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MOTIVATION. LEARNING INTENTIONS Students will be able to: Explain the motivational theories of Maslow, Herzberg & Locke Compare & contrast these theories.

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Presentation on theme: "MOTIVATION. LEARNING INTENTIONS Students will be able to: Explain the motivational theories of Maslow, Herzberg & Locke Compare & contrast these theories."— Presentation transcript:

1 MOTIVATION

2 LEARNING INTENTIONS Students will be able to: Explain the motivational theories of Maslow, Herzberg & Locke Compare & contrast these theories Explain how these theories can be implemented in a workplace, identifying specific examples

3 Maslow believed that people progressed through stages of needs. The higher needs cannot be satisfied until those lower needs are met. The five needs are: MASLOW

4 Maslow believed that people progressed through stages of needs. The higher needs cannot be satisfied until those lower needs are met. The five needs are: 1. Physiological – water & food 2. Safety & security 3. Belonging – feeling part of a wider group or community 4. Esteem – both of others and yourself (self-esteem) 5. Self-actualisation – a sense of purpose & achieving one’s potential MASLOW

5 Hertzberg asserted that needs could be divided into two groups: maintenance (‘hygiene’) needs and motivation needs. 1. Maintenance ‘hygiene’ needs: must be met to avoid dissatisfaction – attaining a ‘neutral’ state. 2. Motivation needs: must be met to achieve satisfaction. HERZBERG’S 2 FACTOR THEORY

6 Locke emphasised the importance of goal setting in motivating employees. Employees are set goals constantly – sometimes by management and some self imposed. By setting goals that are specific and challenging, HRM may be able to better motivate them. This requires sound knowledge of the employee’s skills and personal characteristics so that appropriate goals can be set. LOCKE’S GOAL SETTING THEORY

7 Two main factors in Locke’s theory of goal setting: 1. Goal difficulty: the more challenging the goal, to a certain extent, motivation will increase. 2. Goal specificity: having a clearly defined goal increases the probability of achieving it. LOCKE’S GOAL SETTING THEORY

8 APPLYING THE THEORIES Motivation Theory Application Maslow Modern HRM could use aspects of Maslow when trying to motivate workers. They need to be aware that employees will be at different stages, therefore a range of strategies might need to be applied. Some workers might be at the ‘Belonging Stage’, so a team building weekend might work really well with them. Others may be at the ‘Esteem stage’, so they will respond well to recognition of their achievements. Herzberg Maintenance Providing effective leadership and supervision; organisational policies and procedures; salary; interpersonal relationships with colleagues; working conditions (e.g. OHS, equal opportunity) Motivational Key ‘motivators’ include: achievement; responsibility; recognition; work (the job itself); advancement (clear career path and promotional opportunities). Locke Goal setting theory states that goals should be clear and explicit, and that if an individual participates in selecting their own workplace goals, they will have a higher commitment to achieving them.

9 MOTIVATIONAL TECHNIQUES AND TOOLS Intrinsic & extrinsic motivation. Extrinsic is: Money – pay and bonuses Career paths – including promotion Recognition of good work Encouragement and feedback Incentives Team Building sessions

10 COMPARING THE THEORIES


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