self-actualization is at peeking in Hierarchy
of need it is a quest of reaching ones full potential by truth, peace, knowledge etc.

For Example- Park Hyatt Hotels, Beaver Creek USA.

They provide their staff with free on duty meals & discounted off duty meals, free dormitory
accommodation for staff willing to opt for, Company medical Insurance cover for close family,
Monthly recognition for top performers & scheduled training classes for growth.

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Mc Gregors Theory X and theory Y:
Douglas Mc Gregor proposed his famous X-Y theories in his 1960 book The Human side of enterprise
Theory X says that people dont like work; they want to avoid it and dont want to take responsibilities, it
stresses on strict supervision, penalties and external motivations. Whereas theory Y says people are selfmotivated and succeed in responsibilities; it focuses on the motivating role of job satisfaction and
encourages the worker to follow up task without any supervision.

Examples:
Theory X: Government Legal offices: They have Standard operating Process for every task. They are
monitored by higher authority. Tasks are very much repetitive in nature.
Theory Y: Google- employees are free to choose their working hours; in some cases, they have an option
for working from home. Management is concerned about the final outputs. They have empowered their
employees to take their own calls and are often awarded on completion of tasks. Giving and a good
example of customized job design.

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Process Theories:

Equity Theory, Adam (1963)

Expectancy Theory, Vroom (1964)
Goal Setting Theory, Edwin Locke(1964)
Porter & Lawler Model,(1968)

Equity Theory:
The structure of Equity Theory is based on the ratio of input to output. Indeed not only on our ratio but it
also depends on the ratio of others. People create a perception of balance ratio of input and output by
comparing themselves with the person in the same situation.
This theory explains how a person who is happy or motivated on work , turn out to be sad and
unmotivated with no change in working condition when they come to know another person in same
working condition is getting more benefits or better work to reward ratio.
For Example Permanent employees may get de-motivated when they come to know that contract
employees are enjoying more perks as compared to them. As permanent worker find themselves on the
upper end in terms of company engagement.
It is not only about work to money give and take. It is an effort we give (Inputs) to Rewards we receive
(Output).

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Porter & Lawler Model:

Porter & Lawler used Victor Vrooms theory of expectancy to develop their Porter & Lawler Model.
Porter & Lawler similarly to expectancy theory they also concluded that Individuals motivation to finish
the task is directly affected to reward they expect to receive on completion of the task. However, they also
introduced additional aspects to Vrooms theory to give a complete version.
Intrinsic rewards

Extrinsic rewards

Intrinsic rewards are the pragmatics feelings one gets on doing or completion of the task. Like
satisfaction, achievements.
Extrinsic rewards are the external factors of motivations for completion of the task. Like a bonus,
increment, perks etc.
Porter & Lawler also stated that motivation depends on individual interest, ability & assumption for the
task.

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Challenges for managers in apply traditional content and process theories of

motivation:
-Maslows hierarchy was introduced seven decades ago, during that time needs for human were different
and now need have changed. For instance, if a manager threatens an employee to fire or terminate he
approaches the base of Hierarchy of needs to motivate or get better performance, but with the changing
scenario people find self-esteem and respects as more fundamental. Such threats may lead to demotivation or staff turnover.
-As per research conducted by HBS professors Amabile and Kramer they found 95% of the manager were
wrong in their thinking of motivator. Research showed small win or daily achievement of goal was the
main reason for an employee to return to the job, it was not money. Results are completely contradictory
to Maslows hierarchy.
-Offering appropriate rewards can boost performance? How to ensure Rewards offered are appropriate or
not?
-Equity theory emphasize on individuals feel motivated if they are treated equally in the workplace. What
if one person in same job role performs better and other dont?
-Recognition of individual difference & preference. It is a hard job for the manager to tracks how each
employee is motivated.
-The process of performance evolution.

According to Islam and Ismail (2008) the theories mentioned continue to offer the foundation for
organization and managerial development practices to a large extent. Along with the above theories,
during the last decade, based on employees' motivation many empirical studies have been carried out
(Islam and Ismail, 2008). For example, Vaitkuvien- (2010) conducted research in two Swedish
manufacturing companies given by, the company Frilight AB and Enitor Plast AB and reported that the
workers were found satisfied with the working conditions, training of staffs and career opportunities. The
author argued that the Swedish employees were motivated and that the employees do not avoid
responsibilities and follow directions. Vaitkuvien- (2010) also found that almost all employees are
stimulated with the organizing of recreational tours, holidays and events. According to the author more
than half of employees in the Sweden manufacturing companies are stimulated through gifts on various
occasions (birthdays, holidays), free meals at work, health insurance coverage, work, clothes, equipment,
travels for the company employees, days off, recognition and good working conditions and therefore the
author pointed out that the employees of the manufacturing companies consider non-financial motivation
tools to be more important.
Simultaneously Manager has bent this theory according to their organization structure and need to get
better outputs and performance. As these theories where analyzed and quoted decades ago, with change in
time there have been significant change in human perspective of being motivated/motivation.

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