Motivation

 Prepared by :
1. Vishwa Rajpura
2. Vishakha Joshi
3. Mitali Rathod
4. Jaydeep Bhatt

Guided by: Dr. Jay Badiyani

Submitted to: department of MBA(MKBU)
Definition of motivation
Definition:
•Motivation is the inner state that
cause an individual to behave in a
way that ensures the
accomplishment of some goal.
•Robert Dubin defines motivation “it

is a willingness to expand energy to

achieve goal or a reward”.
 What is motivation skill?
 Is the ability to create organizational

situations in which individuals performing,

organizational activities are simultaneously
satisfying personal needs and helping the
organization attain its goal.
 There are many ways to motive employees.
Manager who want to encourage productivity
should work to ensure that employees :
 Feel that work they do has meaning or

importance.
 Believe that good work is rewarded.
 Believe that they are treated fairly.

Motivation is a very important activity of

management process.
It is basically work from inside the workers or
employees to perform efficiently and to the
best of their individual capacity.
 Features
 Dynamic nature.
 Follows established principles or rules.
 Group and not individual activity.
 Is result oriented.
 Continuous and never ending process.
 Art of getting work done from people.
 Perceived value of a reward.
 Intangible but its impact felt.
Maslow’s Need Hierarchy Model
Maslow's Hierarchy of Needs Theory

1. Physiological Needs :

air, food, drink, shelter, sleep etc.

2. Safety Needs :
protection from elements , security, order,
law, stability etc.
3.Social Needs :
friendship, trust and acceptance, receiving
and giving affection and love affiliating, being
part of group ( family, friends, work).

4. Esteem Needs :
which Maslow classified into two categories:
(a) esteem for oneself (dignity achievement
mastery, independence) and
(b) the desire for reputation or respect
from others (e.g., status,
prestige ).
5.Self-actulization Needs :
realizing personal potential self-fullfillment,
seeking personal
growth and peak experience.
Herzberg’s Two Factor Theory
 This
theory is also called motivation –
Hygiene theory or dual – structure theory.

 This
theory is improvement or extension of
Maslow’s theory.

 These two type of factors is presented below

–
1. Hygiene Factors
2. Motivation Factors
1. Hygiene Factors or Maintenance
Factor
 According to Herzberg , hygiene factors are those
factors which are necessary to maintain a
reasonable level of satisfaction in employees.
That is why, these are also termed as
maintenance factors.

 In
other words, hygiene factors are not capable of
motivating employees.

 Theysimply prevent dissatisfaction in employees

and help in maintaining status quo.
Herzberg has listed the following 10 factors as a
hygiene factors –

I. Salary
II. Job security
III. Working condition
IV.Company policy and Administration
V. Supervision
VI. Relation with supervisor
VII.Relation with peers
VIII.Relation with subordinate
IX. Status
X. Personal life

Foundation of building
Motivational Factors or Satisfiers or
‘GARWAR’
 According to Herzberg, motivational factors are
those factors which are capable of simulating
employees for higher performance.
 Their perceived adequacy or presence
encourage employees to give their best often
leading to higher productivity, higher morale
and higher job satisfaction.
 However, perceived inadequacy or absence of
these factors may not lead to strong
dissatisfaction.
Herzberg has identified the following 6 factors as a motivational factors :

1.Growth G

2.Achievement A

3.Responsibility R

4.Work itself W

5.Advancement A

6.Recognition R

Bricks of the Building

The review of these factors reveals that
these are job content factors and intrinsic
to the job itself – i.e., these are
inseparable parts of the job which are
always remembered by the employees.
These are real motivators or job satisfiers.
These are the bricks which build and
strengthen the house of motivation,
morale and productivity.
 Content Theory
 It is mainly Focused on the internal factors
that energized and direct human behavior.

Process Theory
• A Process theory is a system of ideas that
explain how an entity change and develops. It
also focus on how something happens.
McClelland’s theory
 In the early 1940’s Abraham Maslow created
his theory of needs. This identify the basic
needs that human being have.
 Later, David McClelland built on this work in

his 1961 book “the achieving society.” he

identified three motivators that :
I. Need for achievement
II. Need for affiliation
III. Need for power
Alderfer’s ERG theory
 Definition :
Alderfer’s ERG theory is the
extension of Maslow’s need Hierarchy, where
in the Maslow’s five needs are categories into
three categories. Viz Existence needs,
Relatedness needs and Growth needs.
 An American Psychologist Clayton Paul

Alderfer had proposed this theory and

believed that each need carries some value.
Vroom’s Expectancy Theory
 In 1964, Canadian Professor of psychology Victor
Vroom developed the expectancy theory. In it he
studied people’s motivation and concluded it
depends on three factors :
i. Expectancy
ii. Instrumentality
iii. Valence

 Motivational forces formula:

= Expectancy x Instrumentality x
Valence
Adam’s Equity Theory
 The Adam’s Equity theory was developed by
the American Psychologist John Stacey
Adams in 1963. it is about the balance
between the effort of an employee puts into
their work and the result they get in return .
 The Input includes hard work, Skill and

enthusiasm. Output includes salary,

recognition and responsibility. the balance
between input and output ensures that an
employee feel satisfied and motivated.
Goal Setting Theory
 In 1960’s Edwin Locke put forward the goal
setting theory of motivation. This theory states
that goal setting is essentially linked to task
performance. It states that specific and
challenging goal along with appropriate
feedback contribute to higher and better task
performance.
 In simple word goal indicate and give direction

to an employee about what needs to be done

and how much effort are require to be put in.s
 Features of the theory:
 Realistic and Challenging.
 Specific and Clear.
 Employee’s Participation.

 Advantages of the theory:

 To raise incentives for employee to complete work quickly

and effectively.
 It leads to better performance by increasing motivation
and effort.

 Limitation of the theory :

 If an employee lacks skills and competencies to perform

actions essential for goal then the goal setting can fail to
performed well.
 There is no evidence to prove that the goal setting improves
job satisfaction .
 Very difficult and complex goals simulates riskier behavior.
 Reinforcement Theory
 This theory aims at achieving the desired level of motivation
among the employee by means of Reinforcement, punishment,
extinction.
 This theory was proposed by B.F.Skinner and his associates. It is
based on the concept of “Law of Effect” this law of effect is the
idea that behaviors are selected by their consequence.
 Reinforcement approach can be both positive and negative is
used to reinforced the desired behavior.

 Methods for controlling behavior of an employee :

 Positive reinforcement
 Negative reinforcement
 Punishment
 Extinction
MOTIVATION TECHNIQUES
 Motivation is a creation of condition that
encourages an employee to achieve a high
performance. so, why every organization
must understand that how motivation affects
or impacts on employee’s performance.
We can classify motivation by two types :
 Motivation
techniques
Non-
Financial
financial
techniqu
techniqu
es
es
Financial Motivation:
A
company or firm can motivate their
employees financially. It includes
wages and salaries, bonuses,
profit-sharing, etc. The
economists and most managers
consider money and financial
incentives as important motivators.
 Profit
sharing
Stock
Bonus
option

Productivit
Retiremen
y linked
t benefit
incentives

Financial
Pay & perquisit
allowance techniqu es
es
Non-financial Motivation:
companies
can also motivate employees
without using money. It includes
status & job security, praise &
recognition, participation in
management etc. company must
understand that their employees
are mentally satisfied with job.
 Effective
leadership &
Participation supervision
Delegation &
in
authority
management

Job
Praise & enlargement
recognition & job
rotation

Non-
Status & job financial Employee
empowerme
security techniqu nt
es
REFERENCE :
1. Management 8th Edition

https://youtu.be/4YDFIK-hqj0
https://youtu.be/ex_z135QSqk
Thank You