Theories of Motivation

Motivation Topic 1: Theories of Motivation MIB. Tran Thi Ai Vy Mobile: 0903379017 Email: aivytran1402@yahoo.com Business Administration Department Hoa Sen University Study Questions Maslow’s Hierachy of Needs Theory X and Theory Y-Dough Mc Gregor Hygien Theory - Herzberg’s Motivation- Theories of Motivation Theories of Motivation Hierarchy of Needs Abraham Harold Maslow Hygiene Theory Frederick Herzberg Theory X and Theory Y Dough McGregor Maslow’s Hierarchy of Needs (April 1, 1908 – June 8, 1970)  American professor of psychology at Brandeis University, Brooklyn College, New School for Social Research and Columbia University 	Characteristic of the human is that his desire is never ended, except on short time. When one desire is satisfied, another one comes into the foreground. And it is true for the whole life of man. Thus, it is very important to study and understand the nature and relationship of all motivations by the broad standing of human needs. Adair, J. 2006. Leadership & motivation: the fifty-fifty rule & and eight key principles of motivating others. Kogan Page Maslow’s Hierarchy of Needs Physiological Needs Most basic of all human needs is the need for biological maintenance and physical wellbeing such as breathing, food, water, sleepiness, sexual desire, excretion. When becoming short of food and water, people are dominated by the desire to eat and to drink. And other desires tend to swept away. Thus they are the most prepotent (trội hơn) ones of all needs. A need is a physiological or psychological deficiency a person feels compelled to satisfy. Physiological (sinh lý học) Needs When a person has enough food and water, other higher needs emerge and replace for physiological needs.  Progression principle A need becomes a motivator once the preceding lower-level need is satisfied. Safety needs Need for security, protection and stability in the events of day-to day life For adults: safety needs is concerning to security of tenure, pension, employment, insurance schemes and improvement of safety conditions of work and religions Safety needs For children: safety can be considered as the fair and consistency treatment in parents. Unfair treatment can make the world look unreliable or unsafe or unpredictable. The sight of strange, unfamiliar, or uncontrollable objects, illness or death can elicit (suy luận) fear response in children. Social needs Need for love, affection, sense of belongingness in one’s relationships with other people. The person concerned will feel keenly the absence of friends, wife or children and strive for affectionate relations with people for a place in his group. Esteem needs (sự kính trọng) Need for esteem in eyes of others; need for respect, prestige, recognition and self-esteem, personal sense of competence, mastery. Maslow divided them into two subsidiary sets: The desire for strength, achievement, adequacy, mastery, competence, confidence in the face of the world, independence and freedom and The desire for reputation, prestige, status, dominance, recognition, attention, importance and appreciation. Self-actualization needs 	* Highest level; need for self-fulfillment to grow and use abilities to fullest and most creative extent 	* Morality, creativity, spontaneity, 	problem solving, lack of prejudice, acceptance of the fact. Theory X and Y-Dough McGregor(1906-1962 in Detroit, )Psychologist at Harvard University and professor at Massachusetts Institute of Technology. 	Human characteristics have highly effect on the way of management which they are expected. Adair, J. 2006. Leadership & motivation: the fifty-fifty rule & and eight key principles of motivating others. Kogan  Theory X McGregor’s Theory X assumes that workers: dislike work lack ambition are irresponsible resist change prefer to be led 	 Managers create situations where workers become dependent and reluctant and to be controlled, directed or threatened toward to achievement. Theory Y McGregor’s Theory Y assumes that workers are: willing to work capable of self-control willing to accept responsibility imaginative and creative capable of self-direction Managers create situations where workers respond wit initiative and high performance and “ If you expect good things from your employees, and give them the tools to succeed, they will do you proud.” Hygien Theory - Herzberg’s MotivationProfessor of Psychology at Western Reserve University and Research Director at Psychological Serve of Pittsburgh. The core factors in management is seeking the things the worker liked about his job or the things he disliked. Adair, J. 2006. Leadership & motivation: the fifty-fifty rule & and eight key principles of motivating others. Kogan Hygiene Theory  Herzberg’s Motivation Recognition Achievement Possibility of growth Advancement Salary Interpersonal relations Supervision- technical Responsibility Company policy and administration Working condition Work itself Factors in personal life Status Recognition, Achievement Recognition, notice, or praise are very meaningful to employees. A reward should be given along with the acts of recognition to distinguish those were not With the individuals who prefer a good job as their achievement, manager makes sure to assign them not only challenge duty that requires their talents but also clear and achievable. Individuals should also receive regular, timely feedback on how they are doing and should feel they are being adequately challenged in their jobs. Possibility of growth, Advancement Besides other elements which satisfy employees’ happiness, the possibility of growth which refers to learning and practicing new skills or acquiring new professional knowledge is also important. Advancement: Promotion is one of the most valuable reward for individuals who have well performance. But if there is no open position, they should be given a new title that reflects the level of work they has achieved. Salary Salary is not a motivator but it reflects fairness in the relationship between employer and employee. They receive what they pay for. If unhappiness comes from unfair payment or compensation, it is hard to motivate them by the other tips. Make sure you have clear policies of salaries, raises and bonuses. Interpersonal relations The relationship with superior and peer is one of the significant parts of employee’s satisfaction. It is not only reflects the social contact with reasonable amount of time (e.g., over lunch, during breaks, between patients) but also a sense of camaraderie (tình bạn) and teamwork. Employees may face difficulty in this stage, manager should build culture in working place toward appropriate behavior by removing offensive comments or rudeness. Supervision – technical. It regards the leadership skills to treat employees fairly. Supervisors should be taught to use positive feedback to avoid employees’ bad feeling by criticizing. A good employees may be not a good supervisor. It requires a careful decision when appointing someone to the role of supervisor. Responsibility Some individuals are highly motivated when they are given ownership in their work. The freedom and power are enough to actively carry out their tasks and feel they “own” the result. As individuals mature in their jobs, manager should create opportunities for added responsibility. Company policies &administration Unclear policies and poor administration can be a great source of frustration (gây thất vọng) for employees. Make sure policies are fair and apply equally to all. They should be printed in copies and easily accessible to all members of your staff. Manager might also compare your policies to those of similar practices and ask yourself whether particular policies are unreasonably strict or whether some penalties are too harsh. Working condition The facilities, tools, space, the amount of work, etc the so called working condition have tremendous effect on employees’ job satisfaction. Make sure equipment and facilities up to date and avoid overcrowding. Each employee should have their own personal space, whether it be a desk, a locker, or even just a drawer. It is hard for them to maximize their performance in a uncomfortable place with close quarters or no personal space. Before you move on to the motivators, remember that you cannot neglect the hygiene factors discussed above. Work itself Work itself is always important motivator. Employee will make inspired effort if they believe that the work they are doing is important and meaningful. Of course work is not always interesting or rewarding, but manager should indicate how it is essential to the overall processes. Some tasks that are truly unnecessary can be eliminated or streamlined to result in greater efficiency and satisfaction. Factors in Personal life In some cases, managers should flexibly consider personal problems such time, location, etc in their way of assignment and management. Such a support will be highly appreciated by loyalty, well performance or etc. Status Some factors that indicate individual’s status such as private office, important sounding title, secretary, company car, and other “perks.” Job security It must be negative effect on employees if there is no signs of job security. A healthy organization with steady growth will bring employees confidence, happiness and enthusiasm. Manager’s checklist “A job design, a corporation’s culture, and your behavior can all unite to help someone’s work cover more of Maslow’s higher – order needs than it other might” “Expect the best from employees. They usually won’t disappoint you. Beyond offering employees decent pay, offer them opportunities to grow and advance. Create a crack team of productive employees by help them satisfy esteem and self- fulfillment needs on the job.” Joseph T. S. 1997. The Agile Manager's Guide to Motivating People. Velocity Business Publishing.