Session 10 (chap 10)
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The document discusses several theories of motivation and managing employees, including: 1) Frederick Taylor's scientific management approach and the Hawthorne effect on worker productivity. 2) Abraham Maslow's hierarchy of needs and Frederick Hertzberg's hygiene and motivating factors. 3) Douglas McGregor's Theory X and Theory Y about worker motivation. 4) William Ouchi's Theory Z, which is based on the Japanese model of long-term employment and collective decision making. The document examines different ways managers can motivate employees, such as job enrichment, open communication, and self-managed teams. It questions whether people can be motivated and if managers provide an environment to enable self-motivation.
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The document discusses several theories of motivation:
- Maslow's hierarchy of needs proposes that people are motivated to fulfill basic needs before moving on to other needs.
- Herzberg's two-factor theory separates motivators like achievement and responsibility from hygiene factors like salary.
- Expectancy theory states that motivation depends on expecting effort will lead to performance and performance will lead to rewards.
- Equity theory suggests people are motivated to achieve fair outcomes compared to others.Motivation
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The document discusses several theories of motivation:
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2) ERG theory proposes three core needs: existence, relatedness, and growth that can all be operative at the same time.
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This document summarizes several theories of motivation:
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2. The theories view motivation as arising from a variety of factors including employee needs, intrinsic and extrinsic rewards, expectations of performance leading to outcomes, and perceptions of fair treatment compared to other employees.
3. Effective motivation requires managers to understand these concepts and apply rewards and incentives in a way that satisfies both intrinsic and extrinsic drivers of employee motivation.Motivation
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3. Herzberg's two-factor theory proposes that different factors cause satisfaction versus dissatisfaction at work. Satisfiers like achievement motivate, while hygiene factors like salary prevent dissatisfaction.
4. McGregor's Theory X and Y describe different views of employee motivation, with Theory Y assuming employees want responsibility and are self-motivated, leading to better performance.Motivationppt 090831181618-phpapp02
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The document discusses several theories of motivation:
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3. Herzberg's two-factor theory proposes that different factors cause satisfaction versus dissatisfaction at work. Satisfiers like achievement motivate, while hygiene factors like salary prevent dissatisfaction.
4. McGregor's Theory X and Y describe different views of employee motivation, with Theory Y assuming employees want responsibility and are self-motivated, leading to better performance.Motivationppt 090831181618-phpapp02
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The document discusses motivation and factors that contribute to employee motivation and morale in a work setting. It covers Maslow's hierarchy of needs and how factors like interesting work, appreciation, involvement, pay, benefits, and job security can fulfill physiological, safety, social belonging, esteem and self-actualization needs. Herzberg's two-factor theory around hygiene and motivational factors is also examined. Contemporary strategies to boost motivation through job design, incentives, training, and empowerment are outlined.Motivation Ppt
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Job performance requires employees to have the capacity, opportunity, and willingness to perform. Motivation is key to employees' willingness to perform and can be defined as activating, sustaining, and directing behavior toward a goal. There are various theories of motivation that focus on needs, wants, and how people respond to incentives. Effective motivation methods include job design, organizational behavior modification, recognition, and financial incentives.Ch5
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The document discusses motivation in organizational settings. It defines motivation and lists its features, including that it requires different sources of motivation for different people and influences behavior positively. It also covers factors that influence motivation like value differences and work ethics. Several motivational theories are outlined, such as Maslow's hierarchy of needs, Herzberg's two-factor theory, and Vroom's expectancy theory. Lastly, it discusses motivational techniques used by management and the benefits of motivation.Implications of motivation theories
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This document provides an overview of Chapter 10 from a McGraw-Hill textbook on motivating employees. It includes learning objectives on motivation theories, key figures like Taylor and Maslow, and strategies for motivating employees. Case studies and examples are provided throughout to illustrate motivation concepts. The chapter examines intrinsic and extrinsic rewards, scientific management, the Hawthorne studies, Maslow's hierarchy of needs, Herzberg's two-factor theory, McGregor's Theory X and Y, goal-setting theory, and strategies for enriching jobs and communicating with employees.Emerging Issues in Motivating today's Employees
Emerging Issues in Motivating today's EmployeesAmmad Khalil
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This document discusses motivating employees. It begins by introducing the group members presenting on the topic. The discussion covers definitions of motivation, different motivation theories including Maslow's hierarchy of needs and Herzberg's two-factor theory, current issues motivating diverse groups and in tough economies, and strategies for motivation as well as de-motivation factors. It concludes by suggesting future reward structures may include a combination of increased pay, bonuses, flexible hours, job security, and recognition to maximize employee motivation.Chap010
Chap010Introbus110
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The document discusses various theories of motivation and how to motivate employees, including:
1) Intrinsic and extrinsic rewards that motivate employees; Frederick Taylor's scientific management principles; time-motion studies; and the Hawthorne studies.
2) Maslow's hierarchy of needs and Herzberg's motivating factors theory that job content and achievement motivate employees more than job environment factors.
3) McGregor's Theory X and Theory Y about manager assumptions; goal-setting theory; expectancy theory; and equity theory.
4) Methods to motivate employees including job enrichment, open communication, recognition, and addressing generational differences.Chapter 10 motivating and satisfying employees and teams (1)
Chapter 10 motivating and satisfying employees and teams (1)victoriachang90
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This document discusses motivation and teams in the workplace. It begins by defining motivation and exploring historical perspectives on motivation including scientific management, the Hawthorne studies, and the theories of Maslow, Herzberg, McGregor, and Vroom. Contemporary motivation theories discussed are equity theory, expectancy theory, and goal-setting theory. Techniques to increase motivation like job enrichment, behavior modification, and employee empowerment are also summarized. The document concludes by examining team types, the stages of team development, roles within teams, and how to resolve team conflict.Motivation
Motivationguest3e0cae
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The document discusses various theories of motivation and ways to motivate employees. It covers classical theories focusing on money, behavioral theories that any attention increases productivity, and contemporary theories emphasizing good human relations. Specific theories covered include Maslow's hierarchy of needs, equity theory, and goal setting theory. The document also provides examples of programs companies use to enhance job satisfaction, such as reinforcement, participative management, and modified work schedules. Finally, it lists factors that are great motivators like meaningful work and good relationships, and tips for appreciating employees.Motivating Employess.pptx
Motivating Employess.pptxenokhan1
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Motivation is a driving force that affects a person's behavior and choice of alternatives. It improves employee performance and induces goal-oriented behavior. Effective motivation methods include monetary rewards like raises and promotions or non-monetary rewards like public appreciation. Motivation benefits organizations by improving productivity, reducing absenteeism and staff turnover, and improving employee satisfaction and relations.motivation required by human beings to do anything
motivation required by human beings to do anythingposhankuChoudhary
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This document discusses various theories of motivation. It begins by introducing content theories like Maslow's hierarchy of needs, ERG theory, and Herzberg's two-factor theory. Next, it covers process theories such as Vroom's expectancy theory and Porter and Lawler's model. Contemporary theories like equity theory are also mentioned. The document emphasizes that motivation, ability, and environment all contribute to job performance. It provides examples of intrinsic and extrinsic motivation and discusses the importance of effective feedback and goal setting in maximizing employee motivation.OB-04Euydychddstdfyfkfuigffufhyhtiiglhjf
OB-04EuydychddstdfyfkfuigffufhyhtiiglhjfSOLOMONDAWITWOLDESSY
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Chapter 4 discusses the concepts of motivation in organizational behavior, emphasizing its definition as the interaction of individual efforts toward goal attainment. It outlines intrinsic and extrinsic motivators, explores early and contemporary theories of motivation like Maslows hierarchy of needs and Vrooms expectancy theory, and highlights their implications for improving workplace dynamics. The document concludes with managerial implications for effectively motivating employees through recognition of individual differences, goal-setting, and equitable reward systems.Motivating Employees
Motivating Employeesabdullah shahzad
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The document discusses various theories and approaches to employee motivation, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's motivation paradigms. It highlights the importance of understanding individual and cultural differences in motivating a diverse workforce through flexible arrangements and tailored programs. Additionally, it addresses management styles, organizational structures, and the balance between employee inputs and outputs to enhance motivation and productivity.Organizational Behavior Chapter 6
Organizational Behavior Chapter 6Dr. John V. Padua
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This chapter discusses theories of motivation. It begins by defining motivation as the processes that account for an individual's intensity, direction, and persistence of effort toward attaining an organizational goal. Early theories discussed include Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's three needs theory. Contemporary theories covered are self-determination theory, job engagement, goal-setting theory and management by objectives, self-efficacy theory, equity theory, and expectancy theory.Chapter-7-MOTIVATING-AND-REWARDING-EMPLOYEE (1).pptx
Chapter-7-MOTIVATING-AND-REWARDING-EMPLOYEE (1).pptxsarahnicolejaconesba
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Chapter 8 discusses employee motivation and identifies three critical factors affecting performance: motivation, ability, and work environment. It explores various theories on motivation, including content perspectives like Maslow's hierarchy of needs, process perspectives such as expectancy and equity theories, and reinforcement strategies. Additionally, it highlights popular motivational strategies, including empowerment, alternative work arrangements, and reward systems to effectively enhance employee performance.the impact of emotion on indiviual behaviour
the impact of emotion on indiviual behavioursultanalmazrouei4
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The document covers various motivation theories, distinguishing between content theories, which focus on internal needs (like Maslow's hierarchy), and process theories, which analyze external factors influencing behavior (such as goal-setting theory and expectancy theory). It examines key frameworks including Herzberg's two-factor theory, which differentiates between hygiene factors and motivators, and McClelland's need theory, which highlights needs for achievement, affiliation, and power. Additionally, it emphasizes the significance of clear, challenging goals and regular feedback to enhance employee motivation and performance.Lec Motivation.ppt
Lec Motivation.pptPravalikaKosika
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Here are some potential causes and solutions based on motivation theories:
1. Causes:
- Employees are paid hourly so they lack motivation to work efficiently (Equity Theory). Serving smaller portions/taking longer saves time.
- Goals of fast service and standard portions are not clearly defined or communicated (Goal Setting Theory).
2. Solutions:
- Tie pay to performance metrics like customer satisfaction scores, food waste reduction (Expectancy Theory).
- Clearly define goals for speed of service, portion sizes. Display and review goals daily (Goal Setting Theory).
- Reward teams for achieving goals with non-monetary rewards like praise, time-off (Reinforcement Theory).
Implementing goal setting,Mbo
MboEveline Manumba
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This document discusses motivation and motivation theories. It begins by defining motivation and examining historical perspectives on motivation including scientific management, the Hawthorne Studies, and the theories of Maslow, Herzberg, and McGregor. Contemporary motivation theories discussed include equity theory, expectancy theory, and goal-setting theory. The document concludes by outlining key motivation techniques for managers like management by objectives, job enrichment, behavior modification, and flexible work schedules.Motivation
MotivationDr. Hosam AbouElDahab
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This document provides an overview of various theories of motivation. It discusses early theories like Maslow's hierarchy of needs theory, Herzberg's two-factor theory, and McGregor's Theory X and Y. It also examines content theories that focus on needs like ERG theory and acquired needs theory. Process theories explained include equity theory, expectancy theory, and reinforcement theory. The document also covers goal-setting theory, job design approaches, and the job characteristics model for designing motivating jobs.motivation nursing administration pptx,
motivation nursing administration pptx,AlanSudhan
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The document discusses motivation as a psychological process that drives employees to achieve their best performance, highlighting various definitions and types such as intrinsic and extrinsic motivation. It outlines the motivation process, factors influencing motivation, and several motivation theories, including Maslow's hierarchy of needs and Herzberg's two-factor theory. Additionally, it emphasizes the crucial role of nurse managers in motivating their staff through supportive leadership and recognition of individual needs.Motivation - Theories and application in Business.pptx
Motivation - Theories and application in Business.pptxRyanWenzel10
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The document explores various theories of motivation, detailing intrinsic and extrinsic factors that influence employee behavior and performance. It covers classic theories such as Maslow's hierarchy of needs, McGregor's theories X and Y, and Herzberg's motivator-hygiene theory, as well as contemporary approaches like expectancy and equity theories. Additionally, it discusses practical applications of motivational theory in job design and employee empowerment strategies.MOTIVATION-1.pdf and thhoeries ofmotivation
MOTIVATION-1.pdf and thhoeries ofmotivationayeshanasirrph
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The document discusses the concept of motivation in the workplace, highlighting its significance in achieving goals and modifying employee behavior. It outlines various historical approaches to motivation, such as the traditional, human relations, and human resource theories, alongside motivational theories including need theories, cognitive theories, reinforcement theory, and social learning theory. Additionally, it emphasizes the importance of a well-designed reward system and different motivation instruments like job design, merit systems, and incentive systems to enhance employee motivation and performance.Ad
Session 10 (chap 10)
- 1. What did you get from Tuesdays class discussion?
- 2. Automation increase underemployment/unemployment? Concerned that automation will increase unemployment What about realignment of work force?
- 3. Chapter 10 Motivating Employees
- 4. How do managers become top performers?
- 5. Surround themselves with top performers.
- 6. Rewards - Extrinsic (things) Pay Recognition Benefits Intrinsic (internal) Personal satisfaction w/ work performed Belief that work makes a difference
- 7. Who was Frederick Taylor?
- 8. Father of scientific management. Time Methods Rules
- 9. Hawthorne effect what is it?
- 10. Workers productivity increases when they are being studied because they feel special. Effective for long term, permanent improvement?
- 11. Abraham Maslows Hierarchy of Needs Physiological Safety Social needs Self-esteem Self-actualizing Self-Actualizing Self-esteem Social needs Safety Physiological
- 12. Frederick Hertzberg Factors of Motivation Hygiene Factors (maintenance) Company policy Supervision Working conditions Interpersonal relations Salary Status Job security Motivating factors Work itself Achievement Recognition. Responsibility Personal/professional growth
- 13. 油
- 14. Maslow & Hertzberg What does the comparison imply? Are the needs consistently/permanently provided? What types of work are typical for the different levels?
- 15. Thinking about the modern work force, what appeals to workers today? What conclusions might you draw about motivating employees?
- 16. Motivational Theory What is it?
- 17. Managers attitude/belief about workers
- 18. Douglas McGregor Characteristics of Theory X Characteristics of Theory Y
- 19. Theory X Theory Y Closely supervised Dislikes work Must be forced to work Primarily motivated by fear & $$$$ Likes to work High performance if committed Seeks responsibility Motivated by many rewards, especially intrinsic
- 20. William Ouchi Theory Z What is it? Characteristics?
- 21. Modified American theory based on Japanese model. Long-term employment Collective decision-making Individual responsibility Holistic concern for employee (including family).
- 22. Motivational Theory What is it? MBO (management by objectives) bottom up. Expectancy theory effort to accomplish depends on expectation of outcomes. Reinforcement theory carrot & stick. Equity theory performance depends on perception of fair treatment.
- 23. Putting theory into practice How?
- 24. Job enrichment Job enlargement Job rotation Open communications Self-managed teams Higher pay/better benefits Promotion More perks
- 25. Considering all the theories discussed, what conclusions can you draw that can be applied to employees & accomplishing work?
- 26. Do you believe people can be motivated? Do you believe manager/leaders provide an environment (context) that enable people to be self-motivated?
- 27. Current Events Choose an article related to current topic. Relate article to current topic, i.e., why is the article relevant to our chapter topic being discussed?
- 28. What is your assignment for next week?