Chapter-5-Foundations-of-Employee-Motivation-PDF, Schemes and Mind Maps of Organizational Development

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Reporters: Florence Ann A. Salut Zara Kaye E. Somblingo

Chapter 5

Foundations of

Employee Motivation

Florence Ann A.

Salut

Zara Kaye E.

Somblingo

Describe the characteristics of effective goal setting and feedback. Diagram the expectancy theory model and discuss its practical implications for motivating employees. Summarize equity theory and describe how to improve procedural justice. Learning Objectives 05 06 07 08 Identify the factors that influence procedural justice, as well as the consequences of procedural justice.

Part I

Types of Motivation Extrinsic Motivation Intrinsic Motivation: -This is when motivation comes from "external" factors that are given or controlled by others. Salary ot praise are good examples.

- This is when motivation comes from "internal" factors to meet personal needs. -Intrinsic means internal or inside of yourself; when you are intrinsically motivated, you enjoy an interest, a course of study or skill development solely for the fulfillment of education and having fun.

M O T I V^ A T I O N INTENSITY DIRECTION PERSISTENCE Intensity - the level of effort provided by the employee in the attempt to achieve the goal assigned. Direction - relates to what an individual chooses to do when he is confronted with a number of possible choices. Persistence - a dimension of motivation which measures how long a person can maintain effort to achieve the organization's goals. Elements of Motivation

Factors that can Motivate Employees Communicate Promote a Professional Work Environment Provide Training opportunities/Mentoring and Coaching Rewards and Recognitions, etc.

Boredom Lack of confidence in management An unmanageable workload or unattainable targets An unwelcoming or unsuitable work environment A lack of career progression (or information about career pathways) Feeling unappreciated External issues unrelated to work – for example, family illness, bereavement, or health/financial struggles The following can all cause a person to lose motivation towards work: What causes demotivation in the workplace?

There’s evidence of teamwork and comradery How can you tell whether your team is engaged and motivated? Their energy levels are high They volunteer for challenging assignments They look for opportunities to learn They seek feedback and self-improvement There’s minimum absenteeism or responsibility avoidance They are smiling!

People are motivated to obtain outcomes at work to satisfy their needs. a deficiency or lack of something of value that an individual experiences at a particular point in time. Needs The desire to fulfill a need is what drives human beings to take action; motivation is the energy of that desire. The desire to fulfill a need (whether conscious or unconsciousness) is what drives human beings to take action and make choices. The relationship between needs and motivation?

Maslow’s Hierarchy of Needs Abraham Maslow

Maslow's theory presents his hierarchy of needs in a pyramid shape, with basic needs at the bottom of the pyramid and more high-level, intangible needs at the top. A person can only move on to addressing the higher-level needs when their basic needs are adequately fulfilled. Maslow ’ s theory is based on a simple premise: Human beings have needs that are hierarchically ranked.

Once an individual’s physiological needs are satisfied, the needs for security and safety become salient. People want to experience order, predictability and control in their lives. These needs can be fulfilled by the family and society.

After physiological and safety needs have been fulfilled, the third level of human needs is social and involves feelings of belongingness. Belongingness, refers to a human emotional need for interpersonal relationships, affiliating, connectedness, and being part of a group.