MPA 212 Human Resource Development and Management

1. MOTIVATION
Module 9
MotivationMPA 212 Human Resource Development and
Management

2. MOTIVATION
Motivation is the internal and external factors that
stimulate desire and energy in people to be continually
interested and committed to a job, role or subject, or
to make an effort to attain a goal.
•Motivating people is about getting them to move
in the direction which is required in order to
achieve a result.
•It is a goal directed behavior.

3. According to Stephen P. Robbins,
Motivation is “defined as the
willingness to exert high levels of
effort towards organizational goals”

4. Nature and Importance
of Motivation
Motivated employees
 Helps organization to survive
 Motivated employees are
more productive
 Increases the output of the
firm
 Approach of belongingness of
the firm

5. Process of Motivation

6. Process of Motivation
 Needs creates wants and desires
to achieve or obtain something.
 Goals are established based on
these desires and wants.
 Actions are taken based on goals
in order to attain it. If the goals
are not achieved, the same action
is likely to be repeated. This
process of repeating successful
behavior or actions is called
reinforcement.

7. 1. Intrinsic Motivation
2. Extrinsic Motivation
Types of Motivation

8. The self-generated factors
that influence people to
behave in a particular way
or to move in a particular
direction.
These factors include
responsibility, autonomy
(freedom to act), scope to
use and develop skill and
abilities, interesting and
challenging work and
opportunities for
advancement.
Intrinsic Motivation

9. What is done to or for people
to motivate them.
This includes reward, such as
•Increased pay
•Praise
•Promotion
And punishment, such as
•Disciplinary action
•Criticism
Extrinsic motivation can have
an immediate and powerful
effect, but it will not
necessarily last long.
Extrinsic Motivation

10. 1. Maslow’s Hierarchy of Needs
Abraham Maslow organized five major types
of human need into hierarchy. The hierarchy
of needs illustrates Maslow’s conception of
people satisfying their needs in a specified
order, from bottom to top.
Theory states that when a lower level need is
satisfied, the next highest becomes
dominant and the individual’s attention is
turned to satisfying this higher needs.
Motivation Theory

12. 2. Herzberg’s Two Factor Theory
Frederick Herzberg developed the two-factor theory
of motivation based on satisfiers and dissatisfiers.
Satisfiers are motivators associated with job
satisfaction while dissastisfiers are motivators
associated with hygiene or maintenance.
Satisfiers include achievement, responsibility,
advancement, and recognition.
Motivation Theory

13. Satisfiers are all
intrinsic motivators.
Dissatisfiers are
extrinsic motivators
and include a
company’s policies
and administration
such as supervision,
peers, working
conditions and salary.

14. The Two-Factor theory implies that the
managers must stress upon guaranteeing the
adequacy of the hygiene factors to avoid
employee dissatisfaction.
The managers must make sure that the work is
stimulating and rewarding so that the
employees are motivated to work and perform
harder and better.

15. B.CHALENGING JOBS
This is done through job enrichment.
Job enrichment means building motivators like
opportunities for achievement into the job by making
it more interesting and challenging.
Methods for Motivating
Employees

16. A. REWARDS
 Employees constantly look for
payoffs for their efforts.
 They expect that good job
performance lead to
organizational goal
attainment, which in turn
leads to satisfying their
individual goals or needs
Methods for Motivating Employees

17. C. USING MERIT PAY
 A merit raise is a salary
increase, usually
permanent, that is based
on the employee’s
individual performance.
 It is a continuing
increment rather than a
single payment like a
bonus.
 Relying heavily on merit
rewards can be a
problem because the
reinforcement benefits of
merit pay is usually only

18. D. USING SPOT
AWARDS
 A spot award is one
given to an
employee as soon as
the laudable
performance is
observed.
 These awards are
consistent with
principles of
motivation because
they are contingent
on good
performance and
are awarded
immediately.

19. E. USING SKILL-BASED PAY
 With skill-based pay, employees are paid for the range,
depth, and types of skills and knowledge they are
capable of using rather than for the job they currently
hold.

20. REFERENCES:
https://www.slideshare.net/vishnuA6/motivatio
n-in-human-resource-management
https://www.slideshare.net/Gawabayaj/human-
resource-management-in-local-government-in-
the-philippines