Mardelyn C.
Masakin
Edwin M. Omar
What is Motivation?
Derived from the Latin word movere, which
means to move.
- It is defined as a driving force that initiates
and directs behavior.
- Is a kind of internal energy which drives a
person to do something in order to achieve
something in
-it is the process of stimulating people to
actions to accomplish the goals.
Types of Motivation
Intrinsic Motivation
It refers to motivation that comes from inside an individual
This motivation does not need to have compensation at the
end of a performed activity.
Considered as the most successful reinforcer.
Extrinsic Motivation
Extrinsic motivation refers to motivation that comes from
outside an individual
Rewards such as money or grades provide satisfaction and
pleasure that the task itself may not provide.
Extrinsic motivation is when someone is motivated by
external factors.
Subconscious
Is the part of mind that is not currently in focal
awareness.
Concerning the part of the mind of which ones is not
fully aware but which influences one’s actions and
feelings.
Key Elements of Motivation
[Link]
-Refers to the level of effort provided by employee in
the attempt to achieve the goal assigned to him. Refers
to how hard a person tries to do work.
[Link]
-relates to what an individual chooses to do when he is
confronted with a number of possible choices.
[Link]
- A dimension of motivation which measures how long
a person can maintain effort to achieve the
organization’s goals.
Theories of Motivation
There are various theories related to [Link] may
be classified as either :
Content
Process theories.
Content theories are those that focus on analyzing the
wants and needs of an [Link] four better known
content theories are the following:
1. Hierarchy of Needs Theory of Abraham Maslow
[Link] Theory of Clayton Alderfer
[Link] Needs Theory of David L. McClelland
4. Two-factor Theory of Frederick Herberg
Process Theory
Explains how people act in response to the wants and
needs that they [Link] under process theories
Are the following:
[Link] theory of Victor Vroom
[Link] Theory of [Link] Adams
[Link] Setting Theory of Edwin A. Locke
The Hierarchy of Needs Theory
Abraham Maslow forwarded the idea that human beings
posses a hierarchy of five needs such that as each need is
substantially satisfied the next need become dominant.
A best description of needs is provided as follows:
[Link] needs-which include
hunger,thirst,shelter, sex,and other bodily needs.
[Link] needs-which include security and protection
from physical and emotional harm.
[Link] needs-which include
affection,belongingness,acceptance and friendship.
[Link] needs- which include internal esteem factors
such as self-respect,autonomy and achievement, and
external esteem factors such as status, recognition and
attention.
[Link]-actualization- refers to the drive to become what
one is capable of becoming, which includes growth,
achieving one’s potential and self-fulfillment.
The ERG Theory
-is a need hierarchy theory of motivation that was
developed by Clayton [Link] believed that in
motivating people, we are confronted by three sets of
need:existence(E),relatedness (R),and growth(G)
The sets of Needs
1. Existence
-this refers to needs satisfied by such factors such as food, air,water,
pay and working conditions.
2. Relatedness
-this refers to the needs satisfied by the meaningful social and
interpersonal relationship,and
3. Growth
-this refers to the needs satisfied by an individual making creative or
productive contributions.
Acquired Needs Theory of David L. McClelland
Developed as a result of a research made by David McClelland
and his [Link] found out that managers are motivated
by three fundamental needs( need for achievement, need for
affiliation and need for power).
[Link] for achivement
-which refers to the desire to do something better or more
efficiently, to solve problems, or to master complex tasks.
[Link] for affiliation
-which refers to the desire to establish and maintain friendly
and warm relations with others; and
[Link] for power
-which refers to the desire to control others, to influence
their behavior, or to be responsible for others.
Two- factor Theory of Frederick Herberg
Frederick Herberg developed his two-factor theory
that identifies job context as a source of job
dissatisfaction and job content as the source of job
satisfaction.
Hygiene Factors:
Herzberg identified ten maintenance or hygiene
factors, that are not intrinsic parts of a job, but are
related to the conditions in which the job has to be
performed. These are company policy and
administration, technical supervision, job security,
working conditions, interpersonal relationship with
peers, subordinates and supervisors, salary, job
security, personal life, etc.
Hygiene Factor
Motivational Factor
These factors have a positive effect on the
functioning of the employees in the organization.
There are six factors that motivate employees:
ProcessTheory
Expectancy Theory of Victor Vroom
Vroom’s expectancy theory assumes that behavior
results from conscious choices among alternatives
whose purpose it is to maximize pleasure and to
minimize pain. Vroom realize that an employee’s
performance is based on individual factors such as
personality, skills, knowledge, experience and
abilities.
Equity Theory of J. Stacey Adams
John Stacey Adams equity theory helps explain why
pay and conditions alone do not determine
motivation. The belief in equity theory is that people
value fair treatment which causes them to be
motivated to keep the fairness maintain within the
relationships of their co-workers and the organization.
Goal Setting Theory of Edwin A. Locke
Edwin Locke found that individuals who set specific,
diffecult goals performed better than those who set
general, easy goals. Locke proposed five basic
priciplesof goal- setting: clarity,
challenge,commitment,feedback, and task complexity.
Motivational Methods and Programs
MOTIVATION THROUGH JOB DESIGN
Major strategy for enhancing motivation is to make
the job so challenging and the workers so responsible
that he/ she is motivated just by performing the job.
JOB ENRICHMENT
• Refers to making the job more motivation al and
satisfying by adding variety, responsibility, and
managerial decision making.
• Gives workers a sense of ownership, responsibility,
and accountability for their work.
CHARACTERISTIC OF AN ENRICHED JOB
EMPOWERMENT AND INVOLVEMENT AS A TYPE OF JOB
ENRICHMENT
Empowerment
Is the process of sharing power with group memebers,
thereby enhancing their feelings of self-decency.
Empowering working usually enhances their
motivation because having more power is intrinsically
motivating.
JOB CRAFTING
Refers to the physical and mental changes workers
make in the task or relationship aspects of their job.
3 Common types of Job Crafting Involve Changing:
1. The number anf type of job tasks
2. The interaction with others on the job.
3. One’s overview of the job
Ways to Motivate Workers
Giving them praise
Recognize them for doing a great job
Effect on Motivating Workers
Employees take pride
Better Performances
Motivated in the Job
More focused in work
Inspires to do more
Recognition as a Motivator
Compensation as an entitlement, recognition as a gift
Point to Consider
Feedback is an essential part of recognition –specific
comment about the worker
Praise is one of the most powerful forms of recognition
–general praise or factual statement
Reward and recognition programs should be linked to
organizational goals
Employee input into what type of rewards and
recognition are valued is useful
It is important to evaluate the effectiveness of the
reward and the recognition program
Thank You for
Listening
