MOTIVATION “The will to do”

WHAT IS MOTIVATION?

An internal state that arouses, directs, and maintains behavior.

It is a dynamic force that sets a person into motion or action.

Needs and desires affect a person’s behavior which then becomes goal oriented due to motivation.

CHARACTERISTICS OF MOTIVATION

Effort –amount of efforts put in represents level of motivation.

Persistence—Motivation is continuously goal directed. Once a goal is achieved efforts are directed towards higher goals.

Direction – Hard work and persistence determines the quality of efforts while direction determines quality of the anticipated output.

PROCESS OF MOTIVATION

Analysis of the situation-this is to ascertain the motivational needs.

Selecting and applying appropriate motivators .

Follow up – Need to cross check if motivators applied are giving results or need to be changed.

SOURCES OF MOTIVATION

• Positive motivation –– it involves proper recognition of employee efforts

and appreciation of employees contribution in achieving organizational goals.

– It involves praise / credit for the work done. – Sincere interest in welfare of subordinates . – Delegation of authority. – Participation of subordinates in decision making

process.

Negative or fear motivation-

-Use of force / power / fear / threats.

-Fear of punishment / un favorable consequences changes behavior.

-This may contribute towards positive results but is not a preferred alternate in the current atmosphere.

WHAT IF MOTIVATION IS NOT THERE?

Employee unrestAbsenteeism TardinessEmployee turnoverUnion activityEarly retirementLess job satisfaction

HOW TO MOTIVATE EMPLOYEES?

Organizational factors – salaries / wages Promotions Company policies

Work environment –Supervisory styleWork groupWorking conditionsRole specification and job descriptionPersonal factors –age / seniority / tenure / expertise

EXTRINSIC MOTIVATION

This is a type of motivation that is induced by external factors that are mostly financial in nature . Money is the most important motivator and it can be in the form of pay / retirement plans / stock sharing options or paid vacation etc.

INTRINSIC MOTIVATION

This type of motivation is achieved by the sense of achievement and accomplishment or in other words it is the state of self actualization . In this the satisfaction is accomplished and motivation is self generated free of financial rewards.The intrinsic motivators are –praise / recognition / power / challenges ..

THEORIES OF MOTIVATION

The theories of motivation are divided into two types –the content theories and the process theories .

The content theories attempt to determine and specify drives and needs that motivate people. These theories have been developed to explain nature of motivation in terms of the type of need that people experience .

The process theories –these identifies variables that go into motivation and their relationship with each other. These theories work on HOW motivation works.

VROOM’S EXPECTANCY MODEL

This theory is based on the belief that motivation is determined by the nature of rewards people expect to get for the job they perform.

A person would prefer to choose the alternate that would give him / her the maximum rewards.

The theory is based on three elements – 1 ) Expectancy – A person’s perception that a

particular outcome would come out from a particular action leads to expectancy. The person has to believe his actions would bear fruits and he has the capability to do the things.

2) Instrumentality – Factors relates to a persons belief and expectation. It is the degree of association of first outcome to the second level of outcome. It can also be termed as performance –reward relationship. A person has to be confident that efforts would be instrumental in achieving actual rewards.

3) Valance – Values a person assigns to the desired results .

Motivation = E X I X V

All these factors need to be determined by the management to ensure motivation is achieved.

MBO ( management by objective)

It is a process by which the managers and their associates / subordinates work together towards organizational goals which are common for all.

The procedure for setting the MBO is –Central goal setting —this is the basic phase of

MBO In this the process of defining and clarifying the organizational objectives is laid out. Care needs to be taken that the objectives are specific and realistic.

Manager—subordinate involvement – The managers set up sub goals for the subordinates so that they can achieve the goals in relation with the organizational goals.

Matching goals and resources —Goals and objectives have no meaning if there are no resources to meet them . Allocation of objectives and goals has to be done based on the availability of funds and resources.

Freedom of implementation —Objectives have to be such that their implementation is possible and the people who are given the goal also given the power to implement it.

Review and appraisal of performance –periodic review of the progress in the passage of objective accomplishment is a must and helps in determining the path to achieve the goals.

MC GREGOR’S X & Y THEORY

A very interesting theory which focuses on the human behavior ; It is based on two sets of assumptions –the x and the y assumptions .

X assumptions 1) Most people dislike work and avoid it as much as

possible. 2) They need to be directed / controlled and threatened with

punishment in order to move them to achieve goals.3) An average person is lazy / shuns responsibility / has little

ambition and is only concerned with his own security. 4) Most people avoid leading and want to be lead and

supervised ; they are unwilling to accept responsibility.

Y assumptions 1) Work is natural to most of the people and they enjoy

physical and mental efforts .2) Commitment to goals and objectives of the organization is

a natural state for most individuals .3) They exercise self direction and self control in pursuit /

achievement of goals.4) Commitment to goals / objectives is a function of rewards ;

especially if the rewards are appreciation / recognition. 5) Most people have capacity of innovation / creativity for

solving problems.6) Many people prefer to take the leadership role than being

led.

As per this theory the y assumptions are what motivates people and the managers help them develop but in many cases the X assumptions also work well to motivate.

MASLOW’S NEED HIERARCHY THEORY

The most widely used motivational theory. It is based on two assumptions –one human beings have many needs that are different in nature and second that these needs need to be in the form of a hierarchy as the lower needs need to get satisfied before the higher are addressed.

The needs have been divided into 2 sets – Deficiency and growth needs

Growth Needs

Deficiency needs

Self Actualization Needs

Esteem Needs

Social Needs

Security Needs

Physiological Needs

Physiological needs – Strongest motivators . These are linked to physiological / biological needs --- Like food / water / shelter / sex.

Security and safety needs —Once the Physiological needs are satisfied safety / security becomes paramount The safety is not only of physical form but also of economic aspects and job stability.

Social and love needs – Once the above two aspects are taken care of a sense of belongingness / acceptance motivates behavior. People want to be in atmosphere where they are wanted / loved / understood and respected.

.

Esteem needs – Need for esteem means to attain recognition. This induces

a feel of self worth and self confidence. Provides independence / status / reputation and prestige.

Self actualization needs— The tip of motivation is the need to develop ones capacities

and potential . At this level challenges are sought to enhance growth / advancement. The person becomes content / spontaneous and self striving.

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