CHAPTER 6-benefits and motivation. int human resource management

ihrm

1. CHAPTER SIX BENEFITS & MOTIVATION

2. MOTIVATION Definition Importance Models/Theories

3. DEFINITION OF MOTIVATION Motivation – the process of arousing and sustaining goal-directed behavior. Motivation in Narrow Sense – motivation is a process of satisfying the wants and needs of the employees and inducing, encouraging and helping the employees to perform their assigned jobs more enthusiastically for the effective achievement of the organizational goals. Motivation in Broad Sense – motivation is process of directing or channeling the behaviors of the employees toward task performance.

4. IMPORTANCE OF MOTIVATION Motivation is essential because: Motivated employees are always looking for better ways to do a job. A motivated employees generally is more quality oriented. Highly motivated workers are more productive than apathetic employees. It improves efficiency with which the job is done. It creates confidence in employees. It leads to lower supervisory costs It reduces labour turnover, absenteeism, complaints and grievances from the employees.

5. MOTIVATIONAL THEORIES Internal Suggest that variables within individual give rise to motivation and behavior. Example : Maslow’s Hierarchy of Needs Theory Process Emphasize the nature of the interaction between the individual and the environment. Example : Expectancy Theory External Focus on environmental elements to explain behavior. Example: Two-factor Theory

6. ABRAHAM MASLOW THE NEED HIERARCHY APPROACH

7. According to Abraham Maslow the Need Hierarchy Approach Theory, people must satisfy five needs in hierarchical order. Physiological Needs Basic survival and biological function. Examples : Breathing, food, water, air and shelter. Safety Needs Safe physical and emotional environment. Examples: Security of body, employment, resources, morality, family and property.

8. Belongingness Needs Love and affection. Examples: Friendship, love and a feeling of belonging. Esteem Needs Positive image/self respect and recognition and respect from others. Examples: Feelings of achievement and self worth through recognition, respect and prestige from others. Self-Actualization Needs Realizing one’s potential for personal growth and development. Examples: Self-fulfillment and achievement.

9. THEORY X & Y Developed by Douglas McGregor Theory X A set of assumptions of how to manage individuals who are motivated by lower order needs. The negative view of employees as unmotivated and unwilling workers. Theory X is the idea that people dislike work and will do anything to avoid it .

10. Theory Y A set of assumptions of how to manage individuals who are motivated by higher order needs. The positive view of employees as energetic, creative, and willing workers. Theory Y is the view that everybody has the potential to find satisfaction in work

11. DIFFERENCES BETWEEN THEORY X & Y

12. HERZBERG’S TWO-FACTOR THEORY Developed by Frederick Herzberg Hygiene Factor Work condition related to dissatisfaction caused by discomfort or pain. Examples : Maintenance factor, Company’s Policies and Administration, Supervision, Working conditions, interpersonal relations with superiors and other subordinates, salary, job security, status, personal life and employee benefits, contributes to employees dissatisfaction feelings, contributes to absence of complaints. Motivation Factor Work condition related to the satisfaction of the need for psychological growth. Examples : Job enrichment, leads to superior performance & effort, achievement, recognition for accomplishment, increased responsibility, opportunity for growth and development, creative and challenging work.

13. WAYS TO MOTIVATE PEOPLE Staff morale is more difficult to measure than sales or margins, but is equally important. These are some ways to motivate people:- Lead by example Encourage people to take a break Offer benefits that boost morale Give ownership to your team Run a ‘no blame’ culture Communication is key Be flexible Get the little things right Training Coaching Task assignments Rewards contingent on good performance Valued rewards available Treat everyone as an individual Praise good work and offer feedback

14. END OF CHAPTER 