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Chap 7 MGT

Motivation is the process of inspiring individuals to take action towards achieving goals, which is crucial for productivity, job satisfaction, and employee retention. The document discusses various theories of motivation, including Maslow's Hierarchy of Needs, McGregor's Theory X and Y, Alderfer's ERG Theory, and Herzberg's Two-Factor Theory, highlighting how they influence employee behavior and workplace dynamics. Understanding these theories can help create a positive work environment that fosters motivation and enhances overall performance.

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2 views

Chap 7 MGT

Motivation is the process of inspiring individuals to take action towards achieving goals, which is crucial for productivity, job satisfaction, and employee retention. The document discusses various theories of motivation, including Maslow's Hierarchy of Needs, McGregor's Theory X and Y, Alderfer's ERG Theory, and Herzberg's Two-Factor Theory, highlighting how they influence employee behavior and workplace dynamics. Understanding these theories can help create a positive work environment that fosters motivation and enhances overall performance.

Uploaded by

abdurraffayatdi
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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CHAPTER: 7

“MOTIVATION”

What is Motivation?
Motivation is the process of inspiring people to take action and work towards achieving goals. It
helps individuals stay focused, energized, and committed to their tasks.
Example: A teacher encourages students to study by rewarding them with praise or prizes when
they perform well.

Importance
Motivating employees is very important because it directly affects how well they work and the
overall success of the company. Here’s why:

1. Increased Productivity:
❖ Employees who feel motivated work faster and better.
❖ Example: A motivated salesperson reaching their sales target earlier than expected.
2. Job Satisfaction:
❖ Motivated employees are happier with their jobs.
❖ Example: An employee feeling proud of their work when their efforts are appreciated.
3. Employee Retention:
❖ Motivated workers are more likely to stay with the company.
❖ Example: A company offering career growth opportunities to retain talented staff.
4. Higher Morale and Engagement:
❖ Employees feel more connected to their work.
❖ Example: Teams working together enthusiastically to finish a project.
5. Adaptability to Change:
❖ Motivated teams handle changes better.
❖ Example: Employees learning new software quickly because they see it as a chance to
improve their skills.
6. Positive Work Environment:
❖ Motivation creates a supportive and energetic workplace.
❖ Example: A team celebrating small wins to boost morale.
7. Customer Satisfaction:
❖ Motivated employees provide better service.
❖ Example: A happy customer returning because of excellent service.
8. Innovation and Creativity:
❖ Motivated workers think of new ideas and solutions.
❖ Example: An employee proposing an idea that saves time and resources.

Maslow’s Hierarchy of Needs


Abraham Maslow’s theory explains human needs in five levels, starting with basic needs and
moving towards personal growth. Maslow’s idea is that people focus on fulfilling lower-level
needs first before moving to higher ones

1. Physiological Needs:
❖ These are basic survival needs like food, water, and shelter.
❖ Example: A company paying fair wages so employees can afford daily essentials.
2. Safety and Security Needs:
❖ Includes physical safety, job security, and financial stability.
❖ Example: Providing a safe workplace and health insurance for employees.

3. Love and Social Needs:


❖ The need to feel connected and accepted by others.
❖ Example: Creating opportunities for team bonding and friendships at work.

4. Esteem Needs:
❖ The desire for respect, recognition, and achievement.
❖ Example: Rewarding employees with awards or promotions for good
performance.

5. Self-Actualization Needs:
❖ The need to achieve one’s full potential and personal growth.
❖ Example: Offering employees training programs to improve their skills and
advance their careers.
McGregor’s Theory X and Theory Y
Douglas McGregor described two ways managers view their employees:

Theory X:
❖ Assumes employees dislike work and try to avoid it.
❖ Believes workers need strict supervision and rules to perform.
❖ Example: A manager closely monitoring employees to ensure they stay on task.

Theory Y:
❖ Assumes employees enjoy their work, are self-motivated, and can take
responsibility.
❖ Encourages managers to trust employees and give them freedom to make
decisions.
❖ Example: A manager allowing team members to choose how to complete a
project.

Alderfer’s ERG Theory


Clayton Alderfer simplified Maslow’s model into three main categories. Unlike Maslow, this
theory says people can work on all these needs at the same time

1. Existence Needs:
❖ Basic needs like food, shelter, and safety.
❖ Example: Paying employees on time and providing health benefits.
2. Relatedness Needs:
❖ The need to build relationships and feel connected to others.
❖ Example: Organizing social events or team-building activities.

3. Growth Needs:
❖ The desire for personal development and achieving goals.
❖ Example: Offering workshops to help employees learn new skills.

Herzberg’s Two-Factor Theory


Frederick Herzberg divided factors affecting motivation into two categories:

1. Hygiene Factors:
❖ These do not motivate employees but prevent dissatisfaction.
❖ Examples:
• Company policies that are clear and fair.
• Good working conditions, like a comfortable office.
• Job security and timely pay.
2. Motivation Factors:
❖ These drive employees to work harder and feel satisfied.
❖ Examples:
• Recognizing an employee’s hard work with rewards.
• Giving more responsibility to capable employees.
• Opportunities for career growth and personal development.

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