Understanding Motivation Your Name

Objectives At the end of this session, you will be able to: Demonstrate awareness of different motivational factors Recognise and understand how others are motivated and adapt your behaviour to suit

Content Herzberg – Dis-satisfiers and job satisfaction McGregor – ‘X’ and ‘Y’ management styles Maslow – Hierarchy of Needs

Herzberg Activity Status Responsibility Relationship with subordinates Relationship with peers Recognition Security Advancement Personal life Salary Achievement Work conditions Relationship with supervisor Work itself Company policy and administration Supervision Personal growth 1) Which of these cause me irritation or frustration if I don't have them? 2) Which of these when I do have them, make me feel fulfilled and involved in my work?

Job Satisfaction Factors Status Responsibility Relationship with subordinates Relationship with peers Recognition Security Advancement Personal life Salary Achievement Work conditions Relationship with supervisor Work itself Company policy and administration Supervision Personal growth Responsibility Recognition Achievement Advancement Work Itself Personal growth

Herzberg Summary Motivation factors Hygiene factors Achievement Recognition The work itself Responsibility Advancement Growth Hygiene factors Company policies Supervision Working conditions Salary Interpersonal relations Status Job security

McGregor Theory X Authoritarian Management Style The average person dislikes work and will avoid it if he/she can. Therefore most people must be forced with the threat of punishment to work towards organisational objectives. The average person prefers to be directed; to avoid responsibility; is relatively unambitious, and wants security above all else.

Participative Management Style McGregor Theory Y Participative Management Style Effort in work is as natural as work and play. People will apply self-control and self-direction in the pursuit of organisational objectives, without external control or the threat of punishment. Commitment to objectives is a function of rewards associated with their achievement. People usually accept and often seek responsibility. The capacity to use a high degree of imagination, ingenuity and creativity in solving organisational problems is widely, not narrowly, distributed in the population. In industry the intellectual potential of the average person is only partly utilised.

McGregor Summary Theory X Theory Y People need close supervision Will avoid work when possible Will avoid responsibility That they desire only money People must be pushed to perform Theory Y People want independence in work People seek responsibility People are motivated by self-fulfilment People naturally want to work People will drive themselves to perform

Maslow Activity What are the most important things in life for you, first of all to survive, and then exist in a manner that is rewarding? Pick a top 10 from the list below: Food Connections Clothing Sleep Achievements Morality Air Employment Property Family Inner potential Water Stability Friendship Intimacy Spontaneity Health Connections Acceptance Respect of others Need for individuality Experience Confidence Shelter Purpose Meaning Creativity

Maslow Summary

Objectives Now you can: Demonstrate awareness of different motivational factors Recognise and understand how others are motivated and adapt your behaviour to suit