1. The document discusses different theories of motivation including Maslow's hierarchy of needs theory, Herzberg's two-factor theory, equity theory, and cognitive evaluation theory.
2. Key motivational factors discussed include desire for money, success, recognition, job satisfaction, and teamwork. Motivation is important as it leads to improved productivity, efficiency, and achievement of organizational goals.
3. The theories provide implications for managers to understand what motivates employees and ensure fairness in reward distribution to maximize performance. Intrinsic and extrinsic motivators differently impact motivation levels according to cognitive evaluation theory.
1. The document discusses different theories of motivation including Maslow's hierarchy of needs theory, Herzberg's two-factor theory, equity theory, and cognitive evaluation theory.
2. Key motivational factors discussed include desire for money, success, recognition, job satisfaction, and teamwork. Motivation is important as it leads to improved productivity, efficiency, and achievement of organizational goals.
3. The theories provide implications for managers to understand what motivates employees and ensure fairness in reward distribution to maximize performance. Intrinsic and extrinsic motivators differently impact motivation levels according to cognitive evaluation theory.
1. The document discusses different theories of motivation including Maslow's hierarchy of needs theory, Herzberg's two-factor theory, equity theory, and cognitive evaluation theory.
2. Key motivational factors discussed include desire for money, success, recognition, job satisfaction, and teamwork. Motivation is important as it leads to improved productivity, efficiency, and achievement of organizational goals.
3. The theories provide implications for managers to understand what motivates employees and ensure fairness in reward distribution to maximize performance. Intrinsic and extrinsic motivators differently impact motivation levels according to cognitive evaluation theory.
1. The document discusses different theories of motivation including Maslow's hierarchy of needs theory, Herzberg's two-factor theory, equity theory, and cognitive evaluation theory.
2. Key motivational factors discussed include desire for money, success, recognition, job satisfaction, and teamwork. Motivation is important as it leads to improved productivity, efficiency, and achievement of organizational goals.
3. The theories provide implications for managers to understand what motivates employees and ensure fairness in reward distribution to maximize performance. Intrinsic and extrinsic motivators differently impact motivation levels according to cognitive evaluation theory.
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Motivation and
motivational theories Group Members; SALEEM SHAH FARID KASKAR ISMAIL SHAH ASIF SALAM MOMIN KHAN MUSTAFA MOTIVATION
• WHAT IS MOTIVATION? • Stimulating people to actions to accomplish the goals.
• Stimulating factors; • Desire for money • Success • Recognition • Job satisfaction • Team work, etc Process of motivation
• A felt need or drive
• A stimulus in which needs have to be aroused • When needs are satisfied, the satisfaction or accomplishment of goals Importance of Motivation
1. Puts human resources into actions
2. Improves level of efficiency of employees • Increase in productivity • Reducing cost of operation • Improving overall efficiency
3. Leads to achievement of organizational goals
4. Builds friendly relationships 5. Ongoing employee development Summary; 1. Motivation is important to an individual as; • Achieve personal goals • Job satisfaction • Self development of individual • Gain by working with dynamic team
2. Motivation is important to a business as;
• Direct relationship • More team work and individual employee contribution, more profitable and successful is the business. • During period of amendments, there will be more adaptability and creativity. • Motivation will lead to an optimistic and challenging attitude at work place. Theory X and Theory (Douglas Mcgregor 1960) Herzberg’s Two Factors theory (1959) Hierchy needs of theory
S el f a ct u al iz at i o n
E s t e e m
S o c i a l
S a f e t y p h y si o l o g i c a l physiological
• Rest and refreshment breaks
• Physical comfort on the job • Reasonable work hours Safety
• Safe working condition
• Job security • Adequate compensation and benefit Social
• Friendly coworkers • Interaction with costumer • Pleasant supervisor Esteem
• Award (best employee)
• Promotion • Praise and recognition from boss Self actualization
• Creative and challenging work
• Participation in decision making • Job autonomy Lower order needs vs higher order needs Lower order needs Needs that are satisfied externally. Higher order needs Needs that are satisfied internally. Motivation theories links with Organizational behavior
Organization
Goals
Motivation Implications of Maslow’s theory in the workplace Not everyone is motivated in the same way. Motivation and need satisfaction are anticipatory in nature. Managers must seek to guide and direct employee behaviour to meet the organizational needs and individual needs simultaneously. Implication of Herzberg’s theory Providing the hygiene factors will eliminate employee dissatisfaction bur will not motivate workers to high levels of achievement. Recognition, responsibility, and the opportunity to achieve personal growth will promote satisfaction and employee performance. The benefit of this theory has implication for the effect of company systems and job design (how work is arranged and how much employees control their work) on employee satisfaction and performance. Implication of the equity theory Implication for the equity theory for managers is that employees do evaluate their perceived equity of their rewards compared to others’. Smart managers should try to ensure that there is fairness in the distribution of rewards to keep employees motivated. Self efficacy Your thoughts
http://www.flickr.com/photos/91903883@N00/2385264019 Self efficacy … the beliefs regarding one's capabilities of successfully completing tasks or goals. sense of efficacy challenge themselves intrinsically motivated. COGNITIVE EVALUATION THEORY
1 This theory suggests that there are actually two motivation systems: intrinsic and extrinsic that correspond to two kinds of motivators
Intrinsicmotivators Extrinsic
2 8 Intrinsic motivators: Achievement, responsibility and competence. Motivators that come from the actual performance of the task or job -the intrinsic interest of the work.
Extrinsic motivators: pay, promotion, feedback,
working conditions , controlled by others.
2 9 Cognitive Evaluation Theory is designed to explain the effects of external consequences on internal motivation.
3 0 Allocatingextrinsic rewards for behavior that had been previously intrinsically rewarded tends to decrease the overall level of motivation.
