MOTIVATION IN ORGANIZATION

Topics: Motivation, Maslow's hierarchy of needs, Psychology Pages: 9 (1629 words) Published: April 22, 2015
MOTIVATION IN ORGANIZATION
“Motivation refers to the force that cause people to behave in a certain way.”

*(Psychological) forces acting on a person that initiate (begin) and direct behavior REWARDS: INSTRINSIC REWARDS

The satisfaction received in the process of performing an action. Completion of complex task may give pleasant feelings or solving a problem that benefits other may fulfill person’s mission. A reward given by another person.

Promotion
Pay increase

FOUNDATION OF MOTIVATION

Different perspective to motivate employees

TRADITIONAL APPROACH
HUMAN RELATION APPROACH
HUMAN RESOURCES APPROACHES
CONTEMPORARY APPROACHES

TRADITIONAL APPROACH

According to F,Taylor ,Money is only one factor to motivate employees

People would work harder for higher pay

work is inherently unpleasant for most people and the money they earn is more important to employees than is the nature of the job they are performing.

HUMAN RELATION APPROACH

Worker were treated as people
Alton Mayo called the father of human relation
the need for belongingness and the need to feel useful are more important than money in motivating employees.

HUMAN RESOURCES APPROACHES
Employees are complex and motivated by many factors.
people want to contribute to organizational effectiveness and are able to make genuine contributions. The organization's responsibility is to create a work environment that makes full use of available human resources.

CONTEMPORARY APPROACHES
The most recent theories
CONTENT THEORIES
PROCESS THEORIES
REINFORCEMENT THEORIES

CONTENT THEORIES
A group of theories that emphasize the needs that motivate people.

Emphasize the needs that motivate people.
Specify the kinds of needs people have and the conditions under which the need will motivate employee performance. Concerned with "WHAT" motivates individuals.
What outcomes is the individual motivated to obtain from a job & organization

HIERARCHY OF NEEDS THEORY

A content theory that proposes that people are motivated by five categories. that exist in a hierarchical order.

According to Maslow, lower needs take priority. They must be fulfilled before the others are activated. Lower need take priority they must be fulfilled before next level need activated. Needs satisfied in sequences.

PHYSIOLOGICAL NEED
OFF THE JOB
FOOD
WATER
OXYGEN,
CONSTANT BODY TEMPERATURE
SLEEP
ON THE JOB
SALARY
SAFTETY NEED
OF THE JOB
FREEDOM FROM WAR
POLLUTION
VIOLENCE
FEEL SAFE
SECURE
STABLE
ON THE JOB
WORK SAFETY,
JOB SECURITY
HEALTH INSURANCE
FINANCIAL RESERVES
FRINGE BENEFIT

BELONGINGNESS OR SOCIAL NEED
OFF THE JOB

FAMILY,
FRIENDS
CLUBS
NEED TO LOVE AND BE LOVED,

TO BELONG AND BE ACCEPTED;

NEED TO AVOID LONELINESS
ON THE JOB

WORK GROUP
CLIENT
COWORKER
SUPERVISORS

ESTEEM NEEDS
OFF THE JOB

APPROVAL OF FAMILY, FRIENDS, COMMUNITY
NEED FOR RECOGNITION AND RESPECT FROM OTHERS.
ON THE JOB
RECOGNITION
, HIGH STATUS,
RESPONSIBILITIES
ACHIEVEMENT,
COMPETENCE,
INDEPENDENCE
REPUTATION
RECOGNITION
Self-actualization
OFF THE JOB
EDUCATION,
RELIGION
, HOBBIES,
PERSONAL GROWTH
NEED TO LIVE UP TO ONE'S FULLEST
 AND UNIQUE POTENTIAL

ON THE JOB
TRAINING,
ADVANCEMENT,
GROWTH,
CREATIVITY
ERG THEORY
Clayton Alderfer proposed a modification of Maslow’s theory “ a modification of the needs hierarchy theory that proposes three categories of needs.”

EXISTENCE: needs for physical well-being
RELATEDNESS: needs for satisfactory relationship with others. GROWTH: development of personal growth

ERG THEORY
Differences between ERG & Maslow's
Not a rigid hierarchy; does not assume a lower levels must be filled before one moves to a higher level · if higher level needs are ungratified, it will increase desire for gratification of lower level needs.
ERG THEORY

Frustration-Regression...
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