Environme nt

Opportunity

Goals & Incentive

Ability

 Achievement

a drive to accomplish objectives and get ahead. Affiliation : a derive to relate to people effectively. Competence : a drive to do highquality work and develop ones skill. Power : a drive to influence people and situations

 Achievement

Motivation:

is a drive some people have to pursue and attain goals. An individual with this drive wishes to achieve objectives and advance up the ladder of success. Accomplishment is seen as important primarily for its own sake, not just for the rewards that accompany it.

 Affiliation

Motivation:

is a drive to relate to people on a social basis. Work better when they are complemented for favorable attitude and cooperation. Tend to select friend surround them. They receive satisfaction from being with friends, and they want the job freedom to develop those relationship.

 Competence

Motivation:

is a drive to relate to be good at something, allowing the individual to perform high-quality work. Competencymotivated employees seek job mastery, take pride in developing and using their problem-solving skills and strive to be creative when confronted with obstacles to their work.

 Power

Motivation:

is a drive to relate to influence people and change situations. Power-motivated people wish to create and impact on their organization and are willing to take risks to do so. Once this power is obtained, it may be used either constructively or destructively.

 Types
a) b)

of Needs: in needs:

Primary needs Secondary needs strongly conditioned by experience vary in type and intensity among people are subject to change across time within any individual cannot usually be isolated, but rather, work in combination and influence one another often hidden from conscious recognition Influence behavior

Variation
a) b) c) d) e) f)

Higher Level Needs

Lower Level Needs

a) Job Content Job Context b) Intrinsic Extrinsic

Applying behavior modification principals in organization. OB Mod & Goal setting are part of motivation theories, they provide perspective on the dynamics that motivates employees.

Law of Effect:
Behavior depends on its consequences; therefore, it is possible to control or effect of employee behaviors by manipulating consequences. A person tends to repeat the behavior that is accompanied by favorable consequences and vis--vis.

Alternative consequences:

Application

Punishme nt

Positive Reinforceme nt

Withdrawal

Negative Reinforceme nt

Extinction

Negative

Positive

Schedules of Reinforcement a) Continuous reinforcement b) Partial reinforcement

1) 2) 3) 4) Fixed Intervals Variable Intervals Fixed Ratio Variable Ratio

Goal setting works as a motivational process because it creates a discrepancy between current and expected performance. Elements of Goal Setting: 1) Goal acceptance 2) Specificity 3) Challenge 4) Performance monitoring & Feedback