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Motivation Defined
Motivation is the set of forces that lead people to behave in particular ways. Motivation is important in organizations because, in conjunction with ability and environment, it determines performance.
Why Motivation
Join the organisation Remain in the organisation Come to work regularly
Perform
Exhibit good citizenship
Motivation at work
Extrinsic motivators: - Tangible rewards such as: salary; security; promotion; working condition etc Intrinsic motivators: - Psychological rewards such as : achievement; challenge; satisfaction; learning etc - Social factors such as: affiliation; belonging etc
Influencing behavior
Positive reinforcement Negative reinforcement Punishment
Extinction
Theories of Motivation
The theories of motivation reflect a content perspective in that they attempt to describe what factor or factors motive behavior. They try to list specific things that motivate behavior.
Theories of Motivation
Content Theories Focus on the importance of the work (e.g., challenges and responsibilities)
Process Theories Deal with the cognitive processes used in making decisions about our work
Content Theories
Achievement Motivation Theory (David McClelland) Emphasizes need to accomplish something. Linked to successful manager. Three types of needs are: Affiliation Achievement Power Managers high in achievement motivation show more respect for subordinates and use more participatory systems
SELF ACTUALIZATION NEEDS SELF ESTEEM NEEDS SOCIAL NEEDS SAFETY NEEDS PHYSIOLOGICAL NEEDS
Satisfying a need may increase its strength Existence Needs Relatedness Needs Growth Needs
Motivator Needs internal to work itself. If conditions are met, job satisfaction occur Hygiene Needs Features of work environment. If not met, job dissatisfaction occurs
Process Theories
EXPECTANCY THEORY VROOM people will work hard if they expect their effort to lead to reward Importance of outcome determines its strength as a motivator supported by research
X
Instrumentality Motivation Job Performance
Rewards
X
Valence of Rewards Role perceptions and opportunities
Equity Theory
treated at work
ADAMS
Goal-Setting Theory
(GUIRDHAM)
Research shows that having goals leads to better performance than not having goals Specific goals are more motivating than general Moderately difficult goals are most motivating
Organizational Examples
Monetary Benefits Awards and Rewards Loyalty Bonus Recreational Facilities Incentives Transport Facilities
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