Motivation and Reward Overview
What is Motivation?
- Work motivation is defined as a set of energetic forces stemming from both internal and external sources that initiate work-related behaviors, determining their form, direction, intensity, and duration (Pinder, 1998).
Key Aspects of Motivation
- Energizes: Provides energy to initiate actions.
- Directs: Guides behavior towards certain goals.
- Sustains: Maintains persistence over time.
- Discretionary Effort: The driving force behind the extra effort exerted by individuals.
- Reason for Actions: Explains the underlying reasons for behavior.
Types of Motivation
| Extrinsic | Intrinsic |
|---|
| Pay | Satisfaction |
| Praise | Interest |
| Promotion | Pride |
| Disciplinary action | Stimulation |
| Environment | Engagement |
| Flexibility | Social relations |
Motivation Theories
- Two broad categories:
- Content Theories: Explain what motivates individuals.
- Process Theories: Explain how motivation occurs.
Maslow's Hierarchy of Needs
- Self-actualization: Personal fulfillment.
- Esteem Needs: Self-esteem, status, reputation.
- Love and Social Needs: Love, affection, family, relationships.
- Need for Safety: Shelter, protection, safety, stability.
- Biological and Physiological Needs: Air, sleep, food, hunger, thirst, warmth.
Herzberg’s Two-Factor Theory
- Factors Affecting Work Motivation:
- Hygiene Factors: Essential to prevent dissatisfaction (e.g., salary, job security).
- Motivators: Needed to enhance motivation (e.g., achievement, recognition).
Hygiene vs. Motivators
| Hygiene Factors | Motivators |
|---|
| Salary | Sense of achievement |
| Job security | Recognition |
| Working conditions | The nature of the work |
| Level of supervision | Responsibility |
| Company policies and administration | Personal growth and advancement |
Practical Implications
- Ensure fair and equitable pay.
- Provide appropriate management support and communication.
- Ensure job variety to maintain interest.
- Consider work environment factors like noise.
- Offer autonomy and flexibility in work roles.
Other Motivation Theories
- McClelland's Needs Theory: Balancing three needs - Achievement (N-ach), Power (N-pow), Affiliation (N-aff).
- Equity Theory (Adams 1965): Perceived fairness in reward systems influences motivation.
- Goal-Setting Theory: Behavior is motivated by conscious goals; major components include:
- Goal Difficulty
- Goal Specificity
- Goal Acceptance
- Goal Commitment.
- Vroom's Expectancy Theory (1964): Behavior is informed by expectations of outcomes and their attractiveness.
Money as a Motivator
- Short-lived Motivational Impact: Money can demotivate if perceived as inadequate or unfair.
- Can serve as a symbolic motivator depending on context.
Reward Management Definition
- "Reward Management deals with the strategies, policies, and processes required to ensure that the value of individuals and their contributions to organizational goals are recognized and rewarded" (Armstrong, 2012).
Nature of Reward Management
- Extrinsic Rewards: Basic needs (financial payments, working conditions).
- Intrinsic Rewards: Psychological satisfaction from job design and challenges.
Pay and Work Motivation
- Economic and social psychology perspectives on how pay influences work behavior.
Recommended Reading
- Armstrong core text chapters 13, 26, and 27.
- Armstrong, M. (2012). Armstrong’s Handbook of Reward Management Practices.
- Bratton & Gold.
- Brown, D (2001). Reward Strategies: From intent to impact.
- Gupta, N & Shaw, J D (1998). Financial incentives.
- Herzberg et al. (1957). The Motivation to Work.
- Locke & Latham (2005). Goal setting theory.
- Maslow (1954). Motivation and Personality.
- Vroom (1964). Work and Motivation.