MANAGEMENT PRACTICES AND ORGANIZATION BEHAVIOUR/MBA/MCOM

THEORY X AND THEORY Y OF MOTIVATION

VROOM’S VALENCE –EXPECTANCY THEORY THEORIES OF MOTIVATION

• VROOM’S VALENCE –EXPECTANCY THEORY
  THEORIES OF MOTIVATION
  ORGANIZATION BEHAVIOR
• CIVIL SERVICES MAIN EXAM FOR ACCOUNTANCY AND COMMERCE
• VROOM’S EXPECTANCY THEORY

HERZBERG’S MOTIVATION-HYGIENE MODEL THEORIES OF MOTIVATION

 HERZBERG’S MOTIVATION-HYGIENE MODEL
ORGANIZATION BEHAVIOR

   CIVIL SERVICES MAIN EXAMINATION

   BBA/BCOM/MBA/MCOM

SPAN OF MANAGEMENT

MASLOW’S NEED HIERARCHY

• MASLOW’S NEED HIERARCHY

• MASLOW’S NEED HIERARCHY 

1. MASLOW.A FAMOUS SOCIAL SCIENTIST HAS GIVEN A FRAMEWORK THAT HELPS TO EXPLAIN THE STRENGTH OF CERTAIN NEEDS. ACCORDING TO HIM THE BEHAVIOR OF AN INDIVIDUAL AT PARTICULAR MOMENT IS USUALLY DETERMINED BY HIS STRONGEST NEED. HE DEFINED A PERSON’S EFFECTIVENESS AS A FUNCTION OF MATCHING MAN’S OPPORTUNITY WITH THE APPROPRIATE POSITION OF HIERARCHY F NEEDS

MANAGEMENT BY OBJECTIVE

Ø  MANAGEMENT BY OBJECTIVE
PRINCIPLE OF MANAGEMENT/BUSINESS ORGANIZATION AND MGMT
MANAGEMENT BY OBJECTIVE

PRINCIPLE OF MANAGEMENT/BUSINESS ORGANIZATION AND MGMT
MANAGEMENT BY OBJECTIVE

◦     ALSO KNOWN AS MGMT BY RESULT WAS FIRST POPULARIZED BY PETER DRUCKER IN 1954 IN BOOK” THE PRACTICE OF MANAGEMENT”

◦     IS A MANAGEMENT MODEL THAT AIMS TO IMPROVE THE PERFORMANCE OF AN ORGANIZATION BY CLEARLY DEFINING THE OBJECTIVES THAT ARE AGREED TO BY BOTH MANAGEMENT AND EMPLOYEES

◦     GEORGE S ORDIIORUE,” THE SYSTEM OF MANAGEMENT OBJECTIVE CAN BE DESCRIBED AS A PROCESS WHEREBY THE SUPERIOR AND SUBORDINATE MANAGERS OF AN ORGANIZATION JOINTLY IDENTIFY ITS COMMON GOALS,DEFINE EACH INDIVIDUAL’S MAJOR AREAS OF RESPONSIBILITY IN TERMS OF RESULTS EXPECTED OF HIM AND USE THESE MEASURES AS GUIDES FOR OPERATING THE UNIT AND ASSESSING THE CONTRIBUTION OF EACH OF ITS MEMBERS.

ANSWER TO SHORT QUESTION PART 2 FOR MGMT AND ORGANIZATION BEHAVIOR

 SHORT QUESTIONS MGMT AND ORGANIZATION BEHAVIOR PART 2

   MASLOW’S NEED HEIARCHY

   A.H MASLOW DEVELOPED A CONCEPTUAL FRAMEWORK FOR UNDERSTANDING HUMAN MOTIVATION. HE DEFINED A PERSON’S EFFECTIVENESS AS A FUNCTION OF MATCHING MAN’S OPPORTUNITY WITH THE APPROPRIATE POSITION OF HIERARCHY OF NEEDS. HE PROPOSED THAT HUMAN NEEDS CAN BE ARRANGED IN A PARTICULAR ORDER FROM LOWER TO HIGHER. MAN IS WANTING ANIMAL. HE IS NEVER FULLY SATISFIED. HE FULFILL ONE NEED ,OTHER NEED ARISE.THE NEED HIERARCHY IS AS :-

1.       BASIC PHYSIOLOGICAL NEEDS:-FOOD,CLOTHING ,SHELTER ETC. BASIC NEEDS

2.       SAFETY AND SECURITY NEEDS:-JOB SECURITY,SECURITY OF HIS NEAR AND DEAR ONE,SECURITY OF PROPERTY ETC

3.       SOCIAL NEEDS:-LIKE SOCIAL RELATIONSHIP,SOCIAL INTERACTIONS ETC

4.       EGO ( ESTEEM AND STATUS): RECOGNITION IN SOCIETY

5.       SELF FULFILLMENT NEEDS:-REALIZING ONE’S POTENTIALITIES FOR CONTINUED SELF DEVELOPMENT

   COMPARISON OF HERZBERG AND MASLOW MODEL

   MASLOW

A.      SEQUENTIAL ARRANGEMENT OF NEEDS

B.       DESCRIPTIVE

C.       UNSATISFIED NEED ENERGIZE BEHAVIOR AND CAUSE PERFORMANCE

D.      ANY NEED CAN BE MOTIVATIONAL IF IT IS RELATIVELY UNSATISFIED

E.       TAKES A GENERAL VIEW OF THE MOTIVATIONAL PROBLEM OF ALL WORKERS

F.       BASED ON INTUITION ONLY

   HERZBERG

1. NO HIERARCHICAL ARRANGEMENT OF NEEDS
2. PRESCRIPTIVE
3. SATISFIED NEED CAUSE PERFORMANCE
4. TAKE A MICRO VIEW AND DEALS WITH WORK ORIENTED MOTIVATIONAL PROBLEMS OF HIGHER LEVEL PROFESSIONAL EMPLOYEES
5. MOTIVATION HYGIENE THEORY IS BASED ON THE STUDY OF EMPIRICAL DATA COLLECTED FROM PROFESSIONAL,ACCOUNTANT AND ENGINEER

ROLE OF NON FINANCIAL INCENTIVES

•    NON FINANCIAL INCENTIVES
MANAGEMENT PRACTICES AND ORGANIZATION BEHAVIOR/PRINCIPLES OF MANAGEMENT/BUSINESS MANAGEMENT

•    QUESTION:- NON FINANCIAL INCENTIVES ARE AS STRONG MOTIVATORS AS FINANCIAL ONES. CRITICALLY EXAMINE THIS STATEMENT AND DISCUSS VARIOUS NON FINANCIAL INCENTIVES AND THEIR ROLE IN MOTIVATION.?

•    SOLUTION

•    MOTIVATION HAS BEEN DERIVED FROM THE WORD”MOTIVES “ WHICH MEANS ANY IDEA,NEED OR EMOTION THAT PROMPTS A MAN INTO ACTION. RENSIS LIKERT HAS CALLED THE MOTIVATION AS THE CORE OF MANAGEMENT.BY MOTIVATING THE WORKFORCE,MANAGER CREATES WILL TO WORK WHICH IS NECESSARY FOR THE ACHIEVEMENT OF ORGANIZATION GOALS.

•    DALTON E MCFARLAND,” MOTIVATION REFERS TO THE WAY IN WHICH URGES,DRIVES,DESIRES,ASPIRATIONS,STRIVING OR NEEDS DIRECT,CONTROL OR EXPLAIN THE BEHAVIOR OF HUMAN BEINGS.

•    INCENTIVES AND MOTIVATION

I.            MOTIVATION MAY BE POSITIVE OR NEGATIVE. POSITIVE MOTIVATION: MOTIVATING THROUGH REWARD. NEGATIVE MOTIVATION ON THE BASIS OF FEAR/PUNISHMENT

II.            EXTRINSIC AND INTRINSIC MOTIVATION:-EXTRINSIC MOTIVATORS INCLUDE WAGES,FRINGE BENEFITS,MEDICAL REIMBURSEMENT ETC AND THESE ARE GENERALLY FINANCIALLY INCENTIVES.BUT INTRINSIC MOTIVATORS OCCUR ON THE JOB AND IT PROVIDE SATISFACTION . IT INCLUDE RECOGNITION,STATUS,AUTHORITY AND PARTICIPATION ETC

III.            IT MAY BE FINANCIAL AND NON FINANCIAL: FINANCIAL WHICH IS ASSOCIATED WITH MONEY AND NON FINANCIAL ASSOCIATED WITH INTANGIBLE INCENTIVES LIKE EGO SATISFACTION,SELF ACTUALIZATION AND RESPONSIBILITIES.

•    FINANCIAL AND NON FINANCIAL INCENTIVES

•    INCENTIVES MEANS AN INDUCEMENT WHICH STIMULATES ONE TO ACTION IN A DESIRED DIRECTION. IT IS OF TWO TYPES:-

I.            FINANCIAL INCENTIVES:-ARE MONETARY IN NATURE . IT IS BASICALLY FLOW OF MONEY FROM ORGANIZATION TO STAFF.

II.            NON FINANCIAL INCENTIVES:-THEY DO NOT ADD TO THE MONEY INCOME OF THOSE WHO RECEIVE THEM. IT IS IN THE FORM OF JOB ENRICHMENT,PARTICIPATIVE MGMT,PRAISE,OPPORTUNITY FOR GROWTH.

•    DIFFERNECE BETWEEN FINANCIAL AND NON FINANCIAL INCENTIVES

•    FINANCIAL INCENTIVES

a)       THEY ARE MEANT TO SATISFY THOSE NEED WHICH MONEY CAN BUY

b)       THEY ARE TANGIBLE AND HAVE DIRECT EFFECT ON THE ORGANIZATION AND MEMBERS

c)        DETERMINED WITH REFERENCE TO JOB EVALUATION,COST OF LIVING AND COMPETITOR'S PAY STRUCTURE

d)       USED TO MOTIVATE WORKERS AND OTHER NON MANAGERIAL EMPLOYEES

•    NON FINANCIAL INCENTIVES

a)       MEANT FOR SATISFACTION OF HIGH ORDER NEEDS LIKE STATUS,RECOGNITION ETC

b)       THEY ARE INTANGIBLE AND HAVE INDIRECT INFLUENCE

c)        ARE BASED ON THE NATURE OF JOBS,ASPIRATION AND PHILOSOPHY OF MGMT

d)       USED TO MOTIVATE MANAGERIAL AND HIGHER LEVEL OF PERSONNEL.

•    ROLE OF FINANCIAL INCENTIVES

I.            MONEY PLAYS A VERY IMPORTANT ROLE IN MOTIVATION. IT IS REALLY MOTIVATING FACTORS WHEN THE PHYSIOLOGICAL AND SECURITY  NEEDS OF THE WORKERS HAVE NOT BEEN FULLY SATISFIED. MGMT CAN USE FINANCIAL INCENTIVES FOR MOTIVATION.

II.            MONEY PROVIDES FOR THE SATISFACTION OF PHYSIOLOGICAL AND SAFETY NEEDS WHICH HAVE BEEN CALLED HYGIENIC FACTORS BY HERZBERG. HYGIENIC FACTORS INCLUDE WAGES,SALARY AND OTHER MONETARY BENEFITS.THEY DO NOT PROVIDE JOB SATISFACTION AND IN ORDER TO MOTIVATE SATISFACTION OF EGO,STATUS AND SELF ACTUALIZATION NEEDS MUST BE SATISFIED.

•    ROLE OF NON FINANCIAL INCENTIVES

•    MONEY IS NOT THE ONLY MOTIVATOR BECAUSE IT DOES NOT WORK FOR EVERYONE. WHEN THE BASIC REQUIREMENTS ARE SATISFIED WITH THE HELP OF MONEY AND THEN MONEY IS NO LONGER WORK AS INCENTIVE AND IT BECOMES THE MAINTENANCE FACTOR AS NARRATED BY HERZBERG. IN ORDER TO MOTIVATE THE EMPLOYEES ,MGMT CAN USE NON FINANCIAL INCENTIVES TO MOTIVATE THE STAFF.

1)       APPRECIATION OF WORK DONE:-IT WORK AS EFFECTIVE NON FINANCIAL INCENTIVES. WHEN THE MANGER PRAISES SOME ONE WORK IT BOOST THE MORAL OF EMPLOYEE AND ALSO SATISFY THE EGO NEEDS OF THE EMPLOYEE. BUT IT SHOULD BE USED WITH CARE BECAUSE IF MANAGER PRAISES INCOMPETENT WORKER THEN IT MAY CREATE RESENTMENT AMONG COMPETENT WORKERS

2)       COMPETITION

3)       GROUP INCENTIVES:-CREATES HIGH MORALE,TEAM SPIRIT AND INCREASE IN PRODUCTIVITY. WORKS MORE EFFECTIVE THAN INDIVIDUAL INCENTIVES

4)       KNOWLEDGE OF THE RESULT

6)       WORKER’S PARTICIPATION IN MANAGEMENT:-IT WILL SATISFY WORKER’S PSYCHOLOGICAL SATISFACTION THAT THEIR VOICES ARE ALSO HEARD.

7)       SUGGESTION SYSTEM

8)       JOB ENRICHMENT:-IT REFERS TO VERTICAL ENLARGEMENT OF A JOB BY ADDING MORE RESPONSIBILITIES AND OPPORTUNITIES AND GROWTH. IT WILL MAKE JOB MORE INTERESTING AND CHALLENGING.

9)       ROLE OF FINANCIAL INCENTIVES

10)   MONEY PLAYS A VERY IMPORTANT ROLE IN MOTIVATION. IT IS REALLY MOTIVATING FACTORS WHEN THE PHYSIOLOGICAL AND SECURITY  NEEDS OF THE WORKERS HAVE NOT BEEN FULLY SATISFIED. MGMT CAN USE FINANCIAL INCENTIVES FOR MOTIVATION.

11)   MONEY PROVIDES FOR THE SATISFACTION OF PHYSIOLOGICAL AND SAFETY NEEDS WHICH HAVE BEEN CALLED HYGIENIC FACTORS BY HERZBERG. HYGIENIC FACTORS INCLUDE WAGES,SALARY AND OTHER MONETARY BENEFITS.THEY DO NOT PROVIDE JOB SATISFACTION AND IN ORDER TO MOTIVATE SATISFACTION OF EGO,STATUS AND SELF ACTUALIZATION NEEDS MUST BE SATISFIED.