Human Behavior

in Organization
“MOTIVATION”

Presented by: Guen Zyra T. Fajardo

 Content of
this Topic
What is Motivation

Key Elements of Motivation

Motivational Methods and Programs

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Job Performance is a given requirement of any organization. It is
possible, however if the following conditions are met:

Capacity to Perform Willingness to Perform

01 Relates to the degree to which

the employee possesses skills,
abilities, knowledge and
03 Relate to the degree in which
an employee desires and is
willing to exert effort to
experiences to his job. achieve the goal assigned to
him.

Opportunity to Perform

02 It depends of the work

environment provided to the
employee.
 CAPACITY TO
PERFORM

OPORTUNITY
TO PERFORM JOB PERFORMANCE

WILLINGNESS
TO PERFORM

DETERMINANTS OF JOB PERFORMANCE

 Motivation
may be defined as the process of
activating the behavior, sustaining
it and directing it toward a
particular goal.

Motivation moves people to act

and accomplish.
In the workplace, motivation may be
more specifically defined as the set of
internal and external forces that causes a
worker or employee to choose a course
of action and engage in certain behavior.
INTERNAL EXTERNAL
FORCE FORCE

Worker

COURSE
CERTAIN
OF
BEHAVIOR
ACTION

ORGANIZATIONAL
GOAL

THE PROCESS OF WORK MOTIVATION

 Key Elements of Motivation

Intensity Persistence
The level of effort Dimension of motivation
provided by the which measures how long
employee in the attempt a person can maintain
to achieve goal assigned effort to achieve the
to him. organizatiom’s goal.

Direction
To what an individual
chooses to do when he is
confronted with a number
of possible choices.
In any case, the three
elements complement
each other

If the intensity of motivation is

insufficient or the effort is not
properly directed or persistent
enough, excellent performance is
not just possible.
Motivational Methods and
Programs
It is normal for employers to want their employees to do their
best in the workplace. To keep employee sufficiently motivated
some means of motivation should be design and implemented.
 Motivational Methods and Programs

Motivation through Job Design

1

Organizational Behaviour
2
Modification

Motivation through Recognition and

3
Pride

4 Motivation through Financial

Incentives
1
Motivation through Job Design
It is the way of motivating employees by make their job
challenging so that the worker who is responsible for it
enjoys doing it

Job Enrichment Job Crafting

Refers to the practice of Refers to the physical
building motivating and mental changes
factors like responsibility, workers make in the task
achievement and or relationship aspect of
recognition into job their job.
content
Job Characteristic and
Model
Refers to the method of
job design that focuses
on the task and
interpersonal demands
of job.
 Characteristics of Job Enrichment

Direct Client New Control over Control over

Feedback Relationship Learning Method Scheduling

Unique Direct
Control over Personal
Experience Communication
Resources Accountability
Authority
 Five Core of Job Characteristics
Skill Variety Task Significance
Degrees to which there Degree to which the
are many skills to job has a substantial
perform impact on the lives or
work of other people

Task Identity Autonomy

Degree to which one Degree to which the job gives the
worker is able to do a employee substantial freedom,
complete job from independence and discretion in
beginning to end with scheduling their work and determining
tangible and possible the procedures used in carrying it out
outcome
Feedback
Degrees to which a job
provides direct
information about
performance
 Types of Job Crafting
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.
 2 Organizational Behavior Modification
It is actually the application of the reinforcement theory in motivating people at work
Reinforcement Theory defined as the contention that behaviour is determine by its
consequences.

Developing baseline data Developing and

which is obtained by the Implementing sn
determining the number intervention strategy to
of times the identified streghten desirable and
1 behavior is occuring 3 undesirable performance 5
under present condition behavior

Identify Critical Identifying Evaluating

Behaviors that make 2 behavioral 4 Performance
a significant impact consequences improvement
on the employees job of perfromance
performance

Five Step Problem Solving Method

Benefits of Organizational Behavior Modification

 Improvement of Employee Productivity.

 Reduction of error, absenteeism,

tardiness and accident rates.

 Improvement of friendliness toward

customers.
 3 Motivation through Recognition and Pride
Recognition is a natural human need and it is a
strong motivator.

To make it an effective motivator, the following steps are necessary:

Recognize the behaviour with an

oral, written or material reward.
Identify a meritorious behaviour
(for example, the equivalent of
(for example, the development
10% of the cost savings will be
of a scheme that reduces the
given to the worker who
cost of providing service to
developed the scheme every time
customers.)
the savings is realized.)
The following points must be considered in implementation of reward and
recognition programs.

Feedback is an essential part of recognition.

Praise is one of the most powerful forms of recognition.

Reward and recognition programs should be limited to organizational goals.

Identification of the type of rewards and recognition that the workers will value and

It is important to evaluate the effectiveness of the reward and recognition program.

 Workers who achieve
outstanding performance
experience the emotion of
Pride is also pride. The feeling satisfied the
motivator, but one need for self esteem and self
that is intrinsic. fulfilment. This provides
managers with a clue on what
concrete actions could be done
to motivate workers.
4 Motivation through Financial Incentives
Financial Incentives are powerful tool of motivation. They are
monetary rewards paid to employees because of the output they
produce, skills, knowledge and competencies or a combination of
these factors.
Financial Incentives take the form of any or a combination of the following :

Time Rates

Payment by Result

Performance and profit related pay

Skill/Competency based pay

Cafeteria or flexible benefits

system
 Time Rates type of monetary reward that use the number of hours
worked as a mean of determining rewards.
The advantage of Time Rates are as
follows:
• It is open to inspection and equitable because employees doing the same job will
be on the same grade level.
• It encourages the retention of human resources by stability and this is because of
the gradual increases in rewards within the given grades.
• It is relatively easy to administer and allows labor cost to be predicted.
• It does not emphasize quantity of output to the detriment of quality.

The main disadvantage of Time Rates is that it does not motivate employees to
become more productive.
Payment by Result scheme links pay to the quantity of
the inidividual’s output.

The advantages of Payment by Result are the following:

The employee is motivated to put in extra effort because by doing so, he

or she will receive additional income.
There is fairness because the label of reward is related to the
level of output.
There are likely to be cost advantages since wages are directly linked to
production and less supervision is required.
 The disadvantages of Payment by Results are as follows :

• Outputs in certain jobs cannot be easily measured.

• Safety standard may be compromised. For instance, the high rate of
accidents involving bus drivers who are paid commissions is sufficient
proof of the disadvantage of payment by results.
• Workers may view payment by result as a device to obtain greater effort
from them without commensurate rewards.
Performance Related Pay scheme considers results or output plus
actual behaviour in the job.

Most often, rewards consist of lump sum or a bonus as a percentage of basic salary
with quality of performance determining the magnitude of the percentage increase
or alternatively accelerated movement up a pay scale. Bonus is a reward given to
employees for recent performance rather than historical performance.

The advantages of Performance Related Pay are as follows:

• It increase employee beliefs (instrumentally) that reward will follow high performance.
• Those that perform better are rewarded more.
• It is comparatively objective and verifiable.
The disadvantages of Performance Related Pay are as follows:

• Cost rises along with the rewards.

• The system is complex.
• Employees with declining energy may experience a decrease in total pay.
• The Union may resist the incentive idea.
• There is delay in the payment of incentives.
• It is difficult to motivate higher performance across a broad range of
employee.
• The system is rigid.
Profit Related Pay an organization wide scheme where pay is linked to
company profits. It takes the form of direct cash outlay or allocation of stock
options.
Stock Option is a financial incentive that gives employees
the right to purchase a certain number of company shares
at a specified price.
The following are the advantage of Profit Related Pay:
• Employees identify more closely with the success of the organization.
• There is breaking down or removal of the communication barrier between the management
and employees;
• Cooperation and working together for mutual benefit is encouraged.
• Awareness of the link between performance and organizational profitability leads to a greater
awareness of costs and their impact on performance.
• When profits fall, the decline in pay is preferable alternative to laying off employees.
• Group pressure could raise performance levels of poor performers.
The disadvantages of Profit Related Pay are as follows:

● Profits are not directly related to an employee’s effort

on the job and this is a negative factor on motivation.
● Employee must wait for their reward and the delay
diminishes its impact.
● Since Profit are unpredictable, total worker income
may vary from years to years. As a result , some
workers may prefer the stability if a fixed wage or
salary.
Skill Based Pay known as competency based or knowledge based pay. It is a
pay plan that sets pay level on the basis of how many skills employees have or
how many job can do.

The advantages of Skill Based Pay are as follows:

• It provides strong motivation for employees to develop their work related

skills.
• It reinforces an employee’s sense of self esteem.
• It provides the organization which highly flexible workforce that can fill in
when someone is absent.
The disadvantages of Skill Based Pay are as follows:

• Not all employees like skill based pay because it places

pressure on them to move up the skill ladder.
• Some employee will qualify themselves for skill areas that they
will unlikely use, causing the organization to pay them higher
rates they deserve.
• A substantial investment in employee training must be made
especially in the time spent coaching by supervisors and peers.
Flexible Benefit System is a benefit plan that allows each employee to put
together a benefit package individually tailored to his or her own needs and
situation.

The advantages of Flexible Benefit System are as follows:

• It enables employees to choose options that best fit their own needs.
• Deciding among the various options makes employees more aware of their benefits
giving them a real sense of the value of the benefits their employee provided.
• Flexible benefit plan can lower compensation costs because employers no longer have to
pay for unwanted benefits.
• Employers and employees can save on their taxes.
The disadvantages of Flexible Benefit System:

• It creates an administrative burden.

• It can lead to an increased insurance premiums.
How an organization
of your choice
motivates its people to
perform their job?
Self-motivation is an important skill. Self-motivation drives people to keep
going even in the face of set-backs, to take up opportunities, and to show
commitment to what they want to achieve.
If you want motivation you must have a proclivity for action.
://www.skillsyouneed.com/ps/self-motivation.html
 THANK YOU!

Reference: Human Behavior in Organization by Roberto G Medina, Ph.D