theory of Motivation (1). PPT lecture notes

Theory of motivation

1. III. Motivation The concept of Motivation-Early Theories of Motivation-Hierarchy of Needs theory-theory X and Theory Y-Hygiene theory-contemporary theories of motivation-ERG Theory-three needs theory-cognitive evaluation theory and others – case studies. Meaning, features, Maslow's theory, McGregor's theory X & Y, other contemporary theories.

2. Stephen P. Robins, “Motivation is the willingness to exert high levels of effort reward organizational goals, conditioned by the effort, ability to satisfy some individual need”. Michael J Jucius , “ Motivating is the act of stimulating someone or oneself to get a desired course of action”. Meaning: Motivation is the exertness of the inspired employees who work for the sake of the company. It can be done by providing monetary – non monetary benefits to employees. Motivated employee will have high degree of morale and he has working culture.

3. Nature of motivation Multi-motivational determinants. Motivation is highly situational in character. Motivation is a difficult task. Individuals may differ in their motivation. It is a continuous work. It relates to satisfaction. Significance of motivation It ensures voluntary co-operation It leads to better utilization of resources. It reduce LTO & absenteeism. It increase efficiency & output. It creates sense of belonging. It leads to organizational effectiveness. It leads to knowledge bank.

4. Motivation theories Abraham Maslow’s need hierarchy Abraham Maslow’s theory is based on the needs of the people. There is a priority of certain needs over others. He classifies human needs into five categories such as basic needs, safety needs, social needs, esteem needs and self fulfillment needs. Assumptions: An individual need is influenced by his needs. Needs that are not satisfied will influence his behavior. Needs have priority and they are arranged according to a hierarchy of importance. They start from basic needs and move up to self fulfillment needs. An individual’s needs at any level emerge only when he is reasonably well satisfied with the lower level needs.

5. Maslow’s need hierarchy

6. Basic needs: (Primary/physiological needs) These needs are most essential for the survival and maintenance of body. They include food, cloth, drinking, shelter, air, sex, rest and other necessities of life. A man will try to satisfy these needs first. An orgn can satisfy these needs by providing good salaries, benefits and working conditions. Unless basic needs are satisfied no other needs will motivate him. 2. Safety needs: (Security needs) Immediately after satisfying the basic needs, individual think about safety needs. That is, protection from danger, freedom from fear. These needs can be satisfied from job security, provision for old age, insurance and safer working conditions.

7. 3. Social needs: (Belonging needs) When basic and safety needs are satisfied, the social needs become important. Since man is a human being, he naturally interested in association with others, conversation, sociability, friendship, love and affection. They are also called as belonging needs. These can be satisfied through comm & informal groups. 4. Esteem needs: (Ego needs/status needs) When the three lower level needs are satisfied, an individual may expect recognition, status, self respect, and respect from others. An orgn can satisfy three needs through very good o’nal climate, responsibility, praise and promotions. The satisfaction of these needs brings confidence, power and prestige.

8. 5.Self fulfillment needs: (Self- actualisation needs) self fulfillment is the highest need in Maslow’s hierarchy. After fulfilling all other needs this need arises. It involves realizing one’s potentialities and self depending. It is a personal achievement. To quote Maslow “A musician must make music, an artist must paint, a poet must write, if he is to be ultimately happy. if he is to be ultimately happy. What a man can be he must be. This need may self- actualisation ”. The self-fulfillment need give satisfaction to the person concerned and are good for the society also.

9. Appraisal: (Remarks) People are motivated by unsatisfied needs. Once a particular need is satisfied, it causes to be a motivating factor. Criticisms: There may be no sequence in some cases. Individuals are differ in nature. People have own taste & preferences. For some people ego needs are primary.

10. 2. Herzberg's motivation theory According to Fredrick Herzberg, there are two sets of conditions. They are hygiene & motivational factors. Maintenance or hygiene factors: They do not motivate employees by their presence but their absence dissatisfies them. They are necessary to maintain current status. That is reasonable level of satisfaction. The addition of more & more of these factors do not motivate. Hezberg , hygiene factors include- company policy and administration, technical supervision, interpersonal relations with supervisor, inter-personal relation with peers, sub-ordinates, salary job security etc. these factors relate to conditions under which job is performed. They produce no growth in workers but restrict loss of growth.

11. 2. Motivational factors: They build up high motivation and job satisfaction in workers. However, if these conditions are not present, they need not cause for dissatisfaction. According to Herzberg, motivational factors include- achievement, recognition, advancement, possibilities of personal growth, responsibility. The increase in these factors will increase motivation of employees.

12. 3. McGregor's theory X and Y Prof. Douglas McGregor in his book “The human side of enterprise” has introduced two theories namely theory X and theory Y on the basis of two sets assumptions. Theory X: This theory is based on the traditional approach of human behavior. In this theory, McGregor has made certain assumptions on human behavior,

13. Assumptions: Workers are average knowledged but not highly educated. The mgnt is responsible for managing factors of production. Workers are lazy in work, they want to work as little as possible. They work half-heartedly They must be controlled, coerced and threatened with punishment to work. Workers avoid to accept responsibility. Worker is not satisfied in personal achievement. He prefers to be directed and controlled by others. He is mainly concerned with retaining his job. There is a need for monetary incentive to make him a hard worker. He lacks integrity and has no full sincerity in his work. He avoids decision making He has a tendency of resist to change. McGregor states that managers have full responsibility of managing workers. He point outs that autocratic leadership is necessary to manage such workers. He further says that such workers must be threaten & punished to extract expected behavior.

14. 2. Theory Y: It is a modern theory. It is just contrary to theory X. in theory Y, worker has given an important place, so, there will be active cooperation between workers and management. According to this theory, the worker has more integrity, work successfully to reach the O. goals. He will be active, ready to take decisions, shows a sense of security and belongingness and take responsibility voluntarily. So, theory Y is positive & optimistic.

15. Assumptions: Worker does not dislike work. Work is as natural as play. If once he understands the purpose of work, he exerts himself to do it regardless of the kind of remuneration. Worker works not only because of threat of punishment. But he will exercise self direction and self control for achieving O. goals. If the right motivational schemes are provided, worker take voluntary responsibility and discharge it successfully. Worker is most competent for the job and he can take decisions. Worker expects recognition of his work from others. A worker can be motivated not only by financial rewards but also by non-financial rewards such as recognition, greater participation in decision making, increased responsibility etc. Worker suggest for changes for improvement. In the present day of industrial life, the intellectual potenticialities of an average worker are not fully utilized.

16. Theory Y is democratic in practice. It advocates an active participation and involvement on the part of workers in various activities of the enterprise. MNCs- Infosys, Tatas , Vipro Vs govt jobs.

17. Comparative study of theory X & Y S. No Theory X Theory Y 1 It has traditional approach It has modern approach. 2 Worker’s role is lesser. Worker’s role is more. 3 Worker accept responsibility forcefully Worker accept responsibility voluntarily. 4 Motivational factors concentrates on satisfying lower level needs. Motivational factors concentrates on satisfying higher level needs. 5 It stress on financial motivational factors It stress on non-financial motivational factors. 6 Workers are passive at work Workers are active at work 7 Workers are negative & pacifistic. Workers are positive & optimistic. 8 workers have lack of self direction and self control. Workers are self directed & self controlled. 9 Authority is centralized. Authority is decentralized. 10 It emphasize on autocratic leadership. It concentrate on democratic leadership

18. 4. Urwick’s theory Z His opinions are proposed as Each individual should know the O. goals and try to achieve them. He must know that achievement of O. goals leads to his personal success. It is agreed by others as Strong bond between orgn and employees. There is participative management. HRD

19. 5. Alderfer’s ERG theory He re-examined Maslow’s theory, and provided 3 needs theory . They are, Existence needs-basic things need to survival- job, salary, table and chair. 2. Related needs- to establish inter-personal relationship- Orientation, communication, nearness. 3. Growth needs- developing needs- more responsibility and promotion.

20. 6. David C. McClelland's three need theory Need for achievement- It is a behavior which directs towards competition. McClelland says that those who have high achievement desire are stronger than others. They assume responsibility, set difficult goals, stress on feedback. Need for power- it is concerned with influencing people. They control others. Need for affiliation- some people need to work in a team with friendly environment. They involve with others people inclusion

21. 7. Argyris’s theory: In his survey, he has identified 7 characteristics which affect individual behavior. Sl. No Immaturity Maturity 1 Passivity Activity 2 Dependence Interdependent 3 Capable of behaving in a few ways. Capable of behaving in many ways. 4 Shallow interest Deep interest 5 Short term perspective Log term perspective 6 Subordinate position Super ordinate position. 7 Lack self awareness Self aware ness & control

22. Cognitive theories Vroom’s expectancy theory- It is propounded by Victor Vroom. It is widely accepted theory. He argue that there is direct relationship between risk and reward. When reward is provided, the expected behavior can be received. Porter and Lawler’s expectancy theory- It similar to Vroom’s theory. They too argue that there is a direct relationship between pay and risk. Higher reward-more effort-more performance-more satisfaction. Adam’s equity theory- He says an employee will tally his effort with others reward. He can be motivated if he believe that he is getting higher pay than others. comparison Note: Don’t bother about other’s benefit whether they are fit or not.

23. Employee morale Morale refers to attitude of employees towards their firm. If they are happy, cordial and confident, it is said to be a high morale. On the other hand, if they are poor, restless, irritated & dissatisfied, it is said to be a low morale. High morale speaks of effective motivation and low morale lacks of such motivation. Effects of poor morale: The productivity of the worker will be reduced There is excessive tardiness & absenteeism. Employees oppose to rules & regulations. There are excessive complaints. Increase in the rate of LTO. There will be friction. There will be indiscipline among the employees. Employees will not extend their heartfelt cooperation to mgnt for achieving O. goals. Employees will not be loyal to the concern. There may be alcoholic habits in employees.

24. Suggestions for improving the morale The conduct & attitude of mgnt towards employees should be fair and just. There should be effective comm system. There should be both financial & nnon -financial incentives. There should be participative mgnt . There is a need to provide to the employees, a high sense of security, continuity & opportunities. The provision of welfare amenities like health, recreation, good housing, etc helps in increasing morale. The mgnt should try to find the reason for employees dissatisfaction. enquire before fire. Morale & attitude surveys must be conducted periodically.

25. Win-win concept Our heart does not permit to hurt others. But in spite of our this concept , if we hurt ed directly or indirectly or knowingly or unknowingly, we are very sorry. We never go beyond our limits . We know our area/scope. We are always grateful to our students, colleagues, the principal and everybody in the SOCIETY . Thank you one and all.