Motivations are closely related to emotions.

A motivation is a driving force that initiates and

directbehavior. Some motivations are biological, such as the motivation for food, water, and sex. But
there are a variety of other personal and social motivations that can influence behavior, including the
motivations for social approval and acceptance, the motivation to achieve, and the motivation to take,
or to avoid taking, risks (Morsella, Bargh, & Gollwitzer, 2009). In each case we follow our motivations
because they are rewarding. As predicted by basic theories of operant learning, motivations lead us to
engage in particular behaviors because doing so makes us feel good. Motivations are often considered in
psychology in terms of drives, which are internal states that are activated when the physiological
characteristics of the body are out of balance, and goals, which are desired end states that we strive to
attain. Motivation can thus be conceptualized as a series of behavioral responses that lead us to attempt
to reduce drives and to attain goals by comparing our current state with a desired end state (Lawrence,
Carver, & Scheier, 2002). Like a thermostat on an air conditioner, the body tries to maintain
homeostasis, the natural state of the body’s systems, with goals, drives, and arousal in balance. When a
drive or goal is aroused—for instance, when we are hungry—the thermostat turns on and we start to
behave in a way that attempts to reduce the drive or meet the goal (in this case to seek food). As the
body works toward the desired end state, the thermostat continues to check whether or not the end
state has been reached. Eventually, the need or goal is satisfied (we eat), and the relevant behaviors are
turned off. The body’s thermostat continues to check for homeostasis and is always ready to react to
future needs. In addition to more basic motivations such as hunger, a variety of other personal and
social motivations can also be conceptualized in terms of drives or goals. When the goal of studying for
an exam is hindered because we take a day off from our schoolwork, we may work harder on our
studying on the next day to move us toward our goal. When we are dieting, we may be more likely to
have a big binge on a day when the scale says that we have met our prior day’s goals. And when we are
lonely, the motivation to be around other people is aroused and we try to socialize. In many, if not most
cases, our emotions and motivations operate out of our conscious awareness to guide our behavior
(Freud, 1922; Hassin, Bargh, & Zimerman, 2009; Williams, Bargh, Nocera, & Gray, 2009).

 2.People display a vast range of behaviors. And because we do and make extraordinary and amazing
acts such as research on aids for a certain kind of disease, explorations like lunar landings, search for
historical proofs and treasures and discovery of something in relation about our world. Commonly we
do our daily routines like sleeping, drinking and tooth brushing. Why do we behave the way we do?
What pulls us to do a particular thing? Why does this behavior occur?
             There are different forms of behavior expected to you and must often live according to
these expectations. Behavior is directed toward a particular goal at a particular moment and the
achievement of such goal is expected .Therefore, we strive to accomplish the goal to meet the
expectations.
              Any action that is taken in order to reach a goal is called motivated behavior (Bower,
Bootzin and Zajonc, 1987). Leal (1995) defined motivation as the process that initiates, directs, and
sustains behavior while simultaneously satisfying physiological or psychological needs.
            Motivation explains why an organism acts in specific way at a specific time (Worchel and
Shebilske, 1995).
            Motivation then, is highly important in understanding the human behavior.

MOTIVATION CYCLE
           Our motives have a cyclical nature-they are aroused, trigger behavior, which leads to
goal, and after the goal is reached, they are cut off.
          
         Wants for something is followed by action to attain a certain desire which leads to get the desired
thing. A person constantly attempts to please his wants and desires following the cycle: need or
necessity, impulse or drive, action, incentive, and satiety or reward. If the need is not satisfied while it
is moving in a cycle it has to move again to find the point. Once it is reached then it is over. A need
builds up again; individual will go through to the same pattern. The circular pattern is known as the
motivational cycle.                
  
 Need/Necessity – is any lack or deficiency which is felt by the organism to be inimical to his
welfare (Chaplin, 1973). The need produces a drive, which is a state of tension that motivates the
organism to act to reduce the tension. The body returns to a more balanced state once the need is
satisfied. The tendency of the body to return to, and remain in a more balanced state is known as
homeostasis, which is very essential for the human survival. There are two categories of needs:
Biological needs (physiological requirements critical to our survival and physical well-being)
examples are food, water, air, oxygen, etc. and the Social needs (needs required through learning
and experience) in relation to the happiness and well-being of the individual example are the love,
power, and etc.
 Impulse/Drive – a state of tension that motivates the organism to act to reduce the tension
and return the body to homeostasis .It energizes the person to act. Drives motivate us to engage in a
wide variety of behaviors to satisfy the needs. A drive is the psychological consequences of a need.
 Action- activity that triggers the individual to achieve something.
 Incentive- is condition or object that is perceived as satisfier of the need. It is the purpose
that guides the action these are the motivators of behavior. Incentive is a  status at which sustained
activity eases. It would be either negative or positive.
 Satiety/Reward –It is the satisfaction or pleasantness resulting from having obtained the
incentive or the desired goal.
Another one

The motivational cycle can be summed up as below:

1. Necessity: It is the reason for the action. It is caused by a state of imbalance

due to a lack or deprivation (the lack of food in the body);
2. Impulse or drive: It is the activity undertaken by necessity or reason; the
internal energy that propels the individual to act in a certain direction
(hunger moves the individual to obtain food);
3. Action: It is the activity triggered to achieve something (looking for food);
4. Incentive: It is the purpose which guides the action (eating the food);
5. Satiety: It is the satisfaction resulting from having attained the desired goal
(after having eaten the food, hunger disappears).
This sequential behavior is repeated again and again by human beings

Motivational Cycle
 Motivation Cycle
The Desire for something is followed by the action to get the desired thing which
eventually leads to the attainment of the thing. If the need of moving in the cycle is
not fully satisfied, it will move again to find its end. And if it has achieved its motives
it then finds new motives to satisfy its new needs crops and follows the same pattern
and starts the cycle again. This circular motive is known as the “Motivation Cycle”
this process can be known when an individual always tries to satisfy their wishes or
desires following in a cycle around Need, Drive, Incentive and Reward.
1. Need: Is the physical or psychological deprivation of the body to create the
needs. It is the lack of what we want or need. When the stimuli remains
constant we don’t feel need. The tendency to restore a balanced condition in
the body is known as Homeostasis. It is characterized by physiological
functioning. The aroused condition motivates the organism to imitate
behavior to remedy the need. For example, the person who is hungry needs
food. Similarly, a person may desire for power. This shows motivational
need has two categories: physiological (primary) or psychological
(secondary). Physiological needs are basic necessities without which
organism can’t live, for example need for food, rest, oxygen, water etc.
psychological need is related to the individual happiness and wellbeing. For
example, love, power, prestige, recognition, status etc.
2. Drive: an internal motivational state that is created by a need is a drive. For
example, a hungry person seeks for food to satisfy his or her need. Drives
are the action oriented component or the motion to fulfill the desire of the
motivated behavior. Search for food by a hungry person can be translated
into hunger drive. Drive can activate more than one response. Drive is the
internal tension state that builds up until they are satisfied.
 3. Incentive: the third concept that moves around the motivational cycle is
incentive. Incentive is the appropriate object or situation toward which
motivated behavior is directed. Incentive eases a need and reduces a drive.
It can provide satisfaction for the aroused drive. For example, food is the
incentive for the hungry person. It can be anything we have learned to value
like money, status, and the approval of the others. Incentives control much
of human behavior. An organism will approach positive incentive, and
avoid negative incentives. For example cooked food is the positive
incentive for the hungry person and chocolate is negative incentive as it will
not satisfy the hunger of the person. Incentive either directs behavior
towards or away forms them.
4. Reward: once the organism has obtained the incentive it drives pleasantness
or satisfaction, which is the reward. Reward restores the homeostatic
condition. It brings readjustment. It the reward is achieved, the individual
feels inspired, and his or her performance will improve. For example, food
is reward for hungry person who feels relieved and satisfied with it.
Chocolates may not be his reward as it will not satisfy his hunger. If a
person is fully satisfied the homeostasis sate is achieved for that particular
need.
We know that person has unlimited wants, needs or desire. As soon as one need is
satisfied another crops up. The person starts to work (or get motivated) to fulfill that
want this leads to start of new motivation cycle. Thus this cycle never stops it goes on
and on. If the need moving in a cycle is not fully satisfied, it moves again to find its
need. As a result every individual is dominated by the motivation.

The Importance of Employee Motivation

By: Recruiting Specialist

Motivating your employees is vital to any business. A motivated workforce means a highly productive
staff, all of which will help you achieve your business goals. And this should be a main objective in
your organizational and business plan.

Before you build a motivational strategy, the first step you need to take is to understand what motivates
your employees. What drives them to their peak performance will better help you develop programs
that both motivate and retain the best employees for your business.

While not every employee will be motivated by the same thing, focusing on a list of key motivating
programs can help. Your plan can include everything from monetary incentives, rewards and
recognitions, building programs that support work-life balance, to simply creating a fun, relaxed office
environment. The opportunities are endless and the reward substantial.

Employee incentive programs are one of the easiest ways to incentivize your workforce. While not every
program needs to be monetary in nature, should you have limited budgets, the end results are the
same; employees become more motivated when they are recognized and rewarded for good work.

These types of programs could include anything from bonus pools, rewards recognitions such as
"Employee of the Month", to spotlighting employees on corporate websites or internal intranets. All will
make employees feel connected and part of the success of the business.

Many employers leave feedback for their annual reviews alone; this can be detrimental. Employees
need to feel recognized and appreciated, and taking time out to give a simple "thanks" for a job well
done is another strong employee motivator. Frequently acknowledge good work.

Employees want to feel that they are good at their jobs; they seek face-to-face feedback from their
managers. This should also include constructive criticism needed to address issues and help employees
perform their jobs more effectively. While conducting formal reviews should be part of your ongoing
strategy, periodic reviews and impromptu sessions will provide your employees with the feedback they
need to succeed.

Employees want to feel that they are being heard, and more so in team environments. Encourage
feedback. This will help them feel that their opinions matter and they have a role in defining the success
of your business.

Set a positive tone. The tone of any company begins at the top and trickles down; it’s your job to inspire
your employees to have and create a positive environment. This can be accomplished by employing
simple techniques from asking your receptionist to greet everyone with a smile, to encouraging
employees to express their ideas openly.

The importance of employee motivation cannot be down-played. Ultimately when employees are
motivated this increases productivity, lowers turnover, and improves overall performance.
Seven types of Incentives used to motivate employees for improving
their performance are: 1. Pay and Allowances 2. Productivity Linked
Wage Incentives 3. Bonus 4. Profit Sharing 5. Co-partnership/Stock
Option 6. Retirement Benefits 7. Perquisites.

Incentives refer to all those measures which are used to motivate

people for improving their performance. It means something extra or
more than the regular salary or wages. These incentives can be either
financial or non financial.

Financial incentives are in monetary form and help in motivating the

people for better performance. These incentives are usually provided
on individual or group basis.

Following are the main types of financial incentives:

1. Pay and Allowances:
Salary is the basic monetary incentive for every employee. Beside basic
salary, it also includes dearness allowance, travelling allowance and at
times some other allowances too. It also consists of continuous
increment in the pay every year and increase in allowances from time
to time.

2. Productivity Linked Wage Incentives:

Sometimes wage incentive plans are linked with payment of wages to
increase productivity at individual or group level. Their quantum is
based on actual output against targets.

3. Bonus:

t is the incentive which is given over and above the salary or wages of
the employees. Many companies offer the bonus during the festivals
Diwali, New Year etc.

4. Profit Sharing:
It refers to providing a share to employees in the profits of the
organisation. This helps in motivating the employees to improve their
performance and to contribute their maximum effort for increasing
the profits.

5. Co-partnership/Stock Option:
Under this incentive scheme, employees are offered shares at a price
which is lower than the market price. This practice helps in creating a
feeling of ownership among employees and motivates them to give
their maximum contribution towards organisational growth. For
example, in Infosys this scheme has been successfully implemented.

6. Retirement Benefits:
Various retirement benefits such as provident fund, pension and
gratuity, act as an incentive to an employee when they are in service in
the organisation.

7. Perquisites:
Various perquisites and fringe benefits, such as car allowance,
housing, medical aid, education to the children etc. provided by the
companies over and above the salary, also help in motivating the
employees.

Some of the non financial incentives to motivate people for improving

their performance are: 1. Status 2. Organisational Climate 3. Career
Advancement Opportunity 4. Job Enrichment 5. Employee
Recognition Programme 6. Job Security 7. Employees’ Participation 8.
Employees’ Empowerment.

Non financial incentives refer to those incentives which help in

satisfying psychological, social and emotional needs of an individual.
However, monetary aspect may also be there in non financial
incentives. For example, promotion of an individual in an organisation
satisfies him psychologically as he gets a feeling of increase in status
and authority etc.

Along with this there is some increase in salary too. In this case,
monetary aspect is over and above non monetary aspect.

Following are some of the important non financial

incentives:
1. Status:
Status means one’s position in an organisation. The status given to the
job of an individual in the form of authority, responsibility, rewards,
prestige, recognition etc., help in satisfying the psychological, social
and esteem needs of an individual.

2. Organisational Climate:
The various characteristics of organisational climate like individual
freedom, consideration towards employees, reward orientations etc.
have a great impact on the behaviour of the workers.

3. Career Advancement Opportunity:

ADVERTISEMENTS:

Promotion plays a very important role in encouraging employees to

improve their performance. Managers should provide appropriate
opportunities to the workers to improve their performance so that
they can be promoted to higher level jobs.

4. Job Enrichment:
Job enrichment refers to the process of designing jobs with more
variety of work content, requiring higher level of knowledge and skills.
It provides more freedom, responsibility and opportunity for personal
growth to the employees. An enriched and interested job is in itself a
source of motivation to an individual.

5. Employee Recognition Programme:

Recognition means “appreciatory acknowledgement”. Usually the
employees want that their work should be given due recognition.
Recognition means acknowledgement with a show of appreciation.

When the required appreciation is given to the workers they feel

motivated to perform better. For example, displaying the achievement
of an employee on the notice board, providing certificate for good
performance, giving momentos, congratulating the employee for best
performance etc.

6. Job Security:
Security regarding job and future income inspire the employees to
work with full zeal and enthusiasm. This concept is more important in
India since the number of jobs are very less and the number of job
seekers is more. However, the negative aspect of this incentive is that
when the people are assured that their job is secured they may become
lazy.
7. Employees’ Participation:
It means involvement of employees in the decision making process on
issues concerned with them. Various committees, like Joint
Management committee, Canteen committee, Purchase committee etc.
can be formed to motivate employees.

8. Employees’ Empowerment:
Empowerment refers to providing more freedom and powers to
subordinates. This creates positive feeling in them and inspires them
to use their skills and talents in performing the job.