Understanding Motivation Models in Management

1. BBPP1103 • Chapter 7 • motivation

2. Introduction William (2000) : Motivation consists of powers that are able to move , direct and enable a person to be diligent in their effort to achieve goals. It is different from performance. Performance = motivation x ability x situational constraints

3. Classical model and scientific management • Rue et al (2000) in his classical motivation model , stated that employees can be motivated by money. • Scientific management suggests beyond that…not just money…

4. Motivation approach • 1.Need-based approach • Maslow’s hierarchy of needs • Two-factor model • Achievement of needs model • 2.Process-based model • Expectancy process • Equity model • Goal-setting model • Reinforcement model

5. Need-based approach : • 1.Maslow’s hierarchy of needs • Most famous model • An individual has five basic needs which are physiological needs, safety needs, social needs, esteem needs and self-actualization needs. • According to Maslow, when a particular need has been fulfilled, it will no longer motivate the behavior of employees. • However, hierarchy level differs between individuals in different cultural environment.

6. 2.Two factor model -Accepted widely in the area of management • This model relates between job satisfaction with productivity. • Two factors are motivation factors and hygiene factors • Both factors of motivation and hygiene need to exist together in creating true motivation • Employees will feel dissatisfied if they believe that their work place is not safe, but if the condition of the work place is improved, employees may not necessarily become satisfied. • This approach shows that motivation comes from the individual himself.

7. 3.Achievement of needs model • Developed by David Mc Clelland • Focus on three important needs : achievement, affiliation and power • Need for achievement is the desire to perform something much better and more effectively than before. The amount of motivation of a person depends on factors like childhood, personal experience, education and type of organization joined. • Needs for affiliation relates to desire to control , obtaining power and the ability to influence others. • Needs for social acceptance is the desire of creating friendly relationship. • In this approach, when strength towards these needs had been developed, it will be able to motivate the behavior of individuals.

8. Process-based approaches • 1. Expectancy model • Based on the idea that employee believes in the association between effort, performance and result as the consequences of the value and performance that they had fixed on the result. • The level of motivation depends on expectancy, instrumentality and valence. • To increase the expectancy of employee that hard work and effort will bring excellent performance.

9. 2. equity model • Proposed by Stacey Adams • Based on idea that people want to be treated equally. Inequality exist when an employee regards that his/her inputs or contribution receive less salary, benefits or recognitions compared to others • To reduce inequality :- employee might reduce or increase input • Refer pg. 126/270

10. 3. goal-setting model • Motivation model that acts by increasing the efficiency and effectiveness by emphasizing specifically on the outcomes expected. • An important aspect in this model is the involvement of employees in the process of goal-setting.

11. 4. Reinforcement model • Pioneered by B.F Skinner • The core of this theory is the assumption that the outcomes or consequences of a person’s behavior at present will affect his or her behavior in the future. • 4 types of reinforcement : positive reinforcement, negative reinforcement, punishment and elimination • Refer pg. 273

12. The end