Organisational Behaviour and Motivation.pptx

OB basics

1. McClelland’s Need Theory Assessment

2. Motivation Need Theories & Application

3. What is Motivation ? What motivated you to join this part-time program while working full time ? Motivation can be defined as a psychological state that initiates, guides, and maintains goal-oriented behaviors. It involves several components: Activation: The decision to initiate a behavior. Persistence: The sustained effort toward a goal despite obstacles. Intensity: The vigor and energy put into pursuing a goal.

4. Why important at workplace? Organizational Reward System Individual needs & motives Work Context (Manager’s act)

5. Maslow’s Need Hierarchy Theory

6. Maslow’s Need Hierarchy Theory What examples of this need exist in your workplace? How does the organization try to satisfy it? What happens if it is not satisfied ?

7. Herzberg’s Two-Factor Theory

8. Herzberg’s Two-Factor Theory Write two things from your job that demotivate you? Write two things that excite you?

9. McClland’s Needs Classification

10. Process Theories of Motivation – Session 2 Understand Expectancy, Equity, and Goal-Setting theories Apply theories to workplace and personal examples Reflect on personal motivation and goal-setting

11. Welcome Back & Quick Recall

12. Expectancy Theory – Key Concept Motivation = Expectancy × Instrumentality × Valence Expectancy: Effort → Performance Instrumentality: Performance → Outcome Valence: Value of the outcome All three must be high for strong motivation

13. Activity: Your Own Expectancy Chain 1. Choose a personal or work goal. 2. Fill three boxes: Effort needed / Performance standard / Desired reward. 3. Discuss in pairs: Which link is weakest? How to strengthen it?

14. Case: New Product Sales Challenge Scenario: A sales rep must sell a new product with little training. Questions: Where might Expectancy be low? How can manager improve Expectancy, Instrumentality, Valence?

15. Equity Theory – Key Concept People compare their input/output ratio to others Inputs: effort, skills, experience Outputs: salary, recognition, promotion Perceived inequity causes tension and changes in behaviour

16. Activity: Salary Review Role-Play Groups of 4: Manager + 3 employees with different raises Manager explains raise decisions Debrief: How did perceived fairness impact motivation?

17. Goal-Setting Theory – Key Concept Specific and challenging goals improve performance Feedback is essential SMART Goals: Specific, Measurable, Achievable, Relevant, Time-bound

18. Activity: SMART Goal Setting Individually set one SMART goal for semester or workplace Pair up to review each other's goal for all SMART criteria Revise goals based on feedback Materials: SMART goal worksheet

19. Wrap-Up & Reflection Quick Q&A: Match theory to workplace examples Reflection Diary Prompt: 'Which process theory explains a current motivation challenge at work and why?' Key Takeaway: Motivation is about expectations, fairness, and clear goals.