Leadership and Motivation

1. Employee Motivation
Higenyi Wahitu

2. What is motivation
 A set of processes that arouse, direct,
and maintain human behavior towards
attaining some goal.

3. Basic components of motivation
 Arousal : drive and energy behind our
actions ( I what to meet my sales quota)
 Direction: options, paths towards
meeting the person’s goal (work late,
make extra calls)
 Maintain behavior: how long will people
persist at attempting to meet their goal?

4. Ticklers about motivation
 Motivation and job performance are not
synonymous; motivation is just one of
the possible determinates of job
performance.
 Motivation is multifaceted
 People are motivated by more than just
money

5. Maslow’s theory
 Maslow: Needs theory
 People are motivated as a result of a
need
 Once that need is satisfied, it seizes to
be a motivator
 He developed a 5 needs tier

6. Maslow’s theory cont’d
 Physiological needs; most basic needs/
fundamental biological drives; food, air,
water & shelter
 Safety needs; need to be in secure
environment & free from threats of
physical or psychological
 Social needs; have friends, to be loved &
accepted by other people

7. Maslow’s theory cont’d
 Esteem; have respect & to gain the
approval of others
 Self Actualization; need to discover who
we are & develop ourselves to the fullest
potential

8. Managerial application of Need
theories
 Promote a healthy workforce
 Provide financial security
 Provide opportunities to socialize
 Recognize employees’ accomplishments

9. McGregor's theory X
 What workmen want from employees
more than anything else is high wages
 What employers want from workers is
low labor cost
 People have inherent dislike for work
 Avoiding it where possible

10. McGregor's theory X
 Must be coerced & threatened with
punishment
 People prefer to be directed
 Have little ambition
 People want security

11. McGregor's theory Y
 Work without coercion
 Management by objectives & not by
controls

12. Expectance theory
 People will only act when they have a
reasonable expectation, their action will
lead to desirable goals
 The possibility that the goal will be
achieved is also necessary for
motivation

13. Hertzberg: Hygiene theory
 Achievement, promotion, recognition,
responsibility & the job itself
(motivators)- help to grow the personality
 Policies, administrative supervision,
salary, working conditions ( hygiene)
 The absence of motivators does not lead
to job dissatisfaction, but merely lack of
job satisfaction

14. The 15 Motivators
Affiliation: feeling proud to be part of the group
or being associated with a great organization.
Self-Expression: express yourself individually.
Achievement: drive to accomplish challenging
goals.
Security: need for stability or reduction of
uncertainty and stress.
Career Growth: urge to grow and develop.

15. Cont…
 Excitement: impulse to seek new
experiences.
 Status: motivation to increase your standing
through your accomplishments.
 Purpose: need for meaning and direction.
 Competition: desire to excel in relation to
other individuals or groups.

16. Cont’
 Recognition: need for positive feedback and support
from the groups.
 Consideration: preference for a friendly, supportive
environment.
 Autonomy: need for more control over your working
conditions.
 Rewards: motivation to earn significant rewards or
wealth from your work.
 Responsibility: motivation to play a responsible role.
 Personal Needs: need to satisfy important outside-of-
work priorities.