Submitted To:

Shantono HasanLecturer

Department of Business Administration

LEADING UNIVERSITY

Ehsan Ahmed Chowdhury1201010230

Syed Ali Hasan1201010248

Mahmudul Karim Newaz1201010205

Masum Hussain1201010202

Abdul Motin1201010219

Abu Ahmed Shahib1201010247

Kazi Abu Abad1101010282

16%

13%

15%

14%

16%

13%

13%

Syed Ali Hasan1201010248

Ehsan Chowdhury1201010230

Abu Ahmed Shahib1201010247

Abdul Motin1201010219

Massum Hussain1201010202

Mahmudul KarimNewaz 1201010205

Kazi Abu Abad1101010282

“Motivation means a process of stimulating people to action to accomplished desired goals”

William G. Scout

Importance of Motivation

Helps in satisfying needs of the Employees

Change the negative attitude to Positive attitude

Reduce labor turnover

Reduce absenteeism

Helps in introducing changes

Improves level of efficiency of employees

Creating friendly and supportive relationship

Motivation Process

Determination of future need

Unsatisfied

needs

Tension

Satisfied Needs

Search Behavior

Drives

Reduction of tension

Give rise to

Types of Motivation

Positive motivation Negative motivation

Monetary motivation Non-Monetary motivation

Positive Motivation

• Positive motivation induces people to do work in

the best possible manner and to improve their

performance.

• Positive motivation is the type of motivation a

person feels when he expects a certain reward.

An example of Positive motivation :

when a Boss tells his subordinate , "if you achieve

the target on the time I will give you promotion"

Negative Motivation

• Negative incentives are those whose purpose is to

correct the mistakes or defaults of employees.

• Negative incentive is generally resorted to when positive

incentive does not works and a psychological set back

has to be given to employees.

An example of Negative motivation :

When a Boss tells his subordinate , "if you do not achieve

the target on the time I will give you demotion”

Financial incentives • Pay and allowances

• Productivity linked wage incentives

• Bonus

• Profit sharing

• Stock option

• Retirement benefits

Non financial incentives

• Career advancement opportunity

• Job enrichment

• Employee recognition program

• Job security

• Employee participation

• Organizational climate

• Employee empowerment

Monetary Incentives

• Those incentives which satisfy the subordinates

by providing them rewards in terms of rupees.

• Money has been recognized as a chief source

of satisfying the needs of people.

• Money is also helpful to satisfy the social needs

by possessing various material items.

Non-monetary Incentives

Non-financial incentives which

cannot be measured in terms

of money are under the

category of “Non- monetary

incentives”.

Whenever a manager has to

satisfy the psychological

needs of the subordinates, he

makes use of non-financial

incentives.

Types of Non-

financial incentives :-

• Security of service

• Praise or

recognition

• Job enrichment

• Promotion

opportunities

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Traditional Theories

Fear and Punishment Theory

Reward Theory

Carrot and Stick Theory

Modern Theories

Maslow’s Hierarchy needs

Herzberg hygiene theory

MC. Gregors theory X and Y

‘Z’ Theory

Vroom’s Expectancy Theory

Three need theory

Fear and Punishment Theory

• Managers developed a strategy of forcing people to work by threatening to punish or dismiss them or cut their rewards if they did not work well.

• This philosophy is characterized by thinking of aggressiveness and authorities managers

• Their was a tight control and rigid supervision over workers.

Reward Theory

• This theory tried to establish a

direct relationship between

efforts and rewards.

• Bases of Piece rate system of

wages

• Based on the standard

manager should decide on

degree of rewards and

penalties

Carrot and Stick Theory

• This theory suggest a combination of both rewards and penalties for motivation

• This is based on the strategy of putting carrot in the front of the donkey and hitting it with the stick from behind so it has to run

• Carrot refers to the incentives

• Stick refer to the penalties

Maslow’s Theory of Motivation

• Abraham Maslow is wellrenowned for proposing theHierarchy of Needs Theory in1943.

• He considered an individual'smotivation behavior as apredetermined order of needs.

Abraham Maslow

Hierarchy of Needs Theory

Self-Actualization

need

Esteem Needs

Social needs

Safety needs

Basic/ Physiological Needs

food, water, air, shelter, sleep, thirst, etc.

security of job and need for a predictable, secure and safe environment

reputation, prestige, power, status, recognition and respect of others.

needs for belongingness, friendship, love, affection, attention and social acceptance.

desire for gaining more knowledge, social- service, creativity and being aesthetic

McGregor :Theory X and Theory Y

• In 1960, Douglas McGregorformulated Theory X andTheory Y suggesting twoaspects of human behaviorat work

Douglas McGregor

Theory X and Theory Y (Douglas McGregor)

Assumptions of Theory X

• An average employee doesnot like work and tries toescape it whenever possible.

• He lacks ambition and dislikesresponsibility

• Since the employee does notwant to work, he must bepersuaded, compelled, orwarned with punishment so asto achieve organizationalgoals.

Assumptions of Theory ‘y’

• Employees can perceive theirjob as relaxing and normal.

• If the job is rewarding andsatisfying, then it will result inemployees’ loyalty andcommitment to organization.

• The creativity, resourcefulnessand innovative potentiality ofthe employees can be utilizedto solve organizationalproblems.

Herzberg’s Two-FactorTheory of Motivation

• In 1959, FrederickHerzberg, a behavioralscientist proposed atwo-factor theory orthe motivator-hygienetheory.

Two-Factor Theory (Frederick Herzberg)

Hygiene factors

Motivators

Hygiene factors

Hygiene factors are thosejob factors which areessential for existence ofmotivation at workplace.

Hygiene factors are alsocalled as dissatisfies ormaintenance factors asthey are required to avoiddissatisfaction. Thesefactors describe the jobenvironment / scenario.

Means of Hygiene Factors

Company policy and administration

Interpersonal relationship

Working conditions

Salary

Status

Job security

Motivational Factors

The motivational factorsyield positive satisfaction.These factors motivate theemployees for a superiorperformance.

These are factors involvedin performing the job.Employees find thesefactors intrinsicallyrewarding.

Means of Motivator

Recognition

Sense of achievement

Growth and promotionalopportunities

Responsibility

David McClelland’s Theory of Needs

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