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Manager Is The Best Role Model To His/her Workers

A good manager provides guidance and finds solutions to problems rather than avoiding them. They inspire teamwork by considering each person's uniqueness and clearly communicating expectations. Positive feedback is used to determine unmet needs causing dissatisfaction. Intrinsic motivation comes from within and drives a person to be more productive when they value their own performance. Extrinsic motivation is enhanced by external rewards like promotions, pay increases, benefits and other rewards. Motivational theories include Maslow's hierarchy of needs where people seek to fulfill higher needs only after lower needs are met, and Herzberg's two-factor theory distinguishing between hygiene factors like pay that cause dissatisfaction and motivating factors like growth that are satisfiers. McClelland's

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Gladness Boongaling
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31 views10 pages

Manager Is The Best Role Model To His/her Workers

A good manager provides guidance and finds solutions to problems rather than avoiding them. They inspire teamwork by considering each person's uniqueness and clearly communicating expectations. Positive feedback is used to determine unmet needs causing dissatisfaction. Intrinsic motivation comes from within and drives a person to be more productive when they value their own performance. Extrinsic motivation is enhanced by external rewards like promotions, pay increases, benefits and other rewards. Motivational theories include Maslow's hierarchy of needs where people seek to fulfill higher needs only after lower needs are met, and Herzberg's two-factor theory distinguishing between hygiene factors like pay that cause dissatisfaction and motivating factors like growth that are satisfiers. McClelland's

Uploaded by

Gladness Boongaling
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Manager is the best role model to his/her workers.

Guidance and counseling is provided for those who


need such, finding solutions rather than avoiding
problems.
Good Manager inspire teamwork, consider the
uniqueness of each work, communicate clearly
and effectively the expectations from each worker.
- utilize positive feedback or reinforcement to
determine unmet needs that cause dissatisfaction.
INTRINSIC MOTIVATION
- Comes from within the person driving him/her to
be more productive. A worker must value his/her
performance to be intrinsically motivated.
U S N
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I IN
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E X
EXTRINSIC MOTIVATION
- Is enhanced by the environment or external
rewards. This may come in the form of
promotions, increases in salary, added benefits
and external rewards.
MOTIVATIONAL THEORIES
Need Theory
1. Abraham Maslow’s Hierarchy of Needs
- Shows that people are motivated to satisfy certain needs
beginning from basic physiological needs to complex
psychological needs. People seek higher level needs only when
the lower needs have been met.
2. The Two-Factor Theory
Frederick Herzberg (1991) is credited with developing a two-factor
theory of motivation which was first published in 1968. Hygiene
factors relate to the working conditions such as salary, quality of
supervision, job security, interpersonal relations policies, and
supervision. These factors are growth-producing due to
dissatisfaction. These hygiene factors are called “dissatisfiers”.
Motivating factors relate to the job itself and include opportunities for
growth and development and advancement; added
responsibilities, challenging aspects of work, recognition, and
achievement. These factors are called “satisfiers”.
3. McClelland’s Three Basic Needs Theory

David McClelland (19661; 1976) identifies 3 basic needs that people


possess in varying degree:
• Achievement – refers to a strong desire to overcome challenge, to
excel, to grow, to advance, or to succeed.
• Power – is the desire to be in control and to get others to behave
contrary to what they would naturally do.
• Affiliation – is the desire to work in a pleasant environment and
the desire for friendly, close relationships.
Expectancy Theory

Victor Vroom’s expectancy theory of human


motivation (1964) indicates that felt needs of
individuals in work settings are increased if a
person perceives positive relationship between
effort and performance. Motivated behaviour is
further increased if there is positive relationship
between good performance and outcomes or
rewards particularly when these are valued.
Operant Theory

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