Theories of motivation potx

Thus, it is very important to study and understand the nature and relationship of all motivations by the broad standing of human needs... Physiological sinh lý học Needs When a person

Topic 1: Theories of Motivation

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Business Administration Department

Hoa Sen University

Study Questions

 Maslow’s Hierachy of Needs

 Theory X and Theory Y-Dough Mc Gregor

 Hygien Theory - Herzberg’s

Theory X and Theory

Y Dough McGregor

Maslow’s Hierarchy of Needs

(April 1, 1908 – June 8, 1970)

A merican professor of psychology at Brandeis University, Brooklyn College ,

New School for Social Research and Columbia University

Characteristic of the human is that his desire is never ended, except on short time When one desire is

satisfied, another one comes into the foreground And

it is true for the whole life of man Thus, it is very

important to study and understand the nature and relationship of all motivations by the broad standing

of human needs.

Maslow’s Hierarchy of Needs

Physiological Needs

for biological maintenance and physical wellbeing such as breathing, food, water, sleepiness, sexual desire, excretion.

people are dominated by the desire to eat

Physiological (sinh lý học) Needs

 When a person has enough food and water, other higher needs emerge

and replace for physiological needs.

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Progression principle

A need becomes a motivator once the preceding lower-level need is satisfied.

Safety needs

 Need for security, protection and stability

in the events of day-to day life

 For adults: safety needs is concerning to security of tenure, pension, employment, insurance schemes and improvement of safety conditions of work and religions

Safety needs

 For children: safety can be considered as the fair and consistency treatment in

parents Unfair treatment can make the

world look unreliable or unsafe or

unpredictable

 The sight of strange, unfamiliar, or

uncontrollable objects, illness or death

can elicit (suy luận) fear response in

children

Social needs

• Need for love, affection, sense of

belongingness in one’s relationships with other people.

• The person concerned will feel keenly the

absence of friends, wife or children and strive for affectionate relations with people for a

place in his group.

Esteem needs (sự kính trọng)

respect, prestige, recognition and self-esteem, personal sense of competence, mastery

Maslow divided them into two subsidiary sets:

adequacy, mastery, competence, confidence in the face of the world, independence and

freedom and

dominance, recognition, attention, importance and appreciation

Self-actualization needs

* Highest level; need for self-fulfillment

to grow and use abilities to fullest and

most creative extent

* Morality, creativity, spontaneity,

problem solving, lack of prejudice,

acceptance of the fact

Theory X and Y-Dough McGregor

(1906-1962 in Detroit, ) Psychologist at Harvard University and professor at Massachusetts

Theory Y

 McGregor’s Theory Y assumes that workers are:

 willing to work

 capable of self-control

 willing to accept responsibility

 imaginative and creative

Hygien Theory - Herzberg’s Motivation

Professor of Psychology at Western Reserve University and Research Director at Psychological Serve of Pittsburgh

 The core factors in management is seeking the things the worker liked about his job or the

things he disliked

 Adair, J 2006 Leadership & motivation: the fifty-fifty rule & and eight key principles of motivating others Kogan



Hygiene Theory Herzberg’s Motivation

 Working condition

 Work itself

 Factors in personal life

 Status

Recognition, Achievement

 Recognition, notice, or praise are very

meaningful to employees A reward should be given along with the acts of recognition to

distinguish those were not

 With the individuals who prefer a good job as their achievement, manager makes sure to assign them not only challenge duty that requires their talents but also clear and achievable Individuals should also receive regular, timely feedback on

Possibility of growth,

Advancement

happiness, the possibility of growth which refers

to learning and practicing new skills or acquiring new professional knowledge is also important.

valuable reward for individuals who have well performance But if there is no open position,

they should be given a new title that reflects the level of work they has achieved.

 Salary is not a motivator but it reflects

fairness in the relationship between

employer and employee They receive

what they pay for If unhappiness comes from unfair payment or compensation, it

is hard to motivate them by the other tips Make sure you have clear policies of

Interpersonal relations

 The relationship with superior and peer is one of the significant parts of employee’s satisfaction

It is not only reflects the social contact with

reasonable amount of time (e.g., over lunch,

during breaks, between patients) but also a

sense of camaraderie (tình bạn) and teamwork

 Employees may face difficulty in this stage,

manager should build culture in working place toward appropriate behavior by removing

offensive comments or rudeness

Supervision – technical.

 It regards the leadership skills to treat

employees fairly Supervisors should be taught to use positive feedback to avoid employees’ bad feeling by criticizing

 A good employees may be not a good

supervisor It requires a careful decision when appointing someone to the role of

 Some individuals are highly motivated

when they are given ownership in their

work The freedom and power are enough

to actively carry out their tasks and feel they “own” the result

 As individuals mature in their jobs,

manager should create opportunities for added responsibility

Company policies &

administration

 Unclear policies and poor administration can be

a great source of frustration (gây thất vọng) for employees.

 Make sure policies are fair and apply equally to all.

 They should be printed in copies and easily

accessible to all members of your staff

 Manager might also compare your policies to those of similar practices and ask yourself

Working condition

so called working condition have tremendous effect on employees’ job satisfaction

overcrowding Each employee should have their own personal space, whether it be a desk, a locker, or even just a drawer.

uncomfortable place with close quarters or no personal space.

you cannot neglect the hygiene factors discussed above

Work itself

 Work itself is always important motivator

Employee will make inspired effort if they

believe that the work they are doing is important and meaningful

 Of course work is not always interesting or

rewarding, but manager should indicate how it is essential to the overall processes.

 Some tasks that are truly unnecessary can be

eliminated or streamlined to result in greater

Factors in Personal life

 In some cases, managers should flexibly consider personal problems such time,

location, etc in their way of assignment and management

 Such a support will be highly appreciated

by loyalty, well performance or etc

 Some factors that indicate individual’s

status such as private office, important

sounding title, secretary, company car,

and other “perks.”

Job security

 It must be negative effect on employees if there is no signs of job security

 A healthy organization with steady

growth will bring employees confidence, happiness and enthusiasm

Manager’s checklist

behavior can all unite to help someone’s work cover more of Maslow’s higher – order needs than it other might”

disappoint you.

opportunities to grow and advance.

them satisfy esteem and self- fulfillment needs on the job.”