The document discusses theories of motivation and job satisfaction, focusing on Herzberg's motivation-hygiene theory which proposes that certain factors lead to job satisfaction while other separate factors cause dissatisfaction if not present. It also examines Maslow's hierarchy of needs and how intrinsic and extrinsic motivators affect employees differently. The key is for organizations to understand what truly motivates employees in order to stimulate high performance and increase job satisfaction.

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MOTIVATION AND
JOB SATISFACTION

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Facilitator
Emmanuel Emeh

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Content
- Characteristics Of Effective Team Members
- Motivation: Definition
- Theories And Proponents In The Study Of
Motivation And Job Satisfaction
- Herzberg And Maslow’s Research Findings
- The Motivation Circle
- Passion Revisited
- Job Satisfaction
- Whole Brain Thinking
- Mentorship Model
- Q&A

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Characteristics of effective team members
• Team members
– Individual commitment
– Co-operation and support
– Sense of purpose and urgency
– Address disagreements constructively
– Willing to contribute specialist skills
– Ability to gain respect & enhance group’s reputation
– Wants the team to achieve its goals
- Effective teams need Effective Team Members

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The challenge
How do you stimulate team members to give their
very best at every given time?

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Answer…
MOTIVATION

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Motivation is…
…The overall subject of what drives us

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Class Exercise : Identify their Motivations
Adam and Eve: Disobeyed God
Cain: Killed Abel
Residents of Babel: Built first high-rise
Abraham: followed without questioning
Jacob: Longest Apprentice
Joseph: Righteous even in a lawless land
Moses: Mission Mindset
Samson: Romance with the Enemy
Paul of Tarsus: Suffered for the Gospel keeper
Saul: The Kingdom is mine Mentality
David: The weeping King

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Interactive Session
Share with the
class about times
when you had felt
good/bad about
your Job

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Overview of Theories and
Proponents in the study of
Motivation & Job
Satisfaction

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Top Nine Theories on Motivation

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Our Focus
Herzberg and Maslow
Research findings

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Intrinsic & Extrinsic Factors
In-trin-sic
Inward , inwardly < intra- , within
1 belonging to the real nature of a thing; not dependent on
external circumstances; essential; inherent
2 located within, or exclusively of, a part
Ex-trin-sic
From without, outer, without
1 Not really belonging to the thing with which it is connected; not
inherent
2 Being, coming, or acting from the outside;
Extrinsic refers to that which, coming from outside a thing, is not
inherent in its real nature [ the extrinsic advantages of wealth]

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4 Kinds of Motivation: Why we do the things we do
POSITIVE
Motivation towards a goal
Someone wants you to do it
INTRINSIC
You want to do it
“Write this retort and “I really want to write
EXTRINSIC
you get a bonus” this report!”
“Write this retort or “I really don’t want
you get fired!” to write this report!”
NAGATIVE
Motivation away from something

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Introduction to The Hygiene Theory
Description
• We have basic needs (hygiene needs)
which, when not met, cause us to be
dissatisfied. Meeting these needs does not
make us satisfied - it merely prevents us
from becoming dissatisfied.
• The 'hygiene' word is deliberately medical
as it is an analogy of the need to do
something that is necessary, but which
does contribute towards making the
patient well (it only stops them getting
sick).

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There is a separate set of needs
which, when resolved, do make us
satisfied.
These are called Motivators

26. The Research
In these studies employees where
asked what pleased and displeased
them about their work.
Herzberg found that the factors
causing job satisfaction (and
presumably motivation) were
different from those causing job
dissatisfaction.

27. He developed the motivation-
hygiene theory to explain these
results.
He called the satisfiers motivators
and the dissatisfiers hygiene
factors, using the term "hygiene" in
the sense that they are considered
maintenance factors that are
necessary to avoid dissatisfaction but
that by themselves do not provide
satisfaction.

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The Research 2
• People were asked about times when they
had felt good about their work. It was
discovered that the key determinants of
job satisfaction were Achievement,
Recognition, Work itself, Responsibility
and Advancement.
• We also found that key dissatisfies were
Company policy and administration,
Supervision, Salary, Interpersonal
relationships and Working conditions.

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Hierarchy of Needs: Motivators and Hygiene Theory
Five needs system which account for most of our Behavior
Self-
Actualization
Pursue Inner Talent
Creativity. Fulfillment
Self – Esteem / Ego Status Motivators
Achievement. Mastery.
Recognition. respect
Belonging. Love
Friends. Family. Spouse. lover
Safety Hygiene Factors
Security. Stability. Freedom from Fear (Dissatisfiers)
Basic (physiological)
Food. Water. Shelter. warmth

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The Observation
If the company
resolved the
“DISSATISFIERS”,
they would not create
SATISFACTION.

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It is not Physical Strength

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Example 1
• You need to be paid on time each month
so you can pay your bills.
• If you are not paid on time, you get really
unhappy.
• But when you get paid on time, you
hardly notice it.
• Question: What factor is your salary?

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Example 2
•On the other hand, when your supervisor
gives you a pat on the back, you feel
good.
•You don't expect this every day and don't
especially miss not having praise all of the
time.
•Question: What factor is the pat on the
back?

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Using it Interactive Session
• Give examples and differentiate between hygiene
needs and motivator needs.
• Ensure you address motivator needs when getting
someone to do something.
• Attacking hygiene needs may be effective when
trying to stop them doing something.
Defending
• Beware of the person giving you what you really
need. Ask 'What's in it for them?'
• Discuss the above statement
Again we ask:
• What is your Motivation?

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Top Factors Affecting Job Attitudes
Leading to Dissatisfaction Leading to Satisfaction
•Company policy
• Achievement
•Supervision
• Recognition
•Relationship w/Boss
• Work itself
•Work conditions
• Responsibility
•Salary
• Advancement
•Relationship
• Growth
w/Peers
The theory argues that the opposite of satisfaction is not
dissatisfaction, but rather, no satisfaction. Similarly, the opposite of
dissatisfaction is no dissatisfaction.

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The motivation cycle…
 Motivated teams  Involvement starts
perform well and when a group of
work hard to achieve 1. individuals come
5. together to share a
objectives, deliver Motivation Involvement
and develop common objective
4.
Recognition 2.
Commitment
 Recognition of that  Commitment begins
success brings 3. when the team starts to
about motivation Success give priority to the
achievement of the
 Commitment and
objectives
achieving the
objectives brings
positive result
…points the way to developing high performance teams.
WHERE ARE YOU OR THINK YOU ARE IN THIS CIRCLE?

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Class Exercise: What do you do best?

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Flashback on Ilorin’s Class Exercise
Passion – If people around you can’t
feel it, then you probably don’t have it.

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What are you Passionate about?
‘I have no special
talents. I am only
passionately curious.’
- Albert Einstein
Passion

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Awards, Recognitions and Job
Satisfaction

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Whole Brain Thinking
RIGHT LEFT
EMOTIONAL LOGICAL
Pictures Words
Wholes Parts
Relationships Specifics
Synthesis Analysis
Simultaneous thinking Sequential thinking
Tire free Tire bound
CHARACTER COMPETENCE

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RIGHT, LEFT AND WHOLE BRAIN THINKING
Using Brain Biology To Balance Your
Recognition Strategy

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Avoiding “Left Brain” Thinking
•Research has shown that cash, gift certificates and lifestyle
items are ineffective recognition vehicles. Biologically, they
don’t work.
•If that is the case, why is it they will be the most often
mentioned items when employees are asked “What would
you like to receive for recognition”?
•The answer lies in Maslow’s research. Maslow showed that
humans are driven by unfilled needs, not by unfilled wants.
There is a difference in the two.
• Wants - Transient desires that provide only short-term
gratification and temporary behavior change when filled.
• Needs - Deep desires that provide long-term fulfillment and
permanent attitude change when filled.

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Examples of conflicting wants and needs in our own lives
1. A 16 yr old boy inherits N300,000 from his grandmother.
He wants to buy a car with it. What he needs to do is save it
for his education.
2. I inherit N300,000 and love to fish. What I want is a boat.
What I need to do is save it for retirement.
3. A 6yr old is given N100 in a grocery store. She wants to
buy sweets. What she needs is more nutritious food, such
as an apple.
•Employees may “want” cash, gift certificates or household
goods if surveyed, but research shows they are poor
vehicles for recognition.

48. We all need help in our Motivation
to give more

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Get and use Energy/Power Words
Get A Boost!

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“If You Aren’t Fired With Enthusiasm, You Will Be Fired With Enthusiasm”

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Motivation is a Journey, not a Destination
• Everything begins with a thought…
• What you think determines who you are…
• Who you are determines what you do…
• What you do often, becomes a habit…
• Habits determine your lifestyle…
• Lifestyle determines your destiny…
• Your destiny determines your legacy.

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The Result...
Job Satisfaction!

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QUESTIONS
?

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MOTIVATION