MOTIVATION

What is Motivation??
It is defined as a Driving Force that initiates and directs behavior. Motivation is a kind of internal energy which drives a person to do something in order to achieve something. It is a temporal or dynamic state within a person which is not concerned with his/her personality

Motivation is Derived from Latin word Movere, which means to move

Stephen P. Robbins The willingness to exert high levels of efforts towards organizational goals, conditioned by the effort s ability to satisfy some individual needs

To motivate others is the most important of management tasks. It comprises the abilities to communicate, to set an example, to challenge, to encourage, to obtain feedback, to involve, to delegate, to develop and train, to inform, to brief and to provide a just reward.

Motivation Process

Classification of Motives
Primary Motives
Not Learned Physiological Needs

 General Motives (Stimulus Motives)

Neither Purely Primary Nor Secondary Not learned and not physiologically based Stimulate Tension within a person Curiosity, manipulation & activity motives Affection Motives

 Secondary Motives:
Are learned or acquired over time Power Motives Achievement Motives Affiliation Motives Security Motives Status Motives

Types of Motivation
1) Achievement Motivation (2) Affiliation Motivation (3) Competence Motivation (4) Power Motivation (5) Attitude Motivation (6) Incentive Motivation (7) Fear Motivation

Maslow s Hierarchy of Needs Theory

Satisfaction Vs Dissatisfaction

Motives

Hygiene

Vroom s Expectancy Theory

A theory that says that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and the attractiveness of that outcome to the individual

Expectancy Theory

Individual Efforts

Individual Performance

Organizational Rewards

Personal Goals

1. Effort performance relationship 2. Performance-reward relationship 3. Reward-personal goals relationship

The Three Questions

If I give a maximum effort, will it be recognized in my performance appraisal? If I get a good performance appraisal, will it lead to organizational rewards? If I am rewarded, are the rewards ones that I find personally attractive?

Attribution Theory
Attribution theory (Weiner, 1980, 1992) is probably the most influential contemporary theory with implications for academic motivation. It incorporates behavior modification in the sense that it emphasizes the idea that learners are strongly motivated by the pleasant outcome of being able to feel good about themselves.

Attribution theory speaks to how people answer questions that begin with why? It refers to the motivation that people have to explain and understand causality, particularly in situations that cannot be predicted. Attribution theory is concerned with how individuals interpret events and how this relates to their thinking and behavior. Attribution theory assumes that people try to determine why people do what they do. A person seeking to understand why another person did something may attribute one or more causes to that behavior.

According to attribution theory, the explanations that people tend to make to explain success or failure can be analyzed in terms of three sets of characteristics: First, the cause of the success or failure may be internal or external Second, the cause of the success or failure may be either stable or unstable Third, the cause of the success or failure may be either controllable or uncontrollable