1. Motivation
 Meaning and significance of employee’s
motivation
 Motivation process
 Major motivation theories
1. Hierarchy of needs theory
2. Two factor theory
3. Expectancy theory
4. Theory x and theory y
5. Motivation in Islam

2. 1. Defining motivation
• Motivation is widely studied as a
psychological concept. The ancient
Greek who believed that human being
always sought comfort and pleasure
and avoided discomfort and pain. Later
Psychological approaches perceived
motivation as an instinct and studied as
a basic psychological concept.

3. There are many definitions of the
concept motivation e.g. :
• Motivation is the process that starts
with a psychological or psychological
deficiency that activates behavior
• The inner state of activates, energizes
and directs behavior towards goals

4. The significance of motivation • One of the major effect of
motivation is on the output of the
organization which concern both
quantity and quality .
• Motivated and satisfied employee
tend to be more productive, creative
and committed in their job

5. • Organization relies heavily on the efficiency of
staff to make sure it achieves organizational
goal. If these employees lack of motivation to
complete work, then the organization would
face a problem that will lead to disastrous
consequences
• Organizations have to admit that the employees
are the greatest asset no matter how efficient
the technology and equipment may be, it is no
match for the effectiveness and efficiency of
employees.

6. Motivation process
Scholars view motivation process
in a cyclical pattern that consisted
of three interacting and
interdependent element:
1.Need
2.Deficiency
3.Action

7. Needs
NEEDS
Satisfaction Deficiency
D
GOAL DRIVE
Action
• The motivation cycle (process)

8. 1. Needs: The process begins by the eminence of
deficiency that leads to the rise of needs. It is the
state of lacking something when a person feels a
psychological imbalance, needs develop.
2. Drives: are those actions that the person forms
in order to relieve that state of imbalance created
by the need. It is the energy that pushes the
persons towards a goal
3. Goal: Is the fulfillment of the need that
restores the imbalance or deficiency. Such
fulfillment alleviates needs and reduces drive.

9. Major motivation Theories
Motivation has been studied for many years. As
a result a wide variety of motivational theory
have been, some of which are:
1. Hierarchy of needs theory
Abraham Maslow reasoned that human needs
are multiple and that individuals work to satisfy
those needs in a specific sequence. He also
noted that noneconomic needs are important to
people. Maslow asserts that movement from
two categories through the upper three takes
place over the life times. Some people never
satisfy the higher order of needs.

10. Maslow proposed a Need Hierarchy in 1943 in his
article a theory of human motivation. There are 5
set of basic needs arranged in a hierarchy.
1. Self actualization need: the need for self fulfillment
2. Self and group esteem need : need for self respect,
self esteem and the esteem of others
3. Love and belongingness: need related to affection,
relation with others and status within group
4. Needs for safety: need for stable environment
relatively free from threat
5. Physiological needs: need for food, sleeps and rest
etc.

11. Self actualization
Self and group esteem
Love and belongingness
Needs for safety
Physiological needs

12. Maslow is of the opinion that people tend to
satisfy their needs systematically, starting from
basic physiological needs then moving up to
the hierarchy until the particular group is
satisfied and a person’s behavior will be
dominated by them.
• It applies that the hungry person is not going
to be motivated by the consideration of safety
and affection until his hunger is satisfied.
• But, there is an exception in respect to the self
actualization needs in which satisfaction of this
needs gives rise to further need for realizing
one’s potential

13. • But, this concept is inconclusive. It is
also claim that the systematic
movement from one hierarchy to
another is not consistent form of
behavior of many person
• However it does provide a useful
framework in discussing various level
of needs people may experience at
work and the way in which their
motivation will be met by manager.

14. 2. Two-factor theory
• Frederick Herzberg’s two-factors or
motivator-hygiene theory was developed
independently of the work of Maslow but
somehow it supports Maslow hierarchy of
needs. Herzberg focused on two factors of
job satisfaction and dissatisfaction.
• It was empirical study of internal worker
motivation put forth by Frederick Herzberg
in 1959.

15. There are five factors called the
determiners of job satisfaction:
1. Achievement
2. Recognition
3. Work itself
4. Responsibility
5. Advancement

16. Another five factors associated with
NO job satisfaction:
• company policy and administration
• supervision
• salary
• interpersonal relationship
• working condition.

17. • According to Herzberg, the environmental
context such as working condition,
interpersonal relationship and salary served
as preventive ( for dissatisfaction) they were
termed as hygiene factors.
• The job content factors such as achievement,
advancement and responsibility were termed
as motivators because they are things that
motivate people to superior performance.

18. The differences between two factors
• The motivators and the hygiene factors are that the
motivators bring positive satisfaction and the
hygiene factors are to prevent dissatisfaction.
• If the motivators are absent from the job, the
employee will experience dissatisfaction. Even if the
hygiene factors are available, they themselves could
not bring job satisfaction. Hygiene factors only
prevent dissatisfaction and not able to promote job
satisfaction by themselves.

19. The contribution of the motivation-Hygiene theory is that
it helps managers to identify factors inducing positive
satisfactions and those causing dissatisfaction. It
developed job enrichment (the design of work that
contain maximum number of motivators. It put
attention particularly on the motivation of professional
group of employee.
The motivation-hygiene theory assumes that the highly
motivated employee is not the one who has good salary
or good working condition but it must be combined
with achievement, recognition, and other motivators
associated with the work they perform
The weakness of the motivation-hygiene theory is that it
has been less received by the social scientist concerning
their applicability to non-professional groups.

20. 3. Expectancy theory
• The expectancy theory developed from the work of
V.H. Vroom and E.E lawyer in the United States in
1960. The basic assumption of this theory is that
an. individual behavior is as the result of
how he sees the world around him/her.
• The theory relates to how person perceived the
relationship between three things
1. efforts
2. performance
3. Rewards
• The strength of the attraction of particular outcomes
(reward) is called Valence. The degree of belief
that particular act will produce outcomes is called
expectancy.

21. Valence and expectancy depend on individual
own perception. For example the prospect of
promotion can be seen by newly appointed
employee as an attractive prospect (valence).
But his expectancy of gaining promotion would be low
if the promotion depends on the duration of service.
In such situation performance does not lead to
reward, so effort in that direction is not seen as
beneficial.
The advantage of the expectancy theory is that, it takes a
comprehensive view of the motivational process.

22. indicates that individual will act when they have
reasonable expectancy that their behavior will lead
to the desired result or outcomes. It stresses the
importance of individual perception of reality in the
motivational process.
It implies that job satisfaction follows effective job
performance rather than the other way around.
It has led to development in work re-design, where
emphasis has been put intrinsic job factors such as
variety, autonomy, task identity and feedback.

23. MC Gregor –theory X and theory Y
• Douglas McGregor, an American social
psychologist, proposed his famous theory X and
Y in his book the human side of Enterprise.
Theory X and theory Y are still referred to
commonly in the field of motivation

24. • Whilst recent studies have questioned the rigidity of
the model, McGregor’s theory X and theory Y
remains a valid principle from which to develop
positive motivational style and techniques. McGregor
X and Y theory remain central to organizational
development and to improve organizational culture.
• McGregor maintained that there are two
fundamental approaches to manage people. Many
manager tend towards theory x and generally get
poor result. Enlightened manager use theory y, which
produces better performance and result, and allows
people to grow and develop.

25. Theory X (authoritarian style)
• Average person dislike work and will avoid it if
she /he can
• Therefore most people must be forced with the
threat of punishment to work towards
organizational objectives
• The average person prefers to be directed to
avoid responsibility, is relatively unambitious
and wants security above all else.

26. Theory Y (participative style)
• Effort in work is as natural as work and play
• People will apply self-control and self-direction in the
pursuit of organizational objectives, without external
control or the threat of punishment
• Commitment to objective is a functions of rewards
and associated with their achievement
• People usually accept and often seek responsibility
The theory X and theory Y have made their impact
more in managerial world the weakness of this theory
is that it only seems as either /or style where as in real
world, it can be a combination of both

27. Motivation can be seen as amalgams of all the
factors in one’s working environment that
foster either negatively or positively
productive efforts.
While there has been consensus about the need
for motivated employees, the same cannot be
said about how to induce higher motivation
among employee.

28. Different theories and model of motivation
shows different ways of how to induce higher
performance among employee but all of them
pointed that individual behavior/ performance
arises from some desired goal or end.

29. Motivation from Islamic perspective
Islamic perspective also provide a motivating force to
inspire individual to conduct their works
It is far more effective than any other approach.
• Prophet Muhammad as motivator to Ummah
1. Teaching Ummah that Islam is the complete code of life
and submission to the Will of Allah
2. Basic principles of Islam are: freedom, justice,
consultation, equality, divine sha’riah, Amanah, Amal-ashsaleh
3. Spirituality is the basic element of human motivation
• Paradise and punishment of fire
• Brain that generates needs, desire, pleasure