MOTIVATION

AND
COMMUNICATION
Learning Objectives:
At the end of the lesson the students will be able:

To define motivation and communication

To know what are different theories and methods of
motivation and communication
To know the importance of motivational methods
and programs in workplaces.
To elaborate and differentiate key elements of
motivation.
To learn the barriers to communication.
 WHAT IS
MOTIVATION MOTIVATION?
Job Performance is a given
requirement in any organization. Is a requisites to
performance, the, set of
It is possible, if following internal and external forces
conditions are met: that cause a worker to
choose a course of action and
1. The capacity to perform engage in certain behaviour.
2. The opportunity to perform
3. The willingness to perform
Key Elements of Motivation

1. Intensity – level of effort provided by

employee in the attempt to achieve the
goal assigned to him.
2. Direction – relates to what individual
chooses to do when he is confronted with
a number of possible choices.
3. Persistence – a dimension of motivation
which measures how long a person can
maintain effort to achieve the
organization’s goal.
THEORIES OF MOTIVATION

Content Theories – are those focused on

analysing the wants and needs of
Process Theories
individual.
Explain how people act in
CONTENT THEORIES: response to the wants and needs that
1. Hierarchy of Needs Theory of they have.
Abraham Maslow
2. ERG Theory of Clayton Alderfer 1. Expectancy Theory of Bicto
3. Acquired Needs Theory of David Vroom
L. McClelland 2. Equity Theory of J. Stacey Adams
4. Two-factor Theory of Frederick 3. Goal Setting Theory of Edwin A.
Herzberg Loc
ABRAHAM MASLOW’S HIERARCHY OF
NEEDS THEORY
 THE ERG THEORY
3 SETS OF NEEDS
1. Existence – refers to needs satisfied by such
factors as food, air, water, pay, and
working conditions.
2. Relatedness – refers to the needs satisfied by
meaningful social and interpersonal
relationship.
3. Growth – this refers to the needs satisfied by
an individual making creative or productive
contributions.
 ACQUIRED NEEDS THEORY
3 Fundamental Needs

1. Need for achievement – refers to the desire to

do something better or more efficiently, to
solve problems, or to master complex
tasks.
2. Need for affiliation – refers to the desire to
establish and maintain friendly and warm
relations with others;
3. Need for power – refers to the desire to
control others, to two influence their
behaviour, or to be responsible for others.
The Two-factor Theory
HYGIENE FACTORS:

Identifies job context as a 1. Organizational policies

source of job dissatisfaction 2. Quality of supervision
3. Working conditions
and job content as the source of
4. Base wage or salary
job satisfaction. 5. Relationship with peers
6. Relationship with
subordinates
7. Status
8. Security
MOTIVATOR FACTORS:
EXPECTANCY THEORY
1. Achievement Sees people as
2. Recognition choosing a course of
3. Work itself action according to what
4. Responsibility they anticipate will give
5. Advancement them the greatest
6. Growth rewards.
 Factors:

1. Valence – how much one want’s a reward

2. Expectancy – one’s estimate of the probability that effort

will result in successful performance;

3. Instrumentality – one’s estimate that performance will

result in receiving the reward.

Valence x Expectancy x Instrumentality = Motivation

 Goal Setting Theory
Equity Theory
The theory that
Theory that individuals compare job
specific and then difficult
inputs and outcomes with those of others goals, with feedback lead
and then respond to eliminate to higher performance.
inequalities.

2 TYPE OF INEQUITY:

1. Over rewarded;
2. Under rewarded.
Motivational Methods and Programs

4 methods
1. Motivation through job
design.;
2. Organizational behaviour
modification;
3. Motivation through
recognition and pride;
4. Motivation through
financials incentives.
1) Job Enrichment
refers to the practice of building motivating factors like
responsibility, achievement and recognition content.

Characteristics:

1. Direct feedback – employees receive immediate evaluation of

their work.

2. Client relationships – an employee is given a chance to serve an

external or internal client.
3. New learning – employees the
employee acquires new
knowledge while doing his
work.

4. Control Over method – employees

has some control over w/c method
to choose to accomplish task.
 5. Control over scheduling – employee has the
ability to schedule his work.

6. Unique experience – the job has unique

qualities of features, like the opportunity
to see the world.

7. Direct communication authority – the job

provides the employee the opportunity to
communicate directly with people who use
their output. .
8. Control over resources – the employee has some
control over resources such money, material, or
people.
9. Personal accountability – the employee us responsible
for his or her result.
2) Job characteristics model
5 CORE JOB CHARACTERISTICS
Refers to the method of
job design that focuses on 1. Skill variety
the task and interpersonal 2. Task identity
demands of a job. 3. Task significance
4. Autonomy
5. Feedback
Job Crafting
Organizational Behaviour
Refers to physical and Modification
mental changes workers make
in the task or relationship
aspect of their jobs. It is the application of
reinforcement theory in
COMMON TYPES: motivating people at work.

1. Changing the number and type

of job tasks;
2. Changing the interaction with
others on the job;
3. Changing one’s view of the job.
What is COMMUNICATION?
Communication may defined as the transfer to
information including feelings, ideas, from one person to
another.

Importance of communication

Without communication, organizations cannot exist.

It is essential for the coordination of businesses.
Effective communication system provides
management with answers to questions related to
what motives its workers to perform effectively.
BASIC METHODS OF INTERPESONAL COMMUNICATION
Verbal includes one on one meetings, speeches,
grapevine, telephone, departmental or
interdepartmental meetings, presentation.
1. Written includes memos , notice-boards,
and letters to staff, emails, faxes, internal
newspaper and instant messaging.
2. Nonverbal communication takes through
facial expressions, body movements, eye
contact, and other physical gestures.
FUNCTIONS OF COMMUNICATION

1. Information function
2. Motivation function
BASIC GOALS OF EFFICTIVE
3. Control function COMMUNICATION
4. Emotive function
1. To gain goodwill
2. To inquire
3. To inform
4. To persuade
BARRIERS TO COMMUNICATION

1. Filtering
2. Selective perception
3. Information overload
4. Emotions
KINDS OF COMMUNICATION FLOW
5. Language
6. Communication
apprehension 1. Downward
7. Absence of feedback
2. Upwards
8. Physical separation
9. Lack of credibility of the 3. Horizontal
sender
SUMMARY

Employee performance is a very important concern for people running

organizations. One of the requirements of performance is motivation.

Motivation may be defined as the process of activating behavior,

sustaining it and directing it toward a particular goal.

The key elements of motivation are intensity, direction and persistence.

the various theories of motivation may be categorized as either
content or process theories. Content theories are those that focus on
analyzing the wants and needs of an individual.
 The better known content theories are: hierarchy of
needs theory; erg theory, acquired needs theory, and two
factor theory. The better know process theory are :
expectancy theory, equity theory, and goal setting theory.

Communication is an essential element of organizations.

Without communication, organizations cannot exist.

Effective communication consists of six components: the

sender, the message, the channel, the receiver, feedback
and the environment.
 Interpersonal communication maybe verbal, written or
noon-verbal.
Communication serves four major functions: information,
motivation, control and emotive.
The basic goals are: to gain goodwill, to inquire, to inform, to
persuade.

Communication barriers includes: filtering, selective perception,

information overload, emotions, language, and communication
apprehension, absence of feedback, physical separation, and
lack of credibility of the sender.