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Motivation is the driving force which causes us to achieve goals. Motivation is said to be i
ntrinsic or extrinsic. According to various theories, motivation may be rooted in a basic need to
minimize physical pain and maximize pleasure, or it may include specific needs such as eating
and resting, or a desired object, goal.

Motivation concepts
Intrinsic motivation

Stimulation that drives an individual to adopt or change a behavior for his or her own in
ternal satisfaction or fulfillment. Intrinsic motivation is usually self-applied, and springs
from a direct relationship between the individual and the situation. It is very important
factor in the design of a learning or training course.

Extrinsic motivation refers to motivation that comes from outside an individual. The mo
tivating factors are external, or outside, rewards such as money or grades. These rewards provide sati
sfaction and pleasure that the task itself may not provide.

An extrinsically motivated person will work on a task even when they have little interest in it because
of the anticipated satisfaction they will get from some reward. The rewards can be something as minor
as a smiley face to something major like fame or fortune. For example, an extrinsically motivated pers
on who dislikes math may work hard on a math equation because want the reward for completing it. I
n the case of a student, the reward would be a good grade on an assignment or in the class.

Employee motivation is the level of energy, commitment, and creativity that a co

mpany's workers apply to their jobs. In the increasingly competitive business environment of rec
ent years, finding ways to motivate employees has become a pressing concern for many manager
s. In fact, a number of different theories and methods of employee motivation have emerged, ran
ging from monetary incentives to increased involvement and empowerment.
Employee motivation can sometimes be particularly problematic for small businesses, where the
owner often has spent so many years building a company that he/she finds it difficult to delegate
meaningful responsibilities to others. Workers in any organization need something to keep them
working. Most times the salary of the employee is enough to keep him or her working for an org
anization. However, sometimes just working for salary is not enough for employees to stay at an
organization. An employee must be motivated to work for a company or organization. If no moti
vation is present in an employee, then that employee’s quality of work or all work in general will
deteriorate.
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MOTIVATION THEORIES

1.MASLOW`S HIERARCHY OF NEED THEORY

2.McGREGOR`S THEORY X AND THEORY Y

MASLOW`S HIERARCHY OF NEED THEORY

The best know theory of motivation is probably Abraham Maslow`s hierarchy of need theory.

Maslow was a psychologist who proposed that within every person is a hierarchy of five need.

Self-Actualization

Esteem Needs

Social Needs

Safety Needs

Physiological Needs

• Physiological need: food, drink, shelter, sex, and other physical requirement.
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• Safety need: security and protection from physical and emotional harm.

• Social need: affection, belongingness and friendship.

• Esteem need: internal esteem factor such as self-respect and achievement.

External factor such as status, recognition and attention.

• Self-actualization: Growth , achieving one`s goal.

Maslow separated the five need into higher and lower levels. physiological and safety need wer
e considered lower order need, social, esteem and self actualization were considered higher ord
er need.

The difference was that higher order needs are satisfied internally while lower-order need are sa
tisfied externally.

McGREGOR`S THEORY X AND THEORY Y

McGREGOR is best known for proposing two sets of assumptions about huma
n nature: theory x and theory y.

Theory x is negative view of people that assumes worker have little ambition,
dislike work, want to avoid responsibilities.

Theory is positive view that assumes worker can exercise self-direction, acce
pt and actually seeks out responsibilities.

What did McGregor`s analysis imply about motivation?

The answer is best expressed in the frame work presented by maslow.

Theory x assumed that lower-order need dominated individuals, and theory

y assumed higher-order needs dominated.

McGregor himself held to the belief that the assumption of theory y were mo
re valid then those of theory x. He proposed that participation in decision m
aking, responsible job and good group relations would maximize employee
motivation.
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Motivation Methods
There are as many different methods of motivating employees today as there are companies oper
ating in the global business environment. Still, some strategies are prevalent across all organizati
ons striving to improve employee motivation. The best employee motivation efforts will focus on
what the employees deem to be important. It may be that employees within the same department
of the same organization will have different motivators. Many organizations today find that flexi
bility in job design and reward systems has resulted in employees' increased longevity with the c
ompany, improved productivity, and better morale.

EMPOWERMENT. Giving employees more responsibility and decision-making authority incre

ases their realm of control over the tasks for which they are held responsible and better equips th
em to carry out those tasks. As a result, feelings of frustration arising from being held accountabl
e for something one does not have the resources to carry out are diminished. Energy is diverted fr
om self-preservation to improved task accomplishment.

CREATIVITY AND INNOVATION. At many companies, employees with creative ideas do n

ot express them to management for fear that their input will be ignored or ridiculed. Company ap
proval and toeing the company line have become so ingrained in some working environments tha
t both the employee and the organization suffer.

MONETARY INCENTIVE

The sharing of a company's profits gives incentive to employees to produce a quality product, pe
rform a quality service, or improve the quality of a process within the company. Monetary and ot
her rewards are being given to employees for generating cost-savings or process-improving ideas,
to boost productivity and reduce absenteeism. Money is effective when it is directly tied to an e
mployee's ideas or accomplishments.

OTHER INCENTIVES

Monetary systems are insufficient motivators, in part because expectations often exceed.

The job productivity rises by giving the other incentives such as study package, health packa
ge, insurance plans, tour incentives also helpful in motivating the employee.