Motivation

Presentation
By
RTI, Jammu

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 Session Overview
In dealing with employees, an intangible factor of will or
freedom of choice is introduced and employees can
increase or decrease their productivity as they choose.
This human quality gives rise to the need for positive
motivation. An employee’s performance can be defined
as being determined by the interaction between ability
and motivation:
Performance=Ability x Motivation 
The first(Ability) determines what he can do, the second
(Motivation)determines what he will do. Therefore
motivation is the key element in management of
employees .It is of utmost importance.
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 Learning Objective
By the end of this session ,the learner
will be able to understand the need for
motivating employees to perform to the
best of their ability and various
methods which supervisors should use
for keeping the employees positively
motivated.
 
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 Basic Concepts
• Motivation is the consequence of an interaction
between the individual and the situation.
People who are “motivated” exert a greater
effort to perform than those who are ‘not
motivated’.
• Motivation is the willingness to do something.
It is conditioned by this action’s ability to
satisfy some need for the individual

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 Motivational process
Unsatisfied need

Tension

Drives

Search behaviour

Goal achievement

Need satisfaction

Reduction of tension

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 Definition
Motivation is a process which begins
with a physiological or psychological
need or deficiency which triggers
behaviour or a drive that is aimed at a
goal or an incentive.

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 Types of Motives

• Primary Motives

• General Motives

• Secondary Motives
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 Primary Motives
• Hunger
• Thirst
• Clothing
• Sleep
• Maternal concern

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 General Motives
• Motives which can not be termed primary
or secondary
• Primary needs try to reduce the tension or
stimulation whereas the general need
induces the individual to enhance the
amount of stimulation.
• Also called stimulus motives-Love ,concern
and affection.

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 Secondary Motives
• Learned drives become secondary
motives
• Includes
Curiosity
Manipulation

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 Achievement drive

The desire of an individual to

perform in terms of a particular
standard of excellence or the desire
to be successful in competitive
situations.

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Specific characteristics of a high
achiever
• Takes moderate risks.
• Prefers immediate feedback
• Derives satisfaction on the successful
accomplishment of a task
• Has total concentration or
preoccupation with the assigned task
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 Theories of Motivation

Some important theories:

 Maslow’s Hierarchy of Needs Theory
 Mcclelland’s Achievement Motivation
Theory
 Herzberg’s Motivation-Hygiene theory
 Expectancy Theory

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 Maslow’s Hierarchy of Needs
Theory
 Works on the assumption that the
behaviour of individuals at a particular
moment is usually determined by their
strongest need.
 Based on hypothesis that within every
human being there exists a hierarchy of five
needs.

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 Maslow’s Hierarchy of Needs
Theory(contd)
Five needs:
 1.    Physiological : Basic needs of hunger, thirst, shelter, sex and
other body needs.
 2.        Safety: security and protection from physical and emotional
harm
 3.       Social: affection, belongingness, acceptance and friendship
 4.        Esteem: Need for both self esteem(self respect, autonomy and
achievement) and external esteem (status, recognition and attention)
 5.        Self-actualization the drive to become what one is capable of
becoming: includes growth, achieving one’s potential, self fulfillment.

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Mcclelland’s Achievement Motivation
Theory

Based on recognition of three needs in

work-place situations:
 Need for achievement
 Need for affiliation
 Need for power

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 Herzberg’s Motivation-Hygiene
theory
Based on the conclusion that people have
two different categories of needs:
• o       Hygienefactors
• o       Motivating factors

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 Expectancy Theory
This theory argues that the strength of a tendency to act in a certain way
depends on the strength of an expectation that the act will be followed by a
given outcome and on the attractiveness of the outcome to the individual. It
includes three variables:
 
 
 
 
 
 
 
 
 
 
 
 

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 Expectancy Theory
• 1.        Attractiveness: the importance that the individual places on the potential outcome or
reward that can be achieved on the job. This considers the unsatisfied needs of the individual.
• 2.        Performance-reward linkage: the degree to which the individual believes that performing
at a particular level will lead to the attainment of each job outcome

 
 
 
 
 
 
 
 
 
 
 
 

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 Expectancy Theory
• 3.        Effort –performance linkage: the perceived probability by the individual
that exerting a given amount of effort will lead to performance.
 
 
 
 
 
 
 
 
 
 
 
 

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 MBO approach to Motivation
• System of management that emphasizes on a
particular set of goals that are tangible,
verifiable and measurable.
• It is the method by which managers and
employees jointly set goals for work performance
and personal development, periodically evaluate
the employee’s progress towards achieving these
goals and integrating of individual, team,
departmental and organizational goals.
•
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 Management by Objective
process
• Goal setting
• Subordinate participation
• Implementation
• Performance appraisal and
feedback

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Motivation programmes for
employees
Monetary
Incentives
(Not so relevant
for Government
employees)

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Motivation programmes for
employees

Non Financial
Motivation
Programmes

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 Non Financial Motivation
Programmes
• Employee recognition programmes
• Employee involvement
programmes
• Employee participation
• Job enrichment and job excitement
• Delegation
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Strategies for Motivating
subordinates
Reward risk
taking instead
of risk
avoiding

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How to convert risk avoiders into
risk takers?
Teach people that intelligent errors
are part of the cost of progress.
Use yourself as an example.
Celebrate both successes and
setbacks.
Encourage smart risks, not foolish
chances
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Strategies for Motivating
subordinates
Reward
creativity
instead of
mindless
conformity

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 How to create a climate to
encourage new ideas?
• Tolerate failure
• Create a relaxed informal work
environment
• Encourage competition

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Strategies for Motivating
subordinates
• Reward
decisive
action instead
of paralysis
by analysis

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 Helpful tips for taking effective
decisions
• Write down the decision you have to make
as clearly and simply as you can and set a
deadline for making it
• If you need to further analyse alternatives,
use the balance-sheet approach
• Obtain the best information you can within
the time-limits.
• Take action, or reward those who do
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Strategies for Motivating
subordinates
• Reward
smart work
instead of
busy work

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 How to convert actors into
producers?
• Make sure to have the right person
for the job
• Define each job’s limits.
• Beware of proceduritis
• If people have finished their work, let
them go home
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Strategies for Motivating
subordinates
Reward
simplification
instead of
needless
complication

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Strategies for Motivating
subordinates
Reward quietly
effective
behaviour
instead of
squeaking
joints
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 How to encourage effective
behaviour
• Seek quiet employees and
resolve to spend time
encouraging and rewarding
them.
• Keep alert for squeaking joints
and do not oil them
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 Qualities of dependable
employees
       They are rarely, if ever, absent.
         They work well under pressure
         They consistently turn out high-quality work on
time
         They do not constantly pester others for advice and
guidance.
• They are so quiet and unassuming that one hardly
knows they are there except for their good work.
         They produce many more answers than problems.

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Strategies for Motivating
subordinates
Reward
working
together
instead of
working
against
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 How to build good teams?
 Create self managed work teams and ensure
that:
 Each team is assigned a significant piece of work
 Work environment is arranged to foster plenty of
communication and interaction between members
of the team
 Jobs should be made interdependent

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 Remember
        Six important words are “ I admit I made a
mistake”
        Five important words are” You did a good job”
        Four important words are “ What is your
opinion?”
        Three important words are “Let’s work
together.”
        Two most important words are “ Thank you”
        Single most important word is ”WE”.

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Thank you

Be a good
motivator

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