3. Highly motivated employees are successful employees.
Employees who are driven toward a goal are focused on
achieving their goal. Such employees spend the majority of their
resources obtaining their desired goals and thereby represent
Managers who motivate their employees improve job
satisfaction, employee production and performance and
ultimately secure the success of their organisation.
The simplest, surest and most direct ways to get
Someone do something:
Tell the employee
Give the employee incentives
Show the employee
5. Myths About Motivation
Reducing the time spent at work
Human Relations Training
Two Way Communications
7. Herzberg’s Motivator- Hygiene Theory
Every worker has two sets of needs or
requirements: motivator needs and hygiene needs.
Motivator needs are associated with the actual work
itself and how challenging it is.
Facets: interesting work, autonomy, responsibility
Hygiene needs are associated with the physical and
psychological context in which the work is
Facets: physical working conditions, pay, security
8. Hypothesized relationships between motivator
needs, hygiene needs, and job satisfaction:
When motivator needs are met, workers will be
satisfied; when these needs are not met, workers
will not be satisfied.
When hygiene needs are met, workers will not be
dissatisfied; when these needs are not
met, workers will be dissatisfied.
10. Intrinsic vs. Extrinsic Work Values
Learning new things
Status in wider
Time with family
Time for hobbies
11. Work Values
A worker’s personal convictions about what outcomes
one should expect from work and how one should
behave at work.
The most general and long-lasting feelings and
beliefs people have that contribute to how they
Values can be intrinsic (i.e., related to the nature of
work itself) or extrinsic (i.e., related to the
consequences of work).
13. Work Attitudes
Collections of feelings, beliefs, and thoughts about
how to behave that people currently hold about
their jobs and organizations.
Compared to values, attitudes are:
More specific and Not as long lasting
Specific work attitudes:
Job satisfaction is the collection of feelings and
beliefs that people have about their current jobs.
Organizational commitment is the collection of
feelings and beliefs that people have about their
organizations as a whole.
15. Work Moods
How people feel at the time they actually perform their jobs.
More transitory than values and attitudes.
Can generally be categorized as positive or negative.
Personality, Work situation, Circumstances outside of work
17. Potential Consequences of Job
Performance: Satisfied workers are only slightly more
likely to perform at a higher level than dissatisfied
Satisfaction is most likely to affect work behaviors
when workers are free to vary their behaviors and
when a worker’s attitude is relevant to the behavior
Absenteeism: Satisfied workers are only slightly less
likely to be absent than dissatisfied workers.
Turnover: Satisfied workers are less likely to leave the
organization than dissatisfied workers.
18. Advice to Managers
Do not assume that most workers have strong intrinsic
work values just because you do.
Realize that any attempt you make to improve
attitudes, motivation, or performance will be most
effective when the change you implement is consistent
with workers’ values.
Make the work environment pleasant and attractive to
help promote positive moods.
Advice to Managers
19. Advice to Managers cont..
Adopt socially responsible policies and programs such
as supporting protection of the environment and
helping out the community in which your organization
Be committed to your employees by, for
example, showing concern for their well-
being, helping them when they have hard times, and
soliciting their input on decisions that will affect them.
Advice to Managers cont..
Both hygienic factors and motivation are important for
high performance factors
Treat people as best as you can so they have a
minimum of dissatisfaction
Use people so they get achievement, recognition for
achievement, interest, responsibility, and opportunity
for responsibility, and opportunity for advancement
and growth advancement