DEFINITION
• Motivation has to do with the forces that maintain and alter the
direction, quality and intensity of behaviour - Kelly (1974)
OR
• Motivation refers to ‘the wilful desire to direct one’s behaviour
toward goal’ - Middlesmist and Hitt (1981)
NATURE OF MOTIVATION
• Based on motives
• Goal directed behavior
• Related to satisfaction
• Person is motivated in totality
• Complex process
MOTIVATION PROCESS
TYPES OF MOTIVATION
• The Two Main Categories of Motivation Different types of motivation
fall into two main categories.
1. Intrinsic Motivation
Intrinsic motivation is a type of motivation in which an individual is
being motivated by internal desires.
2. Extrinsic Motivation
Extrinsic motivation, on the other hand, is a type of motivation in which
an individual is being motivated by external desires.
Minor Forms of Motivation
1. Reward-Based Motivation
2. Fear-Based Motivation
3. Achievement-Based Motivation
4. Power-Based Motivation
5. Affiliation Motivation
6. Competence Motivation
7. Attitude Motivation
THEORIES OF MOTIVATION
Hertzberg’s Two-Factor Theory
• Motivator factors – Simply put, these are factors that lead to
satisfaction and motivate employees to work harder. Examples might
include enjoying your work, feeling recognised and career
progression.
• Hygiene factors – These factors can lead to dissatisfaction and a lack
of motivation if they are absent. Examples include salary, company
policies, benefits, relationships with managers and co-workers.
Maslow’s Hierarchy of Needs
The hierarchy is made up of 5
levels
[Link] – these needs must be met in order for a person to
survive, such as food, water and shelter.
2. Safety – including personal and financial security and health and
wellbeing.
3. Love/belonging – the need for friendships, relationships and family.
4. Esteem – the need to feel confident and be respected by others.
5. Self-actualisation – the desire to achieve everything you possibly can
and become the most that you can be
Hawthorne Effect
• The Hawthorne Effect was first described by Henry A. Landsberger in
1950 who noticed a tendency for some people to work harder and
perform better when they were being observed by researchers.
Expectancy Theory
Expectancy Theory proposes that people will choose how to behave
depending on the outcomes they expect as a result of their behaviour.
In other words, we decide what to do based on what we expect the
outcome to be. At work, it might be that we work longer hours because
we expect a pay rise.
Expectancy Theory is based on
three elements
[Link]
The belief that your effort will result in your desired goal. This is based
on your past experience, your self confidence and how difficult you
think the goal is to achieve .
2. Instrumentality
The belief that you will receive a reward if you meet performance
expectations.
3. Valence
The value you place on the reward.
BENEFITS OF MOTIVATION
1. Need satisfaction
2. Job satisfaction
3. Productivity
4. Learning
5. Discipline
CREATING MOTIVATING CLIMATE
For proper motivation among employees, the manager has to create:
Conditions where workers energies are not extended totally in meeting
their basic needs.
• A climate for inter-dependent work rather than dependency.
• A competitive climate through recognition of good work
• A productive climate through personal example
• A climate approach and problem-solving rather than avoidance
• Motivate individually through guidance and counselling
ROLE
• Recognize each worker as a unique individual who is motivated by
different things.
• Identify the individual and collective value system of the unit; and
implement a reward system that is consistent with those values.
• Identify unmet needs that can cause dissatisfaction
• Encourage workers to stretch themselves in an effort to promote self-
growth and self-actualization.
• Encourage monitoring, sponsorship and coaching with subordinates.
• Devote time and energy to create an environment that is supportive
and encouraging to the discouraged individual.
