Kyaw Nu Trainer of HRM kyawnu2009@gmail.com. Motivating Workforce Kyaw Nu Trainer of HRM kyawnu2009@gmail.com.

Introduction What motivation? Motivation is the arousal of needs that drive behavior towards the attainment of goals thereby reducing our internal state of tension Why we get up early in the morning? Work late? Why do we persist in a certain type of behavior for a long time? In these situations, our behaviors are motivated by something

Simple Model of Motivation Stimuli (external or Internal) Needs (dormant) Rewards Tension Behavior (discomfort) Feedback

Why managers are interested in workers’ Motivation? Research studies found that high employees motivation goes hand in hand with high organizational performance and profit Managers can use motivation theory to help satisfy employees’ needs and simultaneously encourage high work performance Managers have to find the right combination of motivational techniques and rewards to keep workers satisfied and productive in a variety of organizational situations

Theories of Motivation Content theories: What motivates people? Process theories: How the process of motivations? Reinforcement theories: What is the relationship between each behavior and its consequences?

Content Theories Abraham Maslow’s Hierarchy of needs theory Clayton Alderfer’ ERG theory Frederick Herberg’s Two factors theory David McClelland’s The acquired needs theory

Maslow’s Hierarchy of needs theory Human beings are motivated by multiple needs and they exist in a hierarchical order Physiological need, Safety need, Belongingness need, Esteem needs and Self-actualization need Lower order needs must be satisfied before higher order needs are activated

ERG Theory Clayton Alderfer proposed a modification of Maslow’s theory instead of five steps into three Existence needs, Relatedness needs and Growth needs Alderfer suggests individuals may move up and move down hierarchy depending on their ability to satisfy needs

Two Factors Theory Hygiene factors involves the presence or absence of job dissatisfiers that include working conditions, pay, company policy, and interpersonal relationship Motivators include challenge, recognition, responsibility, and opportunity for growth The middle between hygiene factors and motivators are neutral that is neither satisfied nor dissatisfied When hygiene factors are poor workers are dissatified, when it is good worker will be at neutral Motivators must be in place in order to motivate workers

Acquired Needs Theory McCelland’s acquired needs theory proposed that certain types of needs are acquired during the individual’s life time They are need for achievement, need for affiliation and need for power Early life experiences determine whether people acquire these needs (If the children are encouraged to do things for themselves and receive reinforcement, they will acquire a need to achieve)

Process Theories of Motivation Process theories explain how workers select behavioral actions to meet their needs and determine whether their choices were successful Two process theories: - Equity Theory developed by J. Stacy Adams - Expentancy Theory developed by Victor Vroom

Equity Theory Equity theory focuses on individual’s performance of how fairly they are treated compared with others Equity is the ratio of a person’s inputs to outcomes with respect of him/her job Inputs into a job include education, experience, effort and ability Outcomes from job include pay, recognition, benefits, and promotion A person tends to compare his/her inputs to outcomes ratio with those of others A state of inequity occurs when input/outcomes ratios are out of balance (e.g. a person with higher education finds that he receives the same benefits with those of less educated workers or more receive pay than those of higher educated workers) continued…..

Continued….. Perceived inequity creates tensions within individuals that motivate them to bring equity into balance Change inputs: A person may choose to increase or decrease his/her inputs to the organization Change outcomes: A person may change his or her outcomes Distort perception: If a person cannot change his/her inputs or outcomes his perception upon the job is distorted (he may artificially increase his/her status or distort others’ perceived rewards to bring equity into balance) Leave the job: People who feel inequity may decide to leave their jobs rather than suffer the inequity of being under or overpaid

Expectancy Theory Expectancy theory suggests that motivation depends on individuals’ expectation about their ability to perform tasks or receive desired rewards Expectancy theory is based on the relationship among the individual’s efforts, the individual’s performance and desirability of outcomes associated with high performance i.e. M= E x V The element of E can be subdivided into E P expectancy and P O expectancy E P means whether putting effort into a task will lead to higher performance and P O means whether successful performance will lead to desired outcome V means how much a person values upon outcomes If either element is zero, motivation will be zero

Reinforcement Theory Reinforcement theory looks the relationship between behavior and its consequences It focuses on changing and modifying employees’ on the job behavior through the appropriate use of immediate rewards and punishments It rests on the belief that positively reinforced behavior tends to be repeated and negatively reinforced behavior tends to be inhibited continued……

Continued….. Positive Reinforcement: Providing a pleasant and rewarding consequences following a desired behavior Avoidance Learning: The removal of an unpleasant consequence following a desired behavior Punishment: Punishment is the imposition of unpleasant outcomes on an employee following after undesirable behavior Extinction: Extinction is the withdrawal of a positive reward after undesirable behavior

How can be helpful by understanding Motivation? We have to motivate ourselves or others to accomplish tasks we do We can achieve nothing without motivation By understanding motivational process and various theories of motivation We know our own and others’ motivational processes We can use various motivational tools that are appropriate in various situations We can know why people do not commit in the jobs do

Contributions To Management Contribution of Content Theory Maslow’s theory: - People are motivated by various needs throughout his/her lifetime - A higher level need emerges once lower level needs satisfied so needs are never satisfied - Different people have different needs so they cannot be motivated with a single set of needs - A need cannot be motivator once it is satisfied - To effectively motivate a person, the most important thing is to understand what are his/her unsatisfied needs - Organizations have a position to satisfy most of the needs that individuals are looking for

Contribution of Herberg’s Theory Hygiene factors such as pay, working conditions, relationship with supervisor themselves cannot motivate people Motivators such as Challenges, opportunity for growth, recognition and responsibility must be in place to motivate workers to perform high level Managers role is to remove or reduce hygiene factors (so that workers will be at neutral) and to provide motivators (so that workers will be motivated)

Contribution of McCelland’s Theory Different people are motivated by different needs and these are largely determined by their early childhood experiences People who have acquired needs involve those who have need for power, need for affiliation and need for achievement Mangers need to determine their subordinate needs and motivate them accordingly People with power need can be motivated by offering more power, those who have affiliation needs can be motivated by creating a good relationship network and those with achievement needs can be motivated by giving opportunity for achievement

Contribution of Process Theories Equity theory People tend to compare their input/output ratios with others A reward given to a person will not be effective (cannot motivate) if he/she feels that the reward is not equal to that of other people Manager can reconcile people’s input to output ratio to reduce the state of inequity that they perceive

Contribution of Expectancy Theory People’s motivation is depend on: The expectations of effort between performance and performance between reward The value they put upon the reward they will receive To effectively motivate, managers need to know - the reward that their workers value most - there should be strong degree of attainable between effort and performance and - reward should be followed immediately after performance

Contribution of Reinforcement Theory People’s behavior can be modified by using appropriate rewards and punishments But that will be effective only when reward follows immediately after positive behavior and punishment follows after negative behavior Deciding the time schedule of reinforcement is important, continuous reinforcement is preferable (every occurrence of either desired behavior or undesired behavior is reinforced)

Conclusion For managers, motivating people relating to their organization and their task is a must Each of the motivation theory discussed so far provides unique contribution to management thinking about how can people be motivated Neither theory is perfect for all work setting continued…….

continued……. Opportunity for growth is a strong motivator for capable persons Money as a motivator for some people especially for those who is low level of education and living standard Recognition is an important motivator for all people regardless of their status

Thank you very much for your attention and time