Chapter 5

Motivation

by Kaiser Alam Mozumder

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5-1

What is Motivation?

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5-2

Defining Motivation Work Motivation is the set of internal and external forces that

Cause an employee to choose action and engage

in certain behaviors
Key Elements
1. Internal: Physical & Mental 2. External: Social & Stakeholders 3. Action and engage: Activity & Decision

Case study : Hyatt Regency Hotels

((Seeing a long road a head))

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5-3

Defining Motivation

Key Elements

1. Intensity: how hard a person tries

2. Direction: toward beneficial goal 3. Persistence: how long a person tries Motivation refers to a process that initiate, sustain and direct our behavior- physiology: Nelson-Hall: 1986:P:266
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5-4

Employees interest in Motivation

Work Motivation is a complex combination of psychological forces within each person, and employers are vitally interested in three elements of it: -Direction and focus of the behavior
(Positive :Dependability, creativity, helpfulness, timeliness, Negative: Tardiness, absenteeism, withdrawal, low performance)

-Level of the effort provided

(Commitment to excellence Vs doing just enough)

-Persistence of the behavior

(maintaining the effort Vs giving up permanently)

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5-5

Motivational Cycle
When upset of the organism removes (relief) Example: eat and sleep Positive Goal: Feel attraction Negative Goal: Wants to stay away from pain, searching for freedom

Need

Tissue/ element Hormone Social : Own facility Others benefits

Goal

Motivational Cycle

Drive

Additional Activities to fulfill the goal Example: Hunting , killing for food
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Upset Body Example : Food Stopped for 3-6-9-12 ?! Upset in Environment

Instrumental Behavior
5-6

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Motivation Cycle Environment Opportunity

Needs or Drive

Tension

Effort

Performance Reward

Goals / Incentives

Ability

Need Satisfaction A managers job is to identify employees drive and needs and to channel their behavior, to motivate them, towards task performance
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5-7

HUMAN NEEDS

Types of Needs
Primary needs------------------------physical
-Basic requirement of life and important for survival

Secondary needs (7 keys)---------psychological

- Are strongly conditioned by experience - Vary in type and intensity among people - Are subject to change across time within any individual - Cannot be isolated, but rather, work in combination & influence one another - Are often hidden from conscious recognition - Are vague feelings as opposed to specific physical needs - Influence behavior
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5-8

MOTIVATIONAL DRIVES

Biological Drive

Social Drive

1.Hunger, 2.Thirst, 3.Sexual, 4.Maternity

1.Fame, 2.Gregariousness, 3.Security, 4.Approval, 5.Achievement, 6.Aggression, 7.Need to dominate

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2002 The McGraw-Hill Companies, Inc., All Rights Reserved.

5-9

What is Motivation for these people right now?

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5-10

What is Motivation for these people?

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5-11

MOTIVATIONAL DRIVES

David C. Mc. Clelland of Hurvard University Developed a highlighting three more dominating drives and pointed out their : 1. Achievement Motivation to accomplish objective and get ahead 2. Affiliation Motivation to relate to people effectively 3. Power Motivation to influence people and situations
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5-12

1. Achievement Motivation AM is a drive some people have to pursue and attain goal.

Accomplishment is seen as important for own sake, not just for the rewards that accompany it
Employee work harder they think they will receive a personal credit for the effort when the risk of failure is only moderate.

People with high drive take initiative, responsibility, take action and control their destiny and SEEK regular feedback.
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5-13

1. Affiliation Motivation AFM is a drive to relate to people on a social basis

Employee work better when they are accompanied by favorable attitude and cooperation
AFM tends to select friends and they want the job freedom to develop the relationship AFM assign challenging job, directing work activities and monitoring work effectiveness.
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5-14

1. Power Motivation PM is a drive to influence people take control and change situations.

PM once obtained may be used constructive or destructive way PM can be institutional or personal ways PM has the major risk to lose trust, respect when it is unsuccessful.

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5-15

What will be the Managerial Application of the drive? How motivated is this person?

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5-16

Need Hierarchy Theory Maslows Hierarchy of needEmployees are more enthusiastically motivated by what they are currently seeking than by receiving more of what they already have A fully satisfied need will not be a stronger motivator Higher-order
needs Selfactualization needs Esteem needs Social needs Safety needs Physiological needs Lower-order needs
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Self fulfillment

Internal: Self respect, Autonomy External: Status, Recognition, Love, belonging, social involve Affection, acceptance

Bodily Shelter, Economic safety Emotional safety-no lay off Food, Air, Water, Sleep, Body Hunger, Thirst, Shelter, Sex 5-17

Two-Factor Theory (Frederick Herzberg) Please think of a time & condition When employee felt especially Good about their jobs ? When employee felt especially Bad about their jobs? Result : A feeling of achievement----good feeling A feeling lack of achievement ---- rarely a cause of bad feeling
Highly NEGATIVE feeling Absence Maintenance factor

Neutral
Present Absence

Highly POSITIVE feeling

motivational factor present

5-18

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Satisfaction

No Satisfaction

No dissatisfaction Dissatisfaction

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5-19

HUMAN NEEDS

Figure 5-3
A comparison of Maslows, Herzbergs, and Alderfers models

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5-20

So how do we Motivate people?

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5-21

Thank you
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5-22