MOTIVATION

MOTIVATION

RENJITH K PUSHPAN
RENJITH K PUSHPAN
786
786
 Motivation
Motivation is a human psychological characteristic that
contributes to a person’s degree of commitment.

 It includes the factors that cause, channel and sustain

human behavior in a particular committed direction

The act or process of stimulating to action, providing an

incentive or motive, especially for an act.
 Motivating is the management process of influencing
people’s behavior based on the knowledge of what
makes people tick
 Assumptions
 It is commonly assumed to be a good thing

 One of the several factors that goes into a person’s

performance
 Short supply and need of periodic replenishment

 It is a tool with which managers can arrange job

relationships in organizations
 Theories of Motivation
 Need Theory:
According to need theory , a person is motivated
when he or she has not yet attained certain levels of
satisfaction with his or her life.
 Various Need Theories are :
 Maslow’s Hierarchy Of Needs
 ERG Theory
 Three Needs
 The Two factor Theory Of Motivation
Abraham Maslow’s “Need Hierarchy Theory”
 Maslow saw human needs in the form of a hierarchy,
ascending from the lowest to the highest, and he
concluded that when one set of needs is satisfied, this
kind of need ceases to be a motivator.
 Clayton Alderfer’s ERG Theory
 Existence –This group is concerned mainly with providing
basic material existence
 Relatedness –It is the individuals need to maintain
interpersonal relationship with other members in the group
 Growth- It is the intrinsic desire to grow and develop
personally.

The major conclusions of this theory are :

 In an individual, more than one need may be operative at

the same time.

 If a higher need goes unsatisfied than the desire to satisfy a

lower need intensifies.

 It also contains the frustration-regression dimension.
 McClelland’s Theory of Needs

David McClelland has developed a theory on three

types of motivating needs :
 Need for Power

 Need for Affiliation

 Need for Achievement

 people for high need for power are inclined towards

influence and control. They are demanding in nature,
forceful in manners and ambitious in life. They can be
motivated to perform if they are given key positions or
power positions.
 In the second category are the people who are social
in nature. They try to affiliate themselves with
individuals and groups. They are driven by love
and faith. They like to build a friendly environment
around themselves. Social recognition and
affiliation with others provides them motivation.

 People in the third area are driven by the challenge

of success and the fear of failure. Their need for
achievement is moderate and they set for
themselves moderately difficult tasks. They are
analytical in nature and take calculated risks. Such
people are motivated to perform when they see at
least some chances of success
The Two-Factor Theory Of Motivation

 According to the Two Factor Theory of Frederick

Herzberg people are influenced by two factors.
 Satisfaction and psychological growth was a factor
of motivation factors.
 Dissatisfaction was a result of hygiene factors.

 Herzberg developed this motivation theory during

his investigation of 200 accountants and engineers
in the USA.
 Equity Theory

 It is based on the assumption that a major factor in job

motivation is the individual’s evaluation of the equity
or fairness of reward received
 Equity can be defined as a ratio between the
individual’s job inputs and job rewards.
 According to Equity theory individuals are motivated
when they experience satisfaction with what they
receive from an effort in proportion to the effort they
apply.
 Expectancy Theory
 A theory of motivation that says that people choose how to
behave from among alternative courses of behavior, based
on their expectations of what is to gain from each behavior

 Performance-outcome expectancy- Individuals expect

certain consequences of their behavior, these expectations
will affect their decisions on how to behave
 Valence- Outcome of a particular behavior has a power to
motivate
 Effort-performance expectancy- People’s expectations of
how difficult it will be to perform successfully affect their
decisions about behavior
 Reinforcement Theory
 B.F. Skinner, who propounded the reinforcement
theory, holds that by designing the environment
properly individuals can be motivated.
 individuals are directed by what happens in the
environment external to them.
 Skinner states that work environment should be
made suitable to the individuals and that
punishments actually leads to frustration and de-
motivation.
 Hence, the only way to motivate is to keep on
making positive changes in the external
environment of the organization.
 Goal-Setting Theory

 According to Goal-Setting Theory , individuals are

motivated when they behave in ways that move them
to clear goals that they accept and can reasonably
expect to attain
 It revolves around the concept of “Self-efficacy” i.e.
individual’s belief that he or she is capable of
performing a hard task.
 Research shows that when goals are challenging, they
function more effectively as motivating factors in both
individual and group performance.