Motivation originally comes from the latin root word Movere which means to move.

It is derived from the word Motive. Motive may be defined as an inner state of our mind that activates and directs our behavior . It makes us move to act. It is always internal to us and is externalized via behavior

Motivation is a process that starts with a physiological or psychological deficiency or need that activates behavior or a drive that is aimed at a goal or incentive -Luthans Motivation is the willingness to exert high levels of effort towards organizational goals, conditioned by the effort ability to satisfy some individual need -Robbins

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Motivation is internal to man A single motive can cause different behavior Different motive may result in single single Motives may come and go Motive interacts with the environment

MOTIVES

GOALS

BEHAVIOR

TENSION REDUCTION

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3.
4.

5.

Organization is run by people It enables managers to undestand why people behave as they behave Organizational effectiveness becomes the question of managements ability to motivates its employees. Machines would remain inefficient vehicles of effective and efficient operations without man to operate them It brings the talent inside the organization

 Motivation is power or fuel that makes the vehicle moving

Theories Based on Human Needs 2. Theories Based on human nature 3. Theories Based on Expectancy of human beings
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Maslow: Need Hierarchy theory. 2. Herzberg: Motivation Hygiene Theory. 3. Mcclelland: Need Theory.
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McGregor: Participation theory 2. Urwick: Theory Z 3. Argyris: immaturity to maturity theory

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Vroom : Expectancy theory 2. Porter and Lawler: Expectancy theory

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SELF -ACTULIZATION

ESTEEM NEEDS SOCIAL NEEDS SAFETY NEEDS PHYSIOLOGICAL NEEDS

1. Physiological needs: Basic to human life

2. Safety needs: economic security, protection from physical danger

3. Social Needs: socializing and belongingness

4. Esteem Needs: Self confidence, achievement, competence, knowledge, and independence

5. Self Actualization: standing at the top

Criticism: 1.The needs may not follow s definite hierarchical orders. 2.The model may not apply all the time 3.Some people only stick to the lower level of needs.

Also called as two factor theory. Herzberg conducted a widely reported motivational study on 200 accountants and engineers employed in western Pennsylvania and concentrated mainly on their a)exceptionally good experiences ..b) exceptionally bad experience (using critical incident methods) He called job satisfiers as Motivators and Dissatisfiers as Hygeine or maintanence factors.

According to him opposite of satisfaction is not dissatisfaction and vice versa.the opposite of satisfaction and of dissatisfaction is no dissatisfaction

ACHIVEMENT RECOGNITION WORK ITSELF

Motivators : Job Satisfiers

RESPONSIBILITY
ADVANCEMENT GROWTH SALARY*

COMPANY POLICY AND ADMNI

SUPERVISION
INTERPERSONAL RELATIONS

WORKING CONDITIONS

SALARY
STATUS* SECURITY

Hygiene: Job Dissatisfaction

This theory focuses on Murrays three needs: achievement, power and affiliation i.e. Ach, Pow and Aff. Need for Achievement: need for achievement is a behavior directed toward competition with a standard of excellence. McClellands found that people with high need of achievement perform better that those with low or moderate need and also noted the regional and national differences.

Characteristics of high need achievers: 1. They have a strong desire to assume