Professional Documents
Culture Documents
6. 5. 4.
REEVALUTION REWARDS OR EVALUATION
OF NEEDS PUNISHMENT OF
PERFORMANCE
Definition of Motivation :
Motivation is process that starts with a psychological deficiency or need that
activates behavior that is aimed at a goal or incentive.
Mot iva tion is a dyn ami c p roc es s; people may be motivated by different
things (needs and drives) during different periods of their lives.
Content theories : Motivational theories dealing with the needs of employees
fall under the general rubric of Content Theories of Motivation. Content
theories posit that workers' behaviors are a function of the workers' abilities to
satisfy their felt needs at the workplace. A basic assumption of all need theories
is that, when need deficiencies exist, individuals are motivated into action in
order to satisfy them.
The highest need in Maslow's hierarchy is that of self -actualization ; the need
for self-realization, continuous self-development, and the process of becoming
all that a person is capable of becoming.
Alderfer's ERG theory differs from Maslow's Need Hierarchy insofar as ERG
theory demonstrates that mo re th an one nee d ma y b e o pe ra tive at the
sam e ti me . ERG theo ry doe s no t a ss um e a rigi d hie ra rchy where a
lower need must be substantially satisfied before one can move on.
Motivation research has long considered human motives and needs. However,
isolating people's motivational needs can be a difficult process because most
people are not explicitly aware of what their motives are.
In the Hawthorne Studies... the importance of the peer group was recognized in
determining employee motivation.
• Achievement,
• Affiliation, and
• Influence.
Achievement (nAch)
The need for achievement is characterized by the wish to take responsibility for
finding solutions to problems, master complex tasks, set goals, and get feedback
on level of success
Affiliation (nAff)
Power (nP)
The need for power is characterized by a drive to control and influence others, a
need to win arguments, a need to influence and prevail.
Motivation-Hygiene Theory
The motivation of employees is important to organizations since it is one of
several factors that significantly affect the productivity of employees.
Herzberg's Study
(1) Recall a time when you felt exceptionally good about your job. Why did you
feel that way about the job? Did this feeling affect your job performance in any
way? Did this feeling have an impact on your personal relationships or your
well- being?
(2) Recall a time on the job that resulted in negative feelings? Describe the
sequence of events that resulted in these negative feelings.
... two h undred engineers and a ccoun tants in Pit tsburgh w ere
inter viewed
RESEARCH RESULTS
It appeared, from the research, that the things making people happy on the job
and those making them unhappy had two separate themes.
Five factors stood out as strong determiners of job sat isfa ctio n:
• achievement
• recognition
• work itself
• responsibility
• advancement
The last three factors were found to be most important for bringing about lasting
changes of attitude. It should be noted, that recognition refers to recognition for
achievement as opposed to recognition in the human relations sense.
DISSATISFACTION (HYGIE NE)
• company policy
• administrative policies
• supervision
• salary
• interpersonal relations
• working conditions
It appears that the central theme of the satisfiers (also called motivators) is one
having to do with the relationship the employee has with his or her job; job
content.