MOTIVATION

Introduction
• Motivation is the core of management. To motivate other is the most important
management task. It comprises the abilities to communicate, to set an example, to
challenge, to encourage, obtaining feed back, to involve, to delegate, to develop, to
inform and to provide a just reward.
• Motivation derived from the word “movere” which means ‘to move’, or ‘to act’, ‘to
satisfy a need or want..
Definition of motivation:
 The driving force within individuals by which they attempt to achieve some goal in order
to fulfill some needs or expectation.
• Motivation is the process of stimulating people to action to accomplish desired goals.
• W G Scott
Motivation is…
• Complex
• Psychological
• Physical
• Unique to each and every person
• Context sensitive
• Not fully understood

Qualities of Motivation:
 Energizes behavior
 Directs behavior
 Enable persistence towards a goal
 Exists in varying details
Motivation as a process:
It is a process by which a person’s efforts are energized, directed and sustained towards attaining
the goal.
*Energy- A measure of intensity or drive.
*Direction- Towards organizational goal.
*Persistence- Exerting effort to achieve goal

Basic model of motivation

Importance of motivation
• Improves level of efficiency of employees.
• Increase in productivity
• Reducing cost of operation
• Improving overall efficiency
• Leads to achievement of organizational goal
• Optimum utilization of resources
• Co operative work environment
• Better organizational relations
• Leads to Stability of employees
• Easy selection of employees.
Types of motivation
• Extrinsic motivation: received from external environment which comes from outside the
performer.
• Eg: money, popularity, trophies, threat from punishment etc
• Intrinsic motivation: this is actual self motivation which originates from within the heart
of person. It is the inner gratification and feeling of fulfillment.
• Eg: recognition and responsibility gives feeling of appreciation and
belongingness.
Other types
• Competence motivation
• Staff is motivated to solve the problems and strive to be skillful and creative
• Achievement motivation
• Here the staff wishes to achieve more and more achievements and accomplishments
• Power motivation:
• Very strong drive to influence others and to bring out changes in the organization
• Fear motivation
• Motivated from known and unknown fear.
• Incentive motivation:
• Arises due to incentives, rewards to do the particular work.
• Attitude motivation:
• Staff should have positive attitude towards the work, then they will be motivated to do
the work.
• Affiliation motivation:
• Employees are motivated for their favourable attitude and cooperation
Theories of Motivation:
 Content Theories:
Emphasis on what motivates individuals.
 Maslow’s need Hierarchy
 Macgregor's Theories X & Y
 Herzberg’s two factors theory
 Process Theories of Motivation:
Emphasis on actual process of motivation.
 Three needs Theory ( McClelland)
 Goal-setting Theory
 Reinforcement Theory
 Designing Motivating theory
 Equity Theory
 Expectancy Theory

1. Maslow’s Hierarchy of needs theory

Needs were categorized as five levels of lower-higher-order needs.
*Individual must satisfy lower-level needs before they can satisfy higher order needs.
*Satisfied needs will no longer motivate.
*Motivating a person depends on knowing at what level that a person is on the hierarchy.
Lower order ( External ) : Physiological and safety needs
Higher order ( Internal ) : Social, Esteem, and Self-actualization
 2. McGregor’s Theory X and Y
Theory X
Assume that workers have little ambition, dislike work, avoid responsibility, and require close
supervision.
Theory Y
Assumes that workers can exercise self-direction, desire, responsibility, and like to work.
Assumption
Motivation is maximized by participative decision making, interesting jobs, and good group
relation.

3. McClelland’s Need Theory: Need for Achievement

Need for Achievement
The desire to excel and succeed. Seeks appreciation of how well they are doing. They are task
oriented and work to their optimum capacity.
Need for Power –
The need to influence the behavior of others or drive for superiority over others.
Need for Affiliation –
The desire for pleasant social relationship, sense of intimacy and understanding.

4. Herzberg’s Motivation-Hygiene Theory

Job satisfaction and job dissatisfaction are created by different factors.
Hygiene factors- Extrinsic ( Environmental ) factors that create job dissatisfaction if they are
absent, but their presence may not produce motivation
Eg: policies, supervision, salary, safety and security on job
Motivation Factors- Intrinsic ( Psychological ) factors that create job satisfaction if they are
present, but their absence may not produce dissatisfaction
Eg: achievement, recognition, participative decision making
5. Clayton Alderfer’s ERG Theory

 Existence group needs the factors concerned with their basic survival and security like
salary, physical working condition, job security etc
 Relatedness group needs interpersonal relationship with other members
 The growth group is concerned with intrinsic desire to grow and develop personally.

6. Carrot and Stick Approach

• Jeremy Bentham
• Carrot: rewards like money, promotion and other incentives
• Stick: punishments used to push people towards desired behaviour
 7. Process theory of motivation

How to create a motivating climate?

• Appreciation
• Rewards and incentives
• Monetary and non monetary incentives
• Delegation
• Participation
• Transparency: all staff should be treated equally and informed about decisions in order to
avoid ill feeling
• Motivate yourself before you motivate your subordinates
• Keep organizational goals with individual goals
• Know the motivators of your subordinates
• Loyalty
• Management concern: help staff to their personal problem
• Have one on one meeting with each staff
• Providing feed back
• Recognize that supporting employee motivation is a process, not a task
 • Good infrastructure

Incentives
2 types of incentives which management has to offer to motive employees.
Monetary and non monetary incentives
• Monetary incentives:
Providing rewards in terms of money like wage plans and bonus schemes.
• Non monetary incenives:
Security
Recognition
Job enrichment
Promotion opportunities
Suggestion schemes