Transcript MOTIVATION - BATCE SIXTH FORM UNIT 2 MOB

MOTIVATION
What motivates you?
Factors that stimulate and
influence motivation
• individual needs
• ability to make choices
• environmental opportunities
Theories of Motivation
(Content theories)
 Maslow’s Hierarchy of Needs (1943)
 Herzberg’s Hygiene Theory (1975)
Maslow’s Hierarchy of Needs
SELF ACTUALIZATION NEEDS
Reaching your potential
Independence
Creativity
Self expression
Recognition
Sense of accomplishment
Love and affection
Group membership
ESTEEM NEEDS
Responsibility
Self respect
SOCIAL NEEDS
Companionship
Acceptance
SAFETY NEEDS
Security for self possession
Avoidance of risks
Avoidance of harm
Avoidance of pain
PHYSICAL NEEDS
Food
Shelter
Clothing
Comfort
Self preservation
Maslow’s Hierarchy of Needs
Theory is based on four premises:
1. Only an unsatisfied need can influence behavior. A
satisfied need is not a motivator
2. A person’s needs are arranged in a priority of
importance: moving from basic needs to self
actualization
3. A person will at least minimally satisfy each level of
need before feeling the need at the next level
4. If need satisfaction is not maintained at any level,
the unsatisfied need will become a priority once
again
How does the Maslow
Hierarchy of Needs apply to
you?
Implications for managers
 Applies to any environment, not only the workplace
 By analyzing employee comments, attitudes, quality
and quantity of work and personal circumstances, the
managers can try to identify the particular need level
that individual workers are attempting to satisfy
 Managers can build into the work environment
opportunities that will allow persons to satisfy their
needs
Herzberg’s Hygiene Theory
 Two factor content theory
 Hygiene factors lead to job dissatisfaction
 Motivators lead to job satisfaction and motivation
Herzberg’s Hygiene Theory
HYGIENE FACTORS
 Extrinsic to job, but do not relate directly to work
activities
 Part of work environment, context of job
 When hygiene factors are of low quality, job
dissatisfaction arises
 When hygiene factors are of sufficient quality, they
do not motivate but lead to a lack of employee
dissatisfaction
HYGIENE FACTOR
ACTION
Salary
Adequate wages, salaries, fringe benefits
Job security
Company grievance procedures, seniority
privileges
Working conditions
Heat, light, ventilation, work hours
Status
Privileges, job titles, symbols of rank and position
Company policies
Guidelines for behavior, fair policies
Quality of technical
supervision
Answers to job related questions
Quality of
Social opportunities, comfort
interpersonal
relations among
peers, supervisors and
subordinates
Herzberg’s Hygiene Theory
MOTIVATORS
 Primary cause of job satisfaction
 Intrinsic to job, directly relates to nature of job
performed
MOTIVATOR
ACTION
Achievement
Accomplish or contribute something of value
Recognition
Employees know their efforts are worthwhile,
appreciation
Responsibility
Potential for getting new duties and
responsibilities, job expansion, delegation
Advancement
Able to improve one’s position through good
performance
The work itself
Tasks allow self expression, personal satisfaction,
meaningful challenge, allow enthusiasm
Possibility of growth
Opportunity to increase knowledge, personal
development
What hygiene factors and
motivators can you identify in
the classroom/school?
Implications for managers
 Managers can use knowledge to ensure hygiene
factors are in place in the environment as a
foundation to build motivation
 The absence of quality hygiene factors can lead to
dissatisfaction
Financial motivational strategies
 Payment systems: hourly or time wage rate, piece rate, salary,
commission, performance related pay, profit sharing, fringe
benefits
 Appraisal: analysis of employee performance yearly to against
pre set targets, to set new targets to ensure future performance
is linked to business objectives
 Job evaluation: formal process of comparing jobs so a rank order
is created on demands of each job, for fair wage structure
 Work study (FW Taylor) : aimed at improving effective use of
labor by analyzing work rates, work methods to arrive at best or
most efficient way of working (boost labor productivity)
Non-financial motivational strategies
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Individual job needs
Participation: in decision making
Job satisfaction
Job enrichment: employees get opportunities to use their
full abilities, less supervision, more responsibility, decision
making authority
 Job enlargement: increasing the scope of a job by
broadening or deepening the tasks, includes job rotation
and job enrichment
 Self-motivation
 Opportunities for promotion
For more info and advantages
and disadvantages of each
strategies, see handout
uploaded to
www.batcemob.weebly.com
Implications for managers
Getting the best out of individuals: by understanding worker
needs and using appropriate financial and non financial
measures
Appreciation of work: for work well done
Appropriate reward systems
High levels of productivity increases firm’s competitiveness
Low levels of labor turnover: stable staff, low recruitment and training costs
High quality work
Good business reputation, attracts high quality applicants for job vacancies