Welcome!
Motivation
Dr. Satyendra Singh
Professor, Marketing and International Business
University of Winnipeg, CANADA
https://sites.google.com/view/drsatsingh
s.singh@uwinnipeg.ca
Objectives
① Motivation
② Maslow’s needs, Herzberg’s factors…
③ Motivation theory
④ Job enrichment, recognition
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① Motivation → Productivity
Motivation − desire to excel, leaders’ job to motivate, employee retention → success
Intrinsic (pride, respect, self…) and extrinsic ($, reward…) motivation
Scientific concept – people and machine programmable, rule…
Conformity over creativity, flexibility or responsiveness
Taylor – ↑productivity, time, method, rules of work
Gantt, Gilberths…
Behavioral concept
Mayo – human factors ↑performance → ↑productivity
Maslow, Herzberg, McGregor, Vroom…
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② Maslow’s Theory, Herzberg Motivating Factors
Maslow − Unsatisfied needs → Motivation, level of needs
Herzberg − Work itself, achievement, recognition, responsibility, growth, and job importance
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③ McGregor’s Theories X and Y
Managers attitude towards workers → Motivation
Theory X
dislike work, avoid responsibility, little ambition, forced…: Motivated by fear/$...
Theory Y
like work, seek responsibility, imaginative…: Motivation by empowerment…
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Goal Setting Theory�Management by Objective (MBO), 1960
Setting ambition
and attainable goal → motivation
Effective in long-range planning
because of motivated employees
Helping vs coaching
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Victor Vroom: Expectancy Theory of Motivation�Expected outcome → motivation
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How to use Expectancy Theory
Check what employees value
Match employee performance with expectations
Tie award to performance
Ensure the reward is adequate.
Reinforcement and Equity Theory
± Reinforcement → change behavior
The carrot-and-stick motivational approach
Rewards/penalties to encourage employees to meet certain objectives
Equity Theory
Perception of fairness → motivation
Employees adjust equity by their input
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④ Job Enrichment → motivation
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different skills (growth)
task identity (visible outcome)
task significance (impact on lives/orgn)
autonomy (freedom eg scheduling)
Communications and Recognition
Open communication → motivation
builds team and positive environment
Job recognition → motivation
50% leave because no appreciation
appreciation > $
People are complex. Not easy to motivate across culture/age/gender/race…
So, no theory is complete!
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Identify sources of motivation
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Year born | Term | Motivation |
1946 − 1964 | Baby Boomers | ??? |
1965 – 1976 | Generation X | ??? |
1977 – 1994 | Generation Y | ??? |
1995 – present | Generation Z | ??? |
Madogiwa-zoku
Source (2015): trendingamerican.com
Questions?�s.singh@uwinnipeg.ca