Motivation

Course Instructor:
Kanwal Gurleen
Lecturer, LSB
 Motivation
Motivation and
and Performance
Performance
• Motivation
– The willingness to achieve organizational
objectives.
• Motivation Process
– Employees go from need to motive to behavior to
consequence to satisfaction or dissatisfaction.
 How
How Motivation
Motivation Affects
Affects Performance
Performance
• Expectations, Motivation, and Performance
– Self-fulfilling prophecy
• “If you believe you can, or if you believe you can’t, then
you are right”—Henry Ford
• If you think you will be successful, then you will be.
• The Performance Formula
– Performance = Ability x Motivation x Resources
• For maximum performance levels, all three factors must
be high.
 Major
Major Motivation
Motivation Theories
Theories

Content
ContentMotivation
Motivation
Theories
Theories

Major
MajorMotivation
Motivation Process
ProcessMotivation
Motivation
Theories
Theories Theories
Theories

Reinforcement
Reinforcement
Theory
Theory
 Motivation:
Motivation: Content
Content Theories
Theories
• Content Motivation Theories
– Focus on identifying and understanding
employees’ needs.
• Hierarchy of needs theory
• ERG theory
• Two-factor theory
• Acquired needs theory
 Maslow’s
Maslow’s Hierarchy
Hierarchy of
of Needs
Needs Theory
Theory
• Hierarchy of Needs
– Only unmet needs motivate.
– People’s needs are arranged in order of importance
for basic to complex.
• Satisfaction of lower level needs precedes satisfaction of
higher levels needs.
– There are five classifications of needs:
• Physiological
• Safety
• Social
• Esteem
• Self-actualization
 How
HowManagers
Managers
Motivate
Motivatewith
with
Maslow’s
Maslow’sHierarchy
Hierarchyof
of
Needs
NeedsTheory
Theory
 Alderfer’s
Alderfer’s ERG
ERG Theory
Theory
• ERG theory
– Proposes that employees are motivated by three
needs:
• Existence: physiological and safety needs.
• Relatedness: social needs.
• Growth: esteem and actualization.
– Needs can be active on more than one level at the
same time.
• Starving actor: being hungry and wanting fame and
fortune.
Herzberg’s
Herzberg’s Two-Factor
Two-Factor Theory
Theory
 McClelland’s
McClelland’s Acquired
Acquired Needs
Needs Theory
Theory
• Acquired Needs Theory
– Proposes that employees are motivated by their
need for achievement, power, and affiliation.
• Need for Achievement (n Ach): the desire for
responsibility and accomplishment.
• Need for Power (n Ach): the desire to control the
situation and influence others.
• Need for Affiliation (n Aff): the tendency to be liked
and to seek close relationship with others.
AAComparison
Comparison
ofofFour
Four
Content
Content
Motivation
Motivation
Theories
Theories
 Motivation:
Motivation: Process
Process Theories
Theories
• Process Motivation Theories
– Focus on understanding how employees choose
behavior to fulfill their needs.
• Equity theory
• Goal-setting theory
• Expectancy theory
 Adams’s
Adams’s Equity
Equity Theory
Theory
• Equity Theory
– Proposes that employees are motivated when their
perceived inputs equal outputs.
– People compare their inputs (contributions to the
organization) and outputs (rewards) to that of
relevant others and conclude that they are:
• Underrewarded
• Overrewarded
• Equitably rewarded
 Goal-Setting
Goal-Setting Theory
Theory
• Goal-Setting Theory
– Proposes that achievable but difficult goals
motivate employees, leading to higher levels of
motivation and performance.
• Goals provide an attractive challenge to high-performing
individuals who have a strong need for achievement.
• Goals provide a sense of purpose—why we are working
to accomplish a given task.
• Goals require action plans to achieve goals and
measure progress.
 Vroom’s
Vroom’s Expectancy
Expectancy Theory
Theory
• Expectancy Theory
– Proposes that employees are motivated when they
believe they can accomplish the task and the
rewards for doing so are worth the effort.
– Motivation = expectancy x valence
• Expectancy: the person’s perception of his or her ability
to accomplish an objective.
• Valence: the value the person places on the outcome or
reward for his or her performance.
 Reinforcement
Reinforcement Theory
Theory
• Reinforcement Theory
– Proposes that through the consequences for
behavior employees will be motivated to behave in
predetermined ways.

Responding Consequences of
Stimulus Behavior Behavior
(Reinforcement)
 Types
Types of
of Reinforcement
Reinforcement
• Positive Reinforcement
– Encouraging continued behavior by offering
attractive consequences (rewards) for desirable
performance.
• Avoidance Reinforcement (Negative
Reinforcement)
– Encouraging continued desirable behavior to
avoid a negative consequence.
 Types
Types of
of Reinforcement
Reinforcement (cont’d)
(cont’d)
• Extinction
– Discouraging undesirable behavior by withholding
reinforcement when the behavior occurs.
• Punishment
– Providing an undesirable consequence for the
undesirable behavior.
 Schedules
Schedules of
of Reinforcement
Reinforcement
• Continuous Reinforcement
– Each and every desirable behavior is reinforced.
• Intermittent Reinforcement Schedules
– Time-based
• Fixed interval
• Variable interval
– Output-based
• Fixed ratio
• Variable ratio
 Giving
Giving Praise
Praise

1.1.Tell
Tellthe
theemployee
employeeexactly
exactly
what
whatwas
wasdone
donecorrectly.
correctly.

2.2.Tell
Tellthe
theemployee
employeewhy
whythe
the
behavior was important.
behavior was important.

3.3.Stop
Stopfor
foraamoment
momentof
of
silence.
silence.

4.4.Encourage
Encouragerepeat
repeat
performance.
performance.
 The
TheMotivation
Motivation
Process
Processwith
withthe
the
Motivation
Motivation
Theories
Theories