motivation theories and related topics
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Motivation in the Business EraBusiness Communication
Nagindas Khandwala CollegeProf. Nelson Daniel
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Motivation
What do we mean by the term
Motivation?
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•When inspired you are naturally drawn to do whatever you feel the best
•Motivation usually has a lot to do with fake growth
Motivation v/s Inspiration
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Is Motivation Manipulation?
Motivation
Creating energy
Manipulation
Feeling of being forced
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Stages from Motivation to De-motivationMotivational
ineffective
Motivational effective
De-Motivational effective
De-Motivational ineffective
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Two Techniques of Motivation
Financial Non- Financial
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Financial
Attracts reliable employees
Satisfy many needs
Retain employees
Remuneration package
PAY
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MANAGERS EMPLOYEES
Salary Interesting work
Bonuses Involved in decision
Vacation Feedback
Retirement Training
Other benefits Respect
Motivators
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Non-Financial• Competition
• Praise
• Opportunity for growth
• Suggestion by system
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Myths in Motivation
• Manager can Motivate• Money is a good Motivator• Fear is a good Motivator• What motivates me motivates my employees
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Basic Principles
• M
• U
• S• T
otivating employees starts with motivating oneself. If one is doing good job of taking care of oneself
nderstanding what motivates each of them as each person is motivated by different things
upporting employee motivation is a process, and not a task
o map and match the goals of the organization with goals of employees
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Four Drive Theory
• Developed by Paul Lawrence and Nitin Nohria• Four innate drives
BALD• Application with balance
ondcquireearnefend
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Theory of Learned Needs
Managing a group of people with different personalities is never easy. But if you're
managing or leading a team, it's essential to know what motivates your people, how they
respond to feedback and praise, and what tasks fit them well.
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Theory of Learned Needs
• Need for Achievement
• Need for Affiliation
• Need for Power
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Two Steps for using McClelland's Theory
• Step 1- Identify Drivers
• Step 2- Structure your approach
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Effort
Performance
Outcome
Expectancy Theory
Value
How likely?
How likely?
How valuable is the outcome?
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Motivating Force (MF)Force directing specific
behavioural alternatives
Expectancy (EP)Perceived likelihood
that effort will lead to performance
Instrumentality (PR)Perceived likelihood
that performance will lead to desired rewards
Valence V(R)The value of expected
rewards to the individual
Self-EfficacyGoal Difficulty
Perceived Control
Trust ControlPolicies
NeedsValuesGoals
Preferences
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Expectancy Theory in Practice
• Increasing Effort-to-Performance (E-to-P) Expectancy• Increasing Performance-to-Outcome (P-to-O)
Expectancy• Increasing Valences of Outcome
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Does it Fit Reality?• Student Motivation
• Employee motivation in different cultures
• Emotions in motivation and behaviour
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Goal Setting
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Example of Goal Setting
“If I had 8 hours to Chop down a tree, I’d spend 6 hours sharpening my axe”
-Abraham Lincoln
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Characteristics of Effective Goals • Specific Goals• Relevant Goals • Challenging Goals• Goal Commitment• Goal Participation• Goal Feedback
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Introduction to Feedback• Feedback is a key ingredient in goal setting and
employee performance
• It communicates what behaviour is appropriate or necessary in a particular situation and improves ability by frequently providing information to correct performance problems.
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Essentials of Feedback• Specific • Relevant• Credible• Timely• Sufficiently frequent
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Sources of Feedback• Social or Non-Social
• Non-social – Without communicating the information
• Social- communication from supervisors, clients, co-workers etc.
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Multi-source Feedback• It tends to provide most complete and accurate
information than feedback from supervisor alone.
• Maybe expensive and time consuming
• Can create conflicts or emotional reactions
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Choosing Feedback Sources• It depends on the purpose of the information• When employees want to improve their self-image
they seek out to positive feedback from social sources
• E.g.:- to learn about their progress toward goal accomplishment, employees usually prefer non social feedback sources such as computer feedback or printouts
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THANK YOU