Motivation
ENGINEERING MANAGEMENT
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Motivation
Refers to the process of activating
behavior, sustaining it and directing it
toward a particular goal. There are three
stages as per defined, this includes
Activating, Sustaining and Directing.
Theories of Motivation
•Maslow’s needs hierarchy theory
•Herzberg’s two factor theory
•Expectancy theory
•Goal Setting theory
Maslow’s hierarchy of needs
The hierarchy was originally conceived by American
psychologist Abraham Maslow in 1943. Maslow had a
humanistic approach to psychology, and his work put focus
on the whole person instead of individual psychological
symptoms. His hierarchy of needs describes several levels of
human experience.
ESTEEM Status, respect, prestige
Self-fulfillment
Friendship, belonging, love SOCIAL
Freedom from harm, financial
SECURITY
SELF-
security
ACTUALIZATION
food, water, sex, sleep, body
elimination
PHYSIOLOGICAL
Herzberg’s two factor theory
American psychologist Frederick Herzberg is
regarded as one of the great original thinkers in
management and motivational theory. Herzberg set
out to determine the effect of attitude on motivation,
by simply asking people to describe the times
when they felt really good, and really bad, about their
jobs. What he found was that people who felt good
about their jobs gave very different responses from
the people who felt bad.
Herzberg’s two factor theory
Expectancy theory
The expectancy theory was proposed by Victor Vroom of
Yale School of Management in 1964. Vroom stresses and
focuses on outcomes, and not on needs unlike Maslow and
Herzberg.
The theory states that the intensity of a tendency to
perform in a particular manner is dependent on the intensity
of an expectation that the performance will be followed by a
definite outcome and on the appeal of the outcome to the
individual.
Expectancy theory
Expectancy Theory
the expectancy theory concentrates on the following three
relationships:
§Effort-performance relationship: What is the likelihood
that the individual’s effort be recognized in his
performance appraisal?
§Performance-reward relationship: It talks about the
extent to which the employee believes that getting a good
performance appraisal leads to organizational rewards.
§Rewards-personal goals relationship: It is all about the
attractiveness or appeal of the potential reward to the
individual.
Goal Setting theory
In 1960’s, Edwin Locke put forward the Goal-setting theory of
motivation.
- goal setting refers to the process of
This theory states that goal setting is essentially linked to task
performance.
performance with
deadlines or quality
It states that specific and challenging goals along with appropriate
feedback contribute to higher and better task performance.
-A clear goal is provided motivating
In simple words, goals indicate and give direction to an employee about
what needs to be done and how much efforts are required to be put in.
the employees.
Goal Setting Theory
Goal Setting theory
Goal setting theory has certain eventualities such as:
Self-efficiency- Self-efficiency is the individual’s self-confidence and faith that he has potential
of performing the task. Higher the level of self-efficiency, greater will be the efforts put in by the
individual when they face challenging tasks.
While, lower the level of self-efficiency, less will be the efforts put in by the individual or he
might even quit while meeting challenges.
Goal commitment- Goal setting theory assumes that the individual is committed to the goal
and will not leave the goal.
The goal commitment is dependent on the following factors:
Goals are made open, known and broadcasted.
Goals should be set-self by individual rather than designated.
Individual’s set goals should be consistent with the organizational goals and vision
Techniques of MOTIVATION
-Through Job designs
-Through Rewards or Incentives
-Through Employee participation
-Others; flexible works schedules, family support
services and sabbaticals.
Job Designs
It defines as specifying the tasks that constitute a job
for an individual or a group.
There are 2 Approaches in Job Designing
-Fitting People to Jobs &
-Fitting Jobs to People
FITTING PEOPLE TO JOBS
Remedies includes
- Realistic Job Previews
- Job Rotation
- Limited exposure
FITTING JOBS TO PEOPLE
Remedies includes
- Job Enlargement
- Job Enrichment
Employee Participation
Specific Activities where employees may participate:
1) Setting goals
2) Making decision
3) Solving problems
4) Designing and implementing organizational changes
Self-managed Teams - This group is called the autonomous work groups or
high-performance teams.
Other Motivation techniques
Flexible Work Schedules- there is arrangement called flextime,
which allows employees to determine their own arrival and
departure.
Family Support Services- Companies provides day care
facilities for the children of the employees.
Sabbatical- a leave given to an employee after a certain
number of years of service.
