MOTIVATION

Motivation defined:-

It is the process the process that accounts for an individual’s intensity, direction
and persistence of effort towards attaining a goals.

Key Elements

1. Intensity: how hard a person tries

2. Direction: toward beneficial goal
3. Persistence: how long a person tries

Motivation is the willingness to exert high level of efforts towards organization

goal’s conditioned by efforts ability to satisfy same individual need

Motivation theories
Abraham Maslow’s “Need Hierarchy Theory” :

One of the most widely mentioned theories of motivation is the hierarchy of needs
theory put forth by psychologist Abraham Maslow. It divides needs in the form of
a hierarchy, ascending from the lowest to the highest, and he concluded that when
one set of needs is satisfied, this kind of need ceases to be a motivator.

As per his theory this needs are:

(i) Physiological needs :

These are important needs for sustaining the human life. Food, water, warmth,
shelter, sleep, medicine and education are the basic physiological needs which fall
in the primary list of need satisfaction. Maslow was of an opinion that until these
needs were satisfied to a degree to maintain life, no other motivating factors can
work.

(ii) Security or Safety needs :

These are the needs to be free of physical danger and of the fear of losing a job,
property, food or shelter. It also includes protection against any emotional harm.

(iii) Social needs :

Since people are social beings, they need to belong and be accepted by others.
People try to satisfy their need for affection, acceptance and friendship.

(iv) Esteem needs :

According to Maslow, once people begin to satisfy their need to belong, they tend
to want to be held in esteem both by themselves and by others. This kind of need
produces such satisfaction as power, prestige status and self-confidence. It
includes both internal esteem factors like self-respect, autonomy and
achievements and external esteem factors such as states, recognition and
attention.

(v) Need for self-actualization :

Maslow regards this as the highest need in his hierarchy. It is the drive to become
what one is capable of becoming; it includes growth, achieving one’s potential and
self-fulfillment. It is to maximize one’s potential and to accomplish something.

As each of these needs is substantially satisfied, the next need becomes dominant.
The theory would say that although no need is ever fully gratified, a substantially
satisfied need no longer motivates. So if you want to motivate someone, you need
to understand what level of the hierarchy that person is on and focus on satisfying
those needs or needs above that level.

“Theory X and Theory Y” of Douglas McGregor :

McGregor, in his book “The Human side of Enterprise” states that people inside
the organization can be managed in two ways. The first is basically negative, which
falls under the category X and the other is basically positive, which falls under the
category Y. After viewing the way in which the manager dealt with employees,
McGregor concluded that a manager’s view of the nature of human beings is based
on a certain grouping of assumptions and that he or she tends to mold his or her
behavior towards subordinates according to these assumptions.

Under the assumptions of theory X :

• Employees inherently do not like work and whenever possible, will attempt to
avoid it.
• Because employees dislike work, they have to be forced, coerced or
threatened with punishment to achieve goals.
• Employees avoid responsibilities and do not work fill formal directions are
issued.
• Most workers place a greater importance on security over all other factors
and display little ambition.

In contrast under the assumptions of theory Y :

• Physical and mental effort at work is as natural as rest or play.

• People do exercise self-control and self-direction and if they are committed
to those goals.
• Average human beings are willing to take responsibility and exercise
imagination, ingenuity and creativity in solving the problems of the
organization.
• That the way the things are organized, the average human being’s
brainpower is only partly used.

On analysis of the assumptions it can be detected that theory X assumes that

lower-order needs dominate individuals and theory Y assumes that higher-order
needs dominate individuals. An organization that is run on Theory X lines tends to
be authoritarian in nature, the word “authoritarian” suggests such ideas as the
“power to enforce obedience” and the “right to command.” In contrast Theory Y
organizations can be described as “participative”, where the aims of the
organization and of the individuals in it are integrated; individuals can achieve their
own goals best by directing their efforts towards the success of the organization.

Frederick Herzberg’s motivation-hygiene theory :

This theory is also known as two-factor theory or Hygiene theory. There are
certain satisfiers and dissatisfies for employees at work. Intrinsic factors are
related to job satisfaction, while extrinsic factors are associated with
dissatisfaction. It concluded that opposite of satisfaction is not dissatisfaction.
Removing dissatisfying characteristics from a job does not necessarily make the
job satisfying presence of certain factors in the organization is natural and the
presence of the same does not lead to motivation. their nonpresence leads to
demotivation. In similar manner there are certain factors, the absence of which
causes no dissatisfaction, but their presence has motivational impact.

 Hygiene Factors

 Company policy and

administration;
 Motivator Factors
 Supervision;

 Relationship with  intrinsically rewarding

supervisor;

 Work conditions;  Achievement

 Salary;
 Recognition;
 Relationship with peers;

 Personal life
 Work itself;
 Relationship with
subordinates
 Responsibility;
 Status

 Security  Advancement;
  Growth

Clayton Alderfer’s ERG Theory :

Alderfer has tried to rebuild the hierarchy of needs of Maslow into another model
named ERG i.e. Existence – Relatedness – Growth. According to him there are 3
groups of core needs as mentioned above. The existence group is concerned mainly
with providing basic material existence. The second group is the individuals need to
maintain interpersonal relationship with other members in the group. The final
group is the intrinsic desire to grow and develop personally. The major conclusions
of this theory are :

1. In an individual, more than one need may be operative at the same time.
2. If a higher need goes unsatisfied than the desire to satisfy a lower need
intensifies.
3. It also contains the frustration-regression dimension.

McClelland’s Theory of Needs :

David McClelland has developed a theory on three types of motivating needs :

1. Need for Power

2. Need for Affiliation
3. Need for Achievement

Basically people for high need for power are inclined towards influence and control.
They like to be at the center and are good orators. They are demanding in nature,
forceful in manners and ambitious in life. They can be motivated to perform if they
are given key positions or power positions.

In the second category are the people who are social in nature. They try to
affiliate themselves with individuals and groups. They are driven by love and faith.
They like to build a friendly environment around themselves. Social recognition and
affiliation with others provides them motivation.

People in the third area are driven by the challenge of success and the fear of
failure. Their need for achievement is moderate and they set for themselves
moderately difficult tasks. They are analytical in nature and take calculated risks.
Such people are motivated to perform when they see atleast some chances of
success.

McClelland observed that with the advancement in hierarchy the need for power
and achievement increased rather than Affiliation. He also observed that people
who were at the top, later ceased to be motivated by this drives.

References

Wikipedia,

Online journals on management

Organizational behavior by Stephen robbins

Organizational behavior by lm prashad

 TISCO

OVERVIEW:

Established in 1907, Tata Steel is the world's 6th largest steel company with an
existing annual crude steel capacity of 30 million tonnes. Asia's first integrated
steel plant and India's largest integrated private sector steel company is now the
world's second most geographically diversified steel producer, with operations in
26 countries and commercial presence in over 50 countries.

The vision of TISCO

“We aspire to be the global steel industry benchmark for

Value Creation and Corporate Citizenship”

For this to achive the managing the employee needs to be dealt carefully. Manager
is a person getting things done through others. He is also responsible for designing
organization’s structure. Every organization contains people, and it is management’s
job to direct and coordinate these people. This is the leading function and one of
the important factor of leading function is motivate his subordinates.

Motivational guidelines considered by tisco

As a manager of well recognized company like TISCO, it is important to maintain

graph of the business. To be a competitive in global market the higher production
is one of the major part of the same. Which not only depend on the proper planning
but also requires the well inputs from the employees mainly by low line workers.

Motivation in the workplace is essential for a good working environment. Different

things motivate different people. Most people do work for money, many others
work because they love their jobs. Others work because they want to help others
or to feel accomplished in a certain field. There are lots of reasons why people are
motivated to work.

The main reason for motivation regarding work is money. Money is also the reason
why people are motivated to get degrees or higher training for their jobs. They
want to better themselves in their workplace to make a higher salary. When people
receive good pay for the work they do, they are more motivated to work harder
and do better at their job, who under estimated the power of money is making
mistake. Money can motivated almost any employee to work hard.

Another reason for motivation at work is recognition for their performance. With
out proper recognition, employees will not be as motivated as they are when they
are properly praised. Employees want raises, promotions and recognition among
fellow employees. In fact after money, recognition is one of the main reason why
people search for better job. The failure to discipline non-working employees can
result in lack of motivation.

Another reason for motivation among workers is that, they want flexibility in their
schedules. If their employer cannot offer this, then they will look for another job.
They feel more motivated to do a better job when the employer can offer good
communications. Workers want their supervisors to know that they have good ideas
too and they don’t want to feel bad about expressing their ideas. They will take
comfort in knowing that they have sympathetic supervisors and can go to them
when they need to express problems or concerns in the work place.

To boost morale and motivation among employees, employer should know each
employee’s needs. Some may feel that they want to be in control of their
environment. They will not feel motivated if they constantly have a supervisor
looking over their shoulders and critiquing their work. Workers will feel more
motivated if they can start their work and know that their supervisors trust them
and what they do each day. This helps them have the self-confidence at work.

According to Clarence Francis the former chairman of General Foods (USA) “you
can buy a man’s time, you can buy a man’s physical presence at a given place. But you
can’t buy his initiative, loyalty etc.”. But we’ll get his initiative, loyalty etc. only
through motivate him.

Method adopted by tisco

There are various methods to motivate the employees. In the case of a well
recognized company like Tata Iron and Steal Co.(TISCO) the lion share may be the
blue collar workers. To motivate both the blue and white-collar workers, know them
closely. Know their pulse. After that we can adopt the following methods to
improve production.

Monetary benefits

1.Salaries or wages:
It is the most important motivational factor. Reasonable salaries must be paid and
on time. While fixing salaries, it will be taken into consideration a number of
factors such as cost of living, Company’s ability to pay, conditions prevailing in the
market, Capability of employees etc.

2.Incentives:
It refers to incentives by way of medical allowances, leave travel allowance, house
rent allowance, educational allowance, recreation allowance and so on. Bonus as a
extra payment over and about salary given to employee as a incentive.

3.Special Individual incentives:

It will be provided to deserving employees for valuable suggestions and valuable
target oriented performance or for special efforts as the part of the employee.

NON-MONETARY BENEFITS
Non-financial factors can also play an important role in the motivation of
employees. We can apply that methods to motivate the employees to improve the
production
1.Status or Job Title:
By providing a higher designation the employees can be motivated. For example: re-
designate “production supervisor” with “ Production Officer” will increase the
morale of the employee.. Employees prefer and proud for higher designation.

2.Appreciation and recognition:

Employees must be appreciated for their services. The praise would come not only
from the immediate superior but also from higher authorities, especially in the
case of special achievement.

3.Delegation of authority:
Delegation of authority motivates a subordinate to perform the tasks with
dedication and commitment. When authority is delegated, the subordinate knows
that his superior has placed faith and trust in him and as such he may devoted to
his job.

4. Working Condition:
Better working conditions motivate the employees. It means air conditioned rooms
proper sanitation good lighting and ventilation, proper office layout, compact and
convenient machines and equipments; proper rest pauses etc. can motivate the
employees.

5.Job security:
Guarantee of jobs security or lack of fear of dismissal etc. can also be a good way
to motivate employees. Employees who are kept temporarily for a long time may be
frustrated, and they may leave the organization.

6.Job enrichment
It involves providing more challenging tasks and responsibilities. An executive, who
is involved in preparing and presenting reports of performance, may also be asked
for frame plans. This would make the job of the employee more meaningful and
satisfying.

7.Workers participation:
Inviting the employee to be a member of the quality circle or a committee or some
other form of employee participation can also motivate the work-force.

8.Other factors:
There are several other factors of motivating employees. Those are
· Providing training to the employees
· Proper promotion and transfers
· Proper performance evaluation and feedback
· Proper job placement
· Flexible working hours
· Proper welfare activities.

TISCO is a well-reputed firm in India. TISCO has an inevitable role in the field of
Iron and Steel industry. So I have to give a special care to implementing the
motivational activities as above described. Workers should not be treated as
merge wage slaves; they can be motivated and happy at work. When they are, the
company can expect higher productivity, more innovation, higher quality and better
worker relations. In short the TISCO will make more money. Production workers
can be motivated and happy and that this makes a difference to the bottom line.
The above points are to be considered while motivating the employees of TISCO,
and through that I can improve the production within the prescribed time.