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    Motivation Process

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    munsif ali
    The document discusses various theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's three-factor theory, Vroom's expectancy theory, Adam's equity model, Skinner's reinforcement theory, Locke's goal setting theory, and Hackman and Oldham's job characteristic theory. It explains that motivation involves satisfying employee needs to enhance contentment, efficiency, and loyalty to achieve organizational goals. Key aspects of motivation include reducing tension, satisfying needs, enhancing efficiency, loyalty, productivity, quality, and company success.

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    Motivation Process

    Uploaded by

    munsif ali
    29 views4 pages
    The document discusses various theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's three-factor theory, Vroom's expectancy theory, Adam's equity model, Skinner's reinforcement theory, Locke's goal setting theory, and Hackman and Oldham's job characteristic theory. It explains that motivation involves satisfying employee needs to enhance contentment, efficiency, and loyalty to achieve organizational goals. Key aspects of motivation include reducing tension, satisfying needs, enhancing efficiency, loyalty, productivity, quality, and company success.

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    MOTIVATION

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    The document discusses various theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's three-factor theory, Vroom's expectancy theory, Adam's equity model, Skinner's reinforcement theory, Locke's goal setting theory, and Hackman and Oldham's job characteristic theory. It explains that motivation involves satisfying employee needs to enhance contentment, efficiency, and loyalty to achieve organizational goals. Key aspects of motivation include reducing tension, satisfying needs, enhancing efficiency, loyalty, productivity, quality, and company success.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    29 views4 pages

    Motivation Process

    Uploaded by

    munsif ali
    The document discusses various theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's three-factor theory, Vroom's expectancy theory, Adam's equity model, Skinner's reinforcement theory, Locke's goal setting theory, and Hackman and Oldham's job characteristic theory. It explains that motivation involves satisfying employee needs to enhance contentment, efficiency, and loyalty to achieve organizational goals. Key aspects of motivation include reducing tension, satisfying needs, enhancing efficiency, loyalty, productivity, quality, and company success.

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    MOTIVATION

    MOTIVATION: Set of policies, procedures, practices and plans to motivate


    employees, in order to enhance their contentment, efficiency, and loyalty for
    the organization to achieve organizational goals.

    MOTIVATION PROCESS

    UNSATISFIED NEED TENSION DRIVES SEARCH BEHAVIOR


    SATISFIED NEED REDUCTION OF TENSION

    1. EBRAHAM MASLOW’S THEORY OF HIERARCHY OF


    NEEDS

    1. Physiological needs (thirst, hunger and sex etc)


    2. Safety and Security (safety of life and security)
    3. Belonging & Love (To be loved and liked by others)
    4. Self Esteem (To be treated and respected equally)
    5. Self Actualization (Achieving one’s highest perceived position)

    2. FREDERICK HERZBERG’S TWO FACTOR THEORY

    HYGIENE FACTORS MOTIVATORS


    DISSATISFIERS SATISFIERS
    * Working Conditions Challenging Work
    * Company policies Authority
    * Supervision Responsibility
    * Good Salary Advancement
    * Job Security Growth
    * Relation with Coworkers Recognition
    * Promotions Achievement

    3. MCCLELLEND’S THREE FACTOR THEORY

    1. Need for Achievement


    2. Need for Recognition
    3. Need for Power
    4. EXPECTANCY THEORY OF VICTOR VROOM

    Individual’s work is based on the expectation that the act will be followed by a
    positive outcome.

    5. EQUITY MODEL OF J. STAY ADAM

    Employees compare their input and output with others colleagues and see how
    fairly are they treated.

    6. REINFORCEMENT THEORY OF B. F SKINNER

    Behavior is the function of its consequences, rewards or punishments.

    7. GOAL SETTING THEORY OF EDWIN LOCKE

    In order to motivate, employees should be given proper and achievable goals,


    and the goals should be settled through their involvement.

    8. HACKMAN & OLDHAM JOB CHARACTERISTIC THEORY

    In their theory, Hackman and Oldham have emphasized that if the jobs
    possess core job characteristics as mentioned below, will lead to particular
    critical psychological states which will result in the positive outcome as
    mentioned below.

    CORE JOB CAHARACTERISTICS

     Skill Variety
     Task Identity
     Task Significance
     Autonomy
     Feedback from Job

    CRITICAL PSYCHOLOGICAL STATES

     Meaningfulness of Work
     Responsibility for Outcome of Work
     Knowledge of Actual Work Results
    OUTCOME

     High Internal Work Motivation


     High Growth Satisfaction
     High Work Efficiency & Effectiveness

    MODERATORS

     Knowledge & Skills


     Growth Need Strength
     Context Satisfactions (Hygiene Factors)

    H & O mentioned that the above mentioned positive results can be achieved
    only in the presence of certain moderating factors. This means that if the
    employees do not possess required skills for accomplishing the job, or do not
    have the drive for growth or the hygiene factors (as mentioned by Herzberg)
    do not exist in the organization, the required or expected results cannot be
    achieved from the job.

    IMPORTANCE OF MOTIVATION

     Reduces Tension
     Satisfies needs
     Enhances Efficiency
     Enhances Loyalty
     Enhances Organizational Productivity
     Quality Products
     Customer Satisfaction
     Company’s Success

    BASIC ASSUMPTIONS ABOUT MOTIVATION

     Commonly Assumed to be a good thing.


     Motivation is only one of the factors to enhance the productivity of the
    worker, other factors, like, employee’s personal features, like efficiency,
    education, skills, mental trends, intentions, training, and working
    conditions and situational factors cannot be overlooked.
     Motivation should be periodically reviewed.
     Motivation should not be viewed by a manager’s own perspective.
     All people cannot be motivated through the same ways.
     Motivation is a tool for manager to understand the various factors of their
    employees, like, efficiency, education, skills, mental trends, intentions and
    behavioral patterns and it leads toward better understanding of human
    behavior and helps managers to plan well.

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