MOTIVATION

LESSON 2

CHRISTIAN M. ISIP
Motivation encourages individuals to work
enthusiastically, often performing more work than
what is required. What could managers do to
ensure such motivated and enthusiastic
performance among their subordinates? What
could be done to inspire employees whose work
performance is limited to the minimum need?
Understanding individual human needs,
perceptions, thoughts, and beliefs may provide
good answers to such questions that are often
asked in different work settings.

According to Kreitner and Kinicki (2013), early

Theories of Motivation revolved around the idea
that motivation is brought about by the
employees' desire to fulfill their need, their work
habits, and their job satisfaction. Among these
 - refers to Maslow's Hierarchy
of Five Human Needs: physiological,
safety, social, esteem, and self-
actualization
Physiological Needs refer to the human
need for food, water, shelter,
and other physical necessities. b Safety
Needs refer to human needs for security
and protection from
physical and psychological harm. c.
Social Needs pertain to the human
desire
well as the need for affection and
belongi d. Esteem Needs include the
human need for self...
and become the best according to one's
capability.
1. de the human need for self-respect,
self-fulfillment,
Self-actualization Needs are the
final needs in Maslow's hierarchy.
The Hierarchy of Needs was
published by Abraham Maslow in
1943. According to him,
physiological needs must be
satisfied first. Once a need is
satisfied, it activates the next
higher need in the hierarchy. The
process continues until the need for
self-actualization is activated. It is
important for managers and leaders
to focus on satisfying employee
needs related to self-respect, self-
esteem, and self-actualization
because their satisfaction is related
to many outcomes such as
academic achievements job
 - refers to the
theory that was proposed by Douglas McGregor.
Theory X is a negative view of workers which assumes
that workers have little ambition, dislike work, and
avoid responsibilities; they need to be closely
monitored or controlled in order for them to work
effectively.
Theory Y is a positive view of workers which assumes
that employees enjoy work, seek out and accept
responsibility, and are self-directed.
Managers must be guided by Theory Y, so McGregor
proposed that they must give employees a chance to
participate in decision-making, assign them
challenging jobs to exercise their responsibility in
handling complex situations, and allow them to have
good work relations with others, which would
enhance their motivation.
 Herzberg's Two Factor Theory

- was proposed by Frederick Herzberg

This theory is also known as the Motivation-Hygiene
Theory which states that intrinsic factors (achievement,
recognition, growth, and responsibility) are associated
with job satisfaction, while extrinsic factors (company
policy, salary, security, and supervision) are associated
with job dissatisfaction. Intrinsic factors are the motivators
while the extrinsic factors are called hygiene factors.
Managers were advised to emphasize motivators in order
to motivate their subordinates. Employees who showed
job satisfaction are more motivated and productive. This
theory enjoyed popularity from the middle of the 1960s to
the early 1980s.
 McClelland's Three Needs Theory - was proposed by David McClelland and states that individuals have three
needs that serve as motivators at work.
The three needs McClelland referred to are: the need for achievement (nAch), the need for power (n Pow), and
the need for affiliation (nAff). Managers are advised to be observant of these needs among their subordinates
so that they could be given job assignments that would satisfy their highest needs, if possible. In doing so,
they may be more motivated to work well.
Alderfer's ERG Theory - was developed by Clayton Alderfer in the 1960s. For Alderfer, a set of core needs
explains behavior. E stands for existence needs, R refers to relatedness needs, and G pertains to growth
needs. The needs or desire for physiological and materialistic well-being, to have meaningful relationships
with others, and to grow as a human being are similar to the needs presented in Maslow's Theory.
Modern Theories of Motivation
are process theories that focus
notion that motivation is a
function of employees'
perceptions, the and beliefs.
Among these are:
Goal Setting Theory
a theory stating that specific goals
motivate performance and that
more difficult goals, when
accepted by emplo result in
greater motivation to perform
well, as compared to easy goals.
Managers are advised to set goals
for their subordinates as this a
major source of job motivation.
Doing well also helps increase
their motivation.
Reinforcement Theory

- a theory which states that behavior is

function of its consequences.
If the result or consequences that
immediately follow a behavior is good, then
Add your text
there is a probability that the individual will
be motivated to repeat the behavior. Using
this theory, managers can motivate
employees' positive behavior by using
positive reinforcement for actions that help
the company achieve its goal.
 Job Design Theory
- a theory which states that employees are
motivated to work well by combining tasks
to form complete jobs.
Managers are advised to design jobs that
will meet the requirements of the ever-
changing environment, the firm's
technology, and the workers' skills, abilities,
and preferences. In doing so, employees
are motivated to perform well. Examples
are: job enlargement--the horizontal
expansion of a job by increasing job scope;
job enrichment-the increasing of job depth
by empowering employees to assume some
tasks usually done by their managers; and
job characteristics model-where employees
are
motivated to perform well because the task
assigned to them have the five core job
 Equity Theory
Expectancy Theory
- a theory developed by J.
Stacey Adams which states states that an individual
that employees assess job tends to act in a certain
outcomes in relation to what way, based on the
they put into and then expectation that the act
compare these with their co- will be followed by an
workers. outcome which may be
If the employee perceives that
attractive or unattractive
his job is equitable in
comparis those of his to him or her.
coworkers, there is no Managers are advised to
problem. However, if the understand an employee's
opposite is true, this will goal so that he or she
become a demotivator to his would be able to link the
or her job performance. rewards or outcomes to be
Managers must see to it that
offered with the said goals.
they exercise fairness or
THANK
 Worldwide Business Business To Go Creative Solutions
A designer can use default A designer can use default A designer can use default
text to simulate what text text to simulate what text text to simulate what text
would look like. would look like. would look like.

Market Assessment Regulatory Support Program Management

A designer can use default A designer can use default A designer can use default
text to simulate what text text to simulate what text text to simulate what text
would look like. would look like. would look like.
Part 02
A designer can use default text to simulate what text
would look like. If it is not real text.
 77% 66% 81%
A designer can use default A designer can use default A designer can use default
text to simulate what text text to simulate what text text to simulate what text
would look like. If it is not real would look like. If it is not real would look like. If it is not real
text. text. text.
TEXT HERE TEXT HERE TEXT HERE TEXT HERE

Within you I Within you I Within you I Within you I

lose myself, lose myself, lose myself, lose myself,
without you I without you I without you I without you I
find myself find myself find myself find myself
wanting to be wanting to be wanting to be wanting to be
lost again. lost again. lost again. lost again.
Within you I Within you I Within you I Within you I
lose myself lose myself lose myself lose myself
Part 03
A designer can use default text to simulate what text
would look like. If it is not real text.
 ADD TITLE HERE

A designer can use default text to

simulate what text would look like.
If it is not real text. If it is not real
text.
ADD TITLE HERE

A designer can use default text to

simulate what text would look like.
If it is not real text. If it is not real
text.
ADD TITLE HERE

A designer can use default text to

simulate what text would look like. If it is
not real text. If it is not real text.
 Keywords2 Keywords4

Keywords1 Keywords3
 ADD TEXT HERE
A designer can use default text to simulate what text
1 would look like. If it is not real text. A designer can use
default text to simulate what text would look like.

ADD TEXT HERE

A designer can use default text to simulate what text
2 would look like. If it is not real text. A designer can use
default text to simulate what text would look like.
Part 04
A designer can use default text to simulate what text
would look like. If it is not real text.
ADD TITLE HERE ADD TITLE HERE

Add your text

A designer can use default text to simulate what text would look like.
If it is not real text. A designer can use default text to simulate what
text would look like. If it is not real text. A designer can use default
text to simulate what text would look like. If it is not real text. A
designer can use default text to simulate what text would look like. If
it is not real text.
 Add your title
A designer can use default text to simulate what text would
look like. If it is not real text. A designer can use default text
to simulate what text would look like. If it is not real text. A
designer can use default text to simulate what text would
look like. If it is not real text.
 KEYWORD KEYWORD
Because you people are too Because you people are too
warm, so you always feel that warm, so you always feel that

KEYWORD KEYWORD
Because you people are too Because you people are too
warm, so you always feel that warm, so you always feel that
 Add your text

Within you I lose myself, without you I find myself wanting to be lost again. Within you I lose myself. Within you I lose myself, without you I find
myself wanting to be lost again. Within you I lose myself. Within you I lose myself, without you I find myself wanting to be lost again. Within you
I lose myself. Within you I lose myself, without you I find myself wanting to be lost again. Within you I lose myself.