HRM30105 PEOPLE & ORGANISATION

Lecture 5 & 6: Basic

Motivation Concepts

Chapter 11
Motivating and
Rewarding
Employees
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Learning Outcomes
Define and explain motivation.
Compare and contrast early theories of
motivation.
Compare and contrast contemporary
theories of motivation.

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11.1
Define and explain
motivation.

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What is Motivation?
Motivation refers to the process
by which
_________________________________
_________________________________
3 key terms:
1. Energy
2. Direction
3. Persistence
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What Is Work
Motivation?
(Contd)
A motivated person will show the following:
Know exactly what you need to do (direction
of behaviour);
Energetic in completing the tasks (high level
of energy); and
Continue to work on the tasks though you
have difficulties in completing the tasks(high
level of persistence).
5
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11.2 Compare and
contrast early
theories of
motivation.

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 1. Maslows Hierarchy of
Needs Theory
The best-known theory of motivation is
probably Abraham Maslows hierarchy of
needs theory.
Maslow was a psychologist who proposed
that within
_________________________________
_________________________________
__
1. Maslows Hierarchy of
Needs

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 Exhibit 17-1
Maslows Hierarchy of Needs

Self-actualisation needs - a persons need

to become what he or she is capable of
becoming (i.e. achieving full potential of
oneself)
Esteem needs - a persons
needs for internal factors
(e.g., self-respect,
autonomy, and
achievement) and external
factors (such as status,
needs - a persons needs for affection,
recognition, and attention).
belongingness, acceptance, and friendship.
It regards to a persons
pride.
needs - a persons needs for security and
protection from physical and emotional harm
needs - a persons needs for food,
drink, shelter, sexual satisfaction, and
other physical needs.
2. McGregors Theory X
and Theory Y
McGregors Theory X and Theory Y are two
assumptions about human nature, where:

Theory X: Theory Y:
Little ambition ___________________
Dislike work Seek and accept
Avoid responsibility responsibility
Must be closely ___________________
controlled

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McGregors Theory X and
Theory Y (Contd)
McGregor believed that _____________
assumptions should guide management
practice and proposed that participation in
decision making, responsible and
challenging jobs, and good group relations
would maximize employee motivation.

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3. Herzbergs Two-Factor
Theory
Frederick Herzbergs two-factor theory (also
called motivation-hygiene theory) proposes that
intrinsic factors are related to job satisfaction,
while extrinsic factors are associated with job
dissatisfaction.

Hygiene factors (extrinsic) - factors that

eliminate job dissatisfaction, but dont motivate.

Motivators (intrinsic)-
______________________________________
______________________________________
Herzbergs Two-Factor
Theory

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 Herzbergs Two-Factor Theory
(Contd)
To summarize
To motivate people, Herzberg suggested
emphasising motivators, the intrinsic factors
having to do with the job itself.
The job would not be motivating if only hygiene
factors are emphasised (as hygiene factors only
deal with dissatisfaction).
11.3 Compare and
contrast
contemporary
theories of
motivation.

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 1. Goal-setting theory

Research provides substantial support for

goal-setting theory, which says that
specific goals increase performance and that
difficult goals, when accepted, result in
higher performance than do easy goals.
Goal-Setting Theory

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2. Job Design and
Motivation

Internal rewards are obtained when

an employee learns that he or she
personally has performed well on a
task he or she cares about.

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 Designing Motivating Jobs

Job characteristics model (JCM) - a

framework for analysing and designing jobs that
identifies five primary core job dimensions, their
interrelationships, and their impact on outcomes.
Job Characteristics Model

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 Five Core Job Dimensions
1. Skill variety, the degree to which a job requires a variety
of activities so that an employee can use a number of
different skills and talents.
2. Task identity, _________________________________
________________________________________________
3. Task significance, the degree to which a job has a
substantial impact on the lives or work of other people.
4. Autonomy, the degree to which a job provides
substantial freedom, independence, and discretion to the
individual in scheduling the work and determining the
procedures to be used in carrying it out.
5. Feedback, the degree to which doing work activities
required by a job results in an individual obtaining direct
and clear information about the effectiveness of his or her
performance.
Guidelines for Job
Redesign

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11.4
Discuss current
issues in motivating
employees.

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Current Issues

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Designing Appropriate
Rewards Programs

Open-book management
Employee recognition programs

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Pay-for-Performance

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Low-Cost Rewards
Program
Clarify role in organization
Keep communication open
Show individual company cares

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