Human Resource Management

Topic :- Presented By :- Deepika

Human Resource [ MBA BE 2.2 ]
Motivation { 2203063 }
 CONTENTS

Meaning of Nature & Importance & Theories of

Motivation Types of Process of Motivation
Motivation Motivation
PART 01

Meaning Of
Motivation
 Meaning of Motivation

• Motivation is an important factor

• According to Likert, “It is the which encourages persons to give
core of management which their best performance and help
shows that every human being in reaching enterprise goals. A
gives him a sense of worth in strong positive motivation will
face-to face groups which are
enable the increased output of
most important to him….A
supervisor should strive to treat employees but a negative
individuals with dignity and a motivation will reduce their
recognition of their personal performance. A key element in
worth.” personnel management is
motivation.
PART 02

Nature & Types

Of
Motivation
 Nature Of Motivation

• Based on • Goal directed

motives behaviour

• Affected by • Related to
motivating satisfaction
 Types Of Motivation
1. Positive Motivation:
Positive motivation or incentive motivation is based on reward. The workers are offered incentives for
achieving the desired goals. The incentives may be in the shape of more pay, promotion, recognition of work,
etc. The employees are offered the incentives and try to improve their performance willingly.

2. Negative Motivation:
Negative or fear motivation is based on force or fear. Fear causes employees to act in a certain way. In case,
they do not act accordingly then they may be punished with demotions or lay-offs. The fear acts as a push
mechanism. The employees do not willingly co-operate, rather they want to avoid the punishment.

3.Extrinsic motivation:
Extrinsic motivation is a construct that pertains whenever an activity is done in order to attain some
separable outcome

4. Intrinsic motivation:
Intrinsic motivation is internal and arises from within the individual, such as doing a complicated crossword
puzzle purely for the gratification of solving a problem.
PART 03

Importance &
Process Of
Motivation
 Importance Of Motivation

Puts human Improves level Leads to Builds friendly

resources of efficiency of achievement of relationship
into action organizational
employees
goals
 Process Of Motivation

1) Need Identification 4) Employee Performance

2) Searching Ways to 5) Consequences of

satisfy needs performance
Reward/punishments
3) Selecting
Goals 6) Reassessment of Need
deficiencies
PART 04

Theories Of
Motivation
 1. Maslow's Theory Of Hierarchical Needs

Maslow’s hierarchy of needs is a motivational

theory in psychology comprising a five-tier
model of human needs, often depicted as
hierarchical levels within a pyramid.
From the bottom of the hierarchy upwards, the
needs are: physiological (food and clothing),
safety (job security), love and belonging needs
(friendship), esteem, and self-actualization.
Needs lower down in the hierarchy must be
satisfied before individuals can attend to
higher needs.
 2. Herzberg's Two Factor Theory
• Hygiene Factors - Dissatisfying factors are
labeled as hygiene factors - as they are
The Herzberg two-factor theory, part of the context in which the job was
also known as the Herzberg's performed (rather than functions of the
Hygiene Theory, posits that job job itself). Common hygiene factors
satisfaction and dissatisfaction are include: work conditions, company
not opposites. The research policies, supervisions, salary, safety, and
security.
underpinning this theory identifies • Motivators - Satisfying factors were
characteristics of jobs that related labeled as motivators. Motivators, in
to job satisfaction - while a contrast to hygiene factors, are factors
different set of job factors lead to are intrinsic to the job. Common hygiene
dissatisfaction. Thus, eliminating factors include: personal recognition,
achievement, engaging work, meaningful
dissatisfaction will not necessarily responsibilities, career advancement, and
create satisfaction and vice versa. personal growth opportunities.
3. Mc clelland's Theory Of Needs

Need for power is the desire to

influence other individual’s
behaviour as per your wish. In
other words, it is the desire to
have control over others and to be
influential.

Need for achievement is Need for affiliation is a need

the urge to excel, to for open and sociable
accomplish in relation to a interpersonal relationships. In
set of standards, to other words, it is a desire for
struggle to achieve relationship based on co-
success. operation and mutual
understanding.
 4. Vroom's Theory Of Expectancy
• Vroom suggests that an
employee's beliefs about Expectancy -
Expectancy, Instrumentality, Employees have different
expectations and levels of
and Valence interact
confidence about what they
psychologically to create a are capable of doing.
motivational force such that Management must discover
the employee acts in ways what resources, training, or
that bring pleasure and supervision employees need.
avoid pain.
Valence - Instrumentality -
Valence refers to the emotional The perception of employees as
orientations people hold with respect to whether they will actually get
to outcomes [rewards]. The depth of what they desire even if it has
the want of an employee for extrinsic been promised by a manager.
[money, promotion, time-off, Management must ensure that
benefits] or intrinsic [satisfaction] promises of rewards are fulfilled
rewards). Management must and that employees are aware
discover what employees value. of that.
 5. Mc Gregor's Theory X and Theory Y
Theory X :- According to McGregor, Theory Theory Y :- The higher-level needs of esteem and
management assumes the following: self-actualization are ongoing needs that, for
most people, are never completely satisfied. As
such, it is these higher-level needs through which
• Work is inherently distasteful to most employees can best be motivated.
people, and they will attempt to avoid
work whenever possible. • In strong contrast to Theory X, Theory Y
• Most people are not ambitious, have management makes the following
little desire for responsibility, and prefer assumptions:
to be directed. • Work can be as natural as play if the
• conditions are favorable.
Most people have little aptitude for
• People will be self-directed and creative to
creativity in solving organizational meet their work and organizational
problems. objectives if they are committed to them.
• Motivation occurs only at the • People will be committed to their quality and
physiological and security levels of productivity objectives if rewards are in place
Maslow’s hierarchy of needs. that address higher needs such as self-
• Most people are self-centered. As a fulfillment.
• The capacity for creativity spreads
result, they must be closely controlled
throughout organizations.
and often coerced to achieve • Most people can handle responsibility
organizational objectives. because creativity and ingenuity are common
• Most people resist change. in the population.
• Most people are gullible and • Under these conditions, people will seek
unintelligent. responsibility.
 6. Alderfer's ERG Theory

• Alderfer’s ERG theory suggests that there • Relatedness needs have to do with the
are three groups of core needs: existence importance of maintaining interpersonal
(E), relatedness (R), and growth (G)—hence relationships. These needs are based in
social interactions with others and align
the acronym ERG. These groups align with with Maslow’s levels of love/belonging-
Maslow’s levels of physiological needs, related needs (such as friendship, family,
social needs, and self-actualization needs, and sexual intimacy) and esteem-related
respectively. needs (gaining the respect of others).
• Existence needs concern our basic material • Finally, growth needs describe our intrinsic
requirements for living. These include what desire for personal development. These
Maslow categorized as physiological needs needs align with the other portion of
Maslow’s esteem-related needs (self-
(such as air, food, water, and shelter) and esteem, self-confidence, and achievement)
safety-related needs (such as health, secure and self-actualization needs (such as
employment, and property). morality, creativity, problem-solving, and
discovery).
Thanks For Your Kind Attention !