Motivation

Motivation
Dr. Ahmedur Rahman Sabuj
3/10/2019 sabuj.mmc@gmail.com 1

Session outline:
• What is motivation?
• Why motivation?
• Type of motivation
• Motivating factors
• Theories of motivation
• Rules of motivation
• Creating motivational climate
• Some tips for motivation

What is motivation?
• Motivation means desire, wants of drives within the
individuals. The word motivation is the process of stimulating
people to action to accomplish the goal.
• To achieve the goal the psychological factors stimulate the
people’s behavior. These are:
• Desire for money
• Success
• Job satisfaction
• Teamwork, etc.

What is motivation? (Cont.)
• One of the most important functions of management is to
create willingness among the employees to perform in the
best of their abilities.
• The role of a leader is to arouse interest in the performance
of employees in the jobs. That can be down in the process of
motivation.
• Therefore, we can say that motivation is a psychological
phenomenon, which means needs, and wants of the
individuals have to tackle by framing and incentive plan.

Motivational Illustration:
Misconceptions about motivation:
• Current generation has no work ethic
• Some people are born “lazy”
• Most people are motivated by the same thing

Why motivation needed?
• Motivation is a management tool to increase the behaviour of
an individual.
• It can compel an employee to act to meet the organizational
goal.
• It is securing commitment and willingness of the people
towards the organization.
• It can act as an incentive for workers to achieve defined
objectives.
• It is an energy directed towards goal.

Importance of motivation:
Motivation is very important for an organization because of the
following benefits:
• Puts human resources into action.
• Improves level of efficiency of employees
• Leads to achievement of organizational goals
• Builds friendly in relationships
• Leads to stability of workforce

Job performance = f (ability x
motivation x organizational support)

Type of motivation:
Primary motivation:
• It is an intrinsic rewards derived from activity itself. (eg. place
of posting, any special taskaa)
Secondary motivation:
• It is an extrinsic rewards influence from outside the activity.
(eg. praise and other rewards)

Type of motivation: (cont.)
Positive motivation:
• Primary: How well I am doing (intrinsic).
• Secondary: Positive comments and encouragement from
others (extremes).
Negative motivation:
• Primary: Feeling bad about what you are attempting.
• Secondary: Bad mark for the work.

Important theories:
• Maslow’s Hierarchy of needs
• McGregor's theory X and Y management styles
• Herzberg’s Motivation-Hygiene Theory
• Vroom’s Expectancy Theory

Maslow’s Hierarchy of needs:

Maslow’s Hierarchy of needs:
Self-Actualization
Ego /esteem
Need to realise one’s
potential for continued
self-development,
Becoming what one is
capable of doing things,
Indispensable for the
organisation
Social
Achievement,
Adequacy,
Freedom,
Strength,
Status
Recognition
Appreciation
Safety and
security
Love,
friendship
Affection
Belongings
Association
Acceptance
Physiological
Protection
from threat/
Deprivation
Food, cloth,
shelter, sex etc.

Theory XY: Douglas McGregor:
• Theory X assumes that people are crazy
• They hate work to the extent that they avoid it
• They have no ambition
• Take no initiative and avoid taking any responsibility
• All the one job
• So, they must be frightened, correct, and punished

Theory XY: Douglas McGregor: (Cont.)
• Theory ‘Y’ is in sharp contrast to theory ‘X’: McGregor
believe that:
• People want to learn and work is their natural activity to
the extent that that they develop self-discipline and self-
development.
• They see their reward not so much in cash but in freedom
to do difficult and challenging work by themselves.
• Work is as natural as play if the conditions are favourable.

The carrot and stick theory:
The character / Reward
(participative style)
The stick/ Punishment
(authoritarian style)
 Salary and / Bonus  Fear of loss of job
 Increment of salary  Loss of income
 Promotion by seniority  Protection of bonus
 Fringe Benefits  Other penalty3/10/2019 sabuj.mmc@gmail.com 16

Herzberg's Motivators and Hygiene
Factors:
• The characteristics associated with job dissatisfaction are called
hygiene factors.
Factors for satisfaction Factors for dissatisfaction

Vroom’s expectancy theory:
•Expectancy theory is based on an employee benefits.
• Valence: refer to emotional orientations which people hold with
respect to outcomes (rewards) – leads to first order outcomes.
• Expectancy: refer to employee’s different expectations and level
of confidence about what they are capable of doing - link
between first order and second order outcome.
• Instrumentality - refer to the perceptions of employees whether
they will actually receiver what the desire.
• These three factors interact together to create a motivational factor
for an employee to work towards pleasure and avoid pain.

The formula for the force is:
Valence of outcome x Expectancy act will be result in outcome
(instrumentality) = Motivation force

Motivation is a form of learning: The
Law of Effect
• Behaviour that leads toward rewards tends to be
repeated.
• Behaviour that tends to lead towards no reward or to
punishment tends to be avoided.
• The type of reinforcer and the timing (schedule) of
reinforcement are key.

Techniques of motivation:
• Motivation true regarding
• Motivation through job designing
• Motivation through flexibility

Motivation through rewarding:
• Membership and seniority based reward
• Job status based reward
• Competency based reward
• Performance-based reward
• Organisational rewards:
• Profit sharing
• Stock option

Motivation through rewarding: (cont.)
• Team rewards:
• Gain sharing
• Special bonus
• Individual rewards:
• Price rate
• Commission
• Merit pay
• Special bonuses3/10/2019 sabuj.mmc@gmail.com 24

Motivation through Job Designing:
Ownership Feeling that employee owns the job;
Enhancing feeling of self-efficiency
Participative
Management
Involve them in decision making;
Include them in various committees
Addressing personal
problems
Counselling; Re-training; Transfer
Quality of work life Fair compensation; safe healthy working environment;
Self-improvement; foster creativity; ensure good family
life.
Career planning Transfer; Posting; Promotion; Training etc. would be on
the basis of performance appraisal

Motivation through Flexibility:
• MBO (Management by Objective)
• Flexible working hour/flexi-time
• Flexible working place/flexi-place
• Flexible benefits/flexi-pay
• Two-tier pay system

Results of Motivation:
•When an employee is motivated he does the
following:
•Wants to go to work & work willingly
•When at work he gives best performance
•Has a sense of belonging and pride in the
organization
Motivation = high productivity = fulfilment of organization
goal3/10/2019 sabuj.mmc@gmail.com 27

How to Create Motivational Climate:
•Creating environment for interdependent work rather than
dependency
•Creating a competitive climate through recognition of work
•Creating a climate of approach and problem solving rather
than avoidance
•Creating a productive environment through personal
example.
•Motivating staffs individually through guidance and
counselling.3/10/2019 sabuj.mmc@gmail.com 28

Some Feature of a Good Motivation
System:
• A sound motivation system in an organization should have the
following features:
• Superior performance should be reasonably rewarded and should
be duly acknowledged.
• If the performance is not consistently up to the mark, then the
system must make provisions for penalties.
• The employees must be dealt in a fair and just manner.

Some Feature of a Good Motivation
System: (cont.)
• Carrot and stick approach should be implemented very
carefully to motivate both efficient and inefficient employees.
• Performance appraisal system should be very effective.
• Ensure flexibility in working arrangements.
• The motivational system must be modified to the situation
and to the organization.
• The management approach should be participative.
• "Motivate yourself to motivate your employees”

Some Tips for Motivate Staffs:
• Please be polite with everyone;
• Make good relation with subordinate staff.
• Try to know everybody by their first name:
• Avoid staff jobs, seek line jobs.
• Never outshine your master
• Treat all people as special:

Some Tips for Motivate Staffs: (cont.)
• Be a credit maker, not a credit taker
• Boss is always right
• Stay out of office politics.
• Be liberal in granting casual leave.
• Give attention to junior colleagues, guide them, and
help them when necessary.

Some Tips for Motivate Staffs: (cont.)
• Arrange picnic and guest night for families of your
colleagues.
• Congratulate when your colleague/subordinate/ ward
of them achieves any promotion, degree, award and
provide academic counselling to them.
• Make participatory environment in decision making.
• Try to adjust with any situation

Human Relation:
The least most important word: “I”
The one most important word: “WE”
The two most important word: “Thank you”
The three most important word: “If you please”
The four most important word: “What is your opinion?”
The five most important word: “You did a good job”
The six most important word: "I admit I made a mistake”3/10/2019 sabuj.mmc@gmail.com 34

In an office:
A worried person always see a problem
&
A concern person always solve the problem.

Motivation

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