MOTIVATION

MOTIVATION

  17:48    Rahul R

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MOTIVATION

Ø  Integral part of the process of direction

Ø  Core of management

Ø  Effective instrument in the hands of management for inspiring the work force and creating confidence

Ø  Inspiring people to intensify their desire and willingness to execute their duties effectively

Ø  Productivity factor in industry.

THEORIES OF MOTIVATION

ü  Maslow’s Hierarchy of Needs Theory

ü  Herzberg’s Two Factor Theory(Motivation-Hygiene Theory)

ü  Mc Clelland’s Three Need Model(Achievement Theory)

ü  Cognitive Evaluation Theory

ü  Victor Vroom’s Expectancy Theory

ü  Goal Setting Theory

ü  Mc Gregore’s Theory X and Theory Y

ü  Self Efficacy Theory

Herzberg’s motivation – hygiene THEORY

Ø  Developed by Frederick Herzberg

Ø  Non-motivational Factors

ü  Motivators

ü  Hygiene factors / Dissatisfiers

Ø  Improving manager’s basic understanding of human behavior

Ø  One cannot achieve higher performance simply by improving wages and working conditions

v  Motivators                                                                              

Opportunities to become more experts & to handle  more demanding assignments

v  Hygiene factors

Ø              Prevent loss of money & efficiency

Ø              Provide no motivation to the employees

Ø              Help to maintain a reasonable level of satisfaction among   

      employees

Ø              Support employees mental health

Ø              Include wages,  fringe benefits, physical conditions,    overall administration, company policy etc

MOTIVATIONAL FACTORS

ü  Give strong motivation and high job satisfaction

ü   Their absence proves dissatisfiers

ü   Include achievements, recognition, advancement, work,     possibility of growth, responsibility etc

ü   Essential for increasing productivity

Criticisms of the theory:

®        The procedure that Herzberg used is limited by its   methodology.

®       The reliability of Herzberg’s methodology is questioned.

®       An overall measure of satisfaction is utilized.

®       The theory is inconsistent with previous research. It ignores situational variables.

®       Herzberg assumed a relationship between satisfaction not at  productivity.

Cognitive evaluation theory

q  The theory has been extensively researched, and a   large number of studies have been supportive.

q   Major implication for the theory is the way in which   people are paid in organizations.

q   Intrinsic motivators(achievement, responsibility   competence) are dependent of extrinsic 

              motivators(high pay, promotions, good supervisor  relations & pleasant working conditions)

q  Cognitive theory have major implications for managerial        practices.

q   If the theory is correct, it would make a sense to make an   individual’s pay non - contigents in performance to avoid decline in intrinsic motivation

q   Recent outgrowth of the cognitive evaluation theory is self-concordance – considers the degree to which people’s   reasons for pursuing goals are consistent with their interests and core values