Summary MNG2601 Learning Unit 10 Workforce motivation

10.1 Nature of motivation:

MOTIVATION = an inner desire to satisfy an unsatisfied need

 Bears a direct influence on employee performance & managers can play major part in
motivation of employees
 Nobody can motivate another person – motivation comes from within



From viewpoint of orgs – Motivation:

= the willingness of an employee to achieve goals of org

 What drives people to behave in certain way
 People do whatever’s best for them
 Managers need to create work environment in which best interest of employees & org coincide


10.2 The motivation process:

Composition of motivation process:

 Interdependent elements
 Inner state of mind that channels (moves) an employee’s behaviour & energy towards the
attainment of org goals




To illustrate the motivation process, consider the following example:

 Need = unfulfilled need for higher status in org
 Motive = desire (motive) is to advance to a managerial position
 Behaviour = work overtime, enrol for a management development course
 Consequence = consequence of behaviour may be (+) or (-) – org may promote her or not
 Satisfaction/dissatisfaction = consequence lead to one of the 2 – satisfies if she receives
promotion but dissatisfied if not
 Feedback
o Dissatisfaction = need remains unsatisfied & motivation process start again
o Satisfaction = short-lives – people have many needs & as soon one need satisfied, another
need will surface

= Managers need to understand what motivates the behaviour of employees – then they can
influence their work performance


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,VARIABLES THAT DETERMINE PERFORMANCE

 Motivation (goal or desire)
 Ability (training, knowledge & skills) &
 Opportunity to perform

Performance = motivation x ability x opportunity



In SA context:

 Managers need to address ability component of performance equation
 Opportunity to perform = supportive work environment
 Adequate resources – tools, computers, equipment, materials, & supplies to be able to do work



FACTORS INFLUENCING WORKER PERFORMANCE

 Conductive working conditions
 Helpful co-workers
 Supportive policies & procedures
 Sufficient info to make job-related decisions
 Adequate time to do a good job

 Work performance also influenced by:
o Person’s values & attitudes
o Perceptions
o Learning
o Emotional intelligence
o Etc

 Contributions to workforce motivation:
 Positive attitude of employees towards themselves, their colleagues, their org, & even the
country where they work




10.3 The motivation theories:

THREE MOTIVATION THEORIES

 Content theories
 Process theories
 Reinforcement theories




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, CLASSIFICATION OF MOTIVATION THEORIES

CONTENT THEORIES PROCESS THEORIES REINFORCEMENT
THEORIES
FOCUS Identify needs that Process of goal setting Behaviour as a
employees want to function of its
satisfy Evaluation of consequence
satisfaction after goals
Identify factors that have been achieved
influence behaviour of
employees
THEORIES/MODELS Maslow’s hierarchy of Equity theory Reinforcement theory
needs model
Expectancy theory
The ERG theory of
motivation

Herzberg’s two-factor
model

Acquired need theory


10.3.1 Content theories of motivation:

= deal with the ‘what’ of motivation

 People have needs that they wish to satisfy, which in turn direct their behaviour towards
satisfying these needs
 What needs do people want to satisfy?
 Factors that influence individual behaviour



FOUR CONTENT THEORIES

1. Maslow’s hierarchy of needs
2. The ERG theory
3. Hertzberg’s two-factor theory
4. Acquired needs model




10.3.1.1 Maslow’s hierarchy of needs:

Maslow’s hierarchy of needs are based on two assumptions:

1. Satisfied need is not a motivator – only unsatisfied needs can influence behaviour
2. People’s needs form a hierarchy in the order of importance of their needs – when 1 need is
partially satisfied, the next will dominate



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