Motivation

the inner force that drives individuals to accomplish personal and organizational Goals.

Motivation in simple terms may be understood as the set of forces that cause people to behave in certain ways. Every individual has different motivational drives but the situation also plays an important role in determining a persons motivational level. Motivation consists of 3 interacting and interdependent elements needs, drives and incentives Needs An imbalance leads to the creation of a need. For Eg : The need for water arises when a person is thirsty.

Drives Drives or motives are two terms that can be used interchangeably. Drive is a condition which causes a person to work in a particular direction. These motives push an individual towards achieving a certain goal or accomplishing a certain task. Drives constitute the core element in motivation.

Incentives Anything that can decrease the intensity of a drive is called an incentive.
When a person obtains the incentive, the strength of that drive is reduced. For eg: drinking water helps in achieving balance.

Employee Motivation

Intrinsic Motivation

Extrinsic Motivation

Intrinsic Motivation

Intrinsic motivation is when an individual is motivated by internal factors. It is a process of satisfaction in which the rewards come from carrying out an activity than a result of an activity. It holds no promise of rewards. Intrinsic motivation however does not mean that a person will not seek rewards. It is a sense of achievement, commitment ,responsibility, job satisfaction, purpose, involvement, empowerment and ownership - all the things that make an employee feel that what theyre doing makes a big difference in their lives and in the organisation itself.

Those who are intrinsically motivated derive satisfaction from the value of their work.
Praise, training programs, creation of informal leadership roles helps an employee to be intrinsically motivated.

Extrinsic Motivation

Extrinsic motivation refers to motivation that comes from external factors.

These rewards may provide satisfaction and pleasure that the task itself may not provide. An extrinsically motivated person will work on the task even if they have little interest in it because of the anticipated satisfaction they will get from the reward. Eg: A student not interested in OB however could be motivated due to grades.

The Over justification Effect

The over justification effect occurs when an external incentive such as money decreases a persons intrinsic motivation to perform a task.
In an over justified effect I contribute my behavior to an extrinsic factor than to intrinsic reasons

THEORIES OF MOTIVATION

MASLOWS NEED HIERARCHY THEORY

Unsatisfied needs can influence behavior. Satisfied needs do not act as motivators.
Since needs are many, they are arranged in an order of importance.- hence need- hierarchy theory of motivation. The person advances to the next level of hierarchy , or from basic to complex only when the lower level need is satisfied. As the person moves up the hierarchy the more humanness he will display.

Physiological need -

The most basic, powerful and obvious of all human needs is the need for physical survival. Need for food, water, oxygen, sleep are included in this group. In an organization, physiological needs are represented by employees concern for salary and basic working conditions.

Safety need
Once physiological needs are met, another set of motives called safety or security needs become motivators. These needs are most readily observed in young children because of their dependence on adults. The acquisition of insurance, medical policies, owning of a house are included in this group. In an organization, safety needs are represented by the preference for secured income, safe working conditions, job security, provident funds etc.

Social need Social needs arise when physiological and safety needs are satisfied. An individual motivated on this level longs for affectionate relationship with others, crave to acquire a place in the family. In an organization context, social needs represent the need for a compatible work group, peer acceptance and friendly supervision. Self Esteem need Self Esteem need has been categorized into two subsidiary sets : self respect and self esteem from others- self respect and esteem from others. Self respect includes things as desire for competence, independence, confidence and freedom. (self efficacy) Esteem from others include prestige, attention, status, reputation and appreciation In the workplace self esteem needs correspond to job title, recognition from supervisor and publicity in company publications.

Self Actualization need Once all the 4 needs are met, the need for self actualization comes in the forefront. Self actualization is the desire to become everything that one is capable of becoming. It is to become the total kind of person that one wants to become to reach the peak of ones potential. In an organization self actualization needs to correlate to desire for excelling oneself in ones job.

EXPECTANCY THEORY

Expectancy theory suggests that a person's behaviour is based on 3 factors Expectancy, Instrumentality and Valence

Expectancy is similar to self efficacy. Beliefs about the link between trying to perform a behavior and actually performing well are called expectancies.
A belief that performing a given behavior is associated with a particular outcome is called instrumentality. Valence is the value that a person places on an outcome.

EXPECTANCY

INSTRUMENTALITY

VALENCE

= MOTIVATION