MOTIVATION

Presented by: Ambesh Amit Ganesh Nikhil Prashant Pradyut

What is Motivation
Motivation is derived from the word MOTIVE which means needs, desire, wants within the individual.
While, Motivation is the process of stimulating people actions to accomplish the goals.

Factors Stimulating Goals

Physcological factor stimulating people behaviour could be; Desire for money. Success Recognition Job-Satisfaction. Therefore the role of leader is to arouse subordinate interest in performance of the job.

Motivation Theories
The motivational concept were developed around 1950s. Three main classical theories made during this period are Maslows Hierarchy of Needs theories

Herzberg Two factor theory Theory X and Theory Y

The Mangers and learned professional till date use these classical theories to explain the concept of employee motivation.

Maslows Hierarchy of Needs Theory

Hierarchy of Needs theory was put forth by Abraham Maslow. This theory is based on assumption that there is hierarchy of Five needs within each individual. The urgency of this needs varies.

Maslows Hierarchy of Needs Theory

1)

Physiological Needs: this are basic needs of air, water, food, clothing and Shelter. This are the needs of basic amenities of life. Safety needs: This needs are related to safety and protection. For instance Job security, financial security, family security, health security. Social needs: This need include need for love, affection, care ,friendship. Esteem needs: Esteems needs are of two types; Internal esteem (selfrespect, confidence, achievement, and freedom) and External esteem needs (recognition, power, status, admiration) Self-actualization needs: This include urge to become what you are capable of becoming. Self-actualization needs are never fully satisified. This is because as individual grow, opportunity keep cropping up to continue too grow.

2)

3)

4)

5)

Herzbergs Two-Factor Theory of Motivation

According to Fredrick Herzberg, there are some job factors that result in satisfaction while there are other factors that prevent dissatisfaction. This factors are classified in to two broad categories

Hygiene factors Motivational factors

Herzbergs Two-Factor Theory of Motivation

Hygiene Factors They are those job factors which are essential for existence of motivation at workplace. These do not lead to positive satisfaction for long term, but if these factors are absent then they lead to dissatisfaction. Hygiene factor include:

Pay- pay structure should be appropriate and reasonable Company policies- this should not be to rigid Fringe benefits- offer Healthcare plans, employee development, benefits to family members Physical working condition- clean, safe & hygienic work enviroment Job security provide job security to employees.

Motivational factors This factors yield positive satisfaction, they motivate employee for superior performance. This factors are also called Satisfiers. Motivational factors include:

Recognition- employee should be praised & recognized for the accomplishment Sense of achievement- there should be some employee goal linked to the job. Growth & promotional opportunities- within the organisation to perform well. Responsibility- employee should be given ownership of there work. Meaningfulness of the work- job should be interesting, challenging to perform and get motivated.

Herzbergs Two-Factor Theory of Motivation

Limitation of Two factor theory

The two-factor theory overlooks situational variables.

Herzberg assumed a correlation between satisfaction and productivity. But the research conducted by Herzberg stressed upon satisfaction and ignored productivity. The theorys reliability is uncertain. Analysis has to be made by the raters. The raters may spoil the findings by analyzing same response in different manner. No comprehensive measure of satisfaction was used. An employee may find his job acceptable despite the fact that he may hate/object part of his job. The two factor theory is not free from bias as it is based on the natural reaction of employees when they are enquired the sources of satisfaction and dissatisfaction at work. They will blame dissatisfaction on the external factors such as salary structure, company policies and peer relationship. Also, the employees will give credit to themselves for the satisfaction factor at work. The theory ignores blue-collar workers. Despite these limitations, Herzbergs Two-Factor theory is acceptable broadly.

Theory X and Theory Y

Douglas McGregor formulated Theory X & Theory Y suggesting two aspect of human behaviour at work. One of the aspect is negative, called as Theory X and the other is positive, called as Theory Y. This perception is based on various assumption Assumption of Theory X Average employee by nature does not like work and tries to escape it. So he must me persuaded, compelled and warned with punishment to achieve organisational goals Many employee rank job security at top, and they have little or no aspiration Employee generally dislikes responsibily. Employee resist change. Employee needs formal direction.

Theory X and Theory Y

Assumption of Theory Y Employees can perceive their job normal & relaxing Employees may not required external control, but they can use self control and self direction to achieve organisational goals If job is rewarding & satisfying, then it will result in employees loyalty & commitment toward organisation. Employee can himself recognize his responsibility to organisation goals. Employees have necessary skills & capabilities to solve organizational problems

Theory X and Theory Y

Thus we can summarize that Theory X presents a pessimistic view of employees nature & behaviour, while Theory Y presents an optimistic view of employees nature & behaviour. Implications

Very few organisation uses Theory X today, as it involves exteral control over employee & it does not encourages innovation in work environment.
May organisation have adopted Theory Y, as it encourages decentralization of authority, team work & participative decision making within organisation.

Modern Theories of Motivation

Apart from classical theory there are some Modern theories as explained below;
A.

ERG Theory.

Under this theory, Maslows theory was re-categorized into 3 simpler classes i. Existence needs- satisfying basic needs (Psychological& Safety needs) ii. Relatedness needs- individual aspiration of getting public fame & recognition (Social & esteem needs) iii. Growth needs- for self-development and personal growth and advancement (Self actualisation needs)
B.

McClellends Theory of needs. Human behaviour is affected by 3 needs i. Power- to influence others behaviour. ii. Acheivement- to achieve success. iii. Affiliation- needs for open and social interpersonal relationship.

C.

Goal setting theory. Under this theory, specific and challenging goals along with appropriate feedback contribute to higher and better task performance.

Modern Theories of Motivation

D.

Reinforcement theory. According to this theory external environment of the organisation must be designed effectively and positively so as to motivate the employees.

E.

Equity theory of motivation. Based on the principle of balance or equity. Higher is the individual perception of fairness, greater is motivational level and vice versa.

F.

Expectancy theory of motivation. It states that employees motivation is an outcome of howmuch an individual wants a reward. In other words, reward is the importance associated by an individual about the expected outcome.

What Motivates People

I am sure you must have read in Ramayana the episode of Hanumanji crossing the sea to reach lanka. Until Jambuvant persuaded him by saying these words kavan so kajkathin jag manhi, jonahi hot tat tum Panhi(Which is that difficult task in the world that you cannot do), even Hanumanji could not believe that he can cross the sea.

So motivation can be summarized as, It is not a thing that can be brought from market & given to employee, but it is an art by which manager need to identify his employees needs and try to satisfy those identified needs by linking it to organisational objectives.

THANK YOU