Motivation (2)

Motivational SkillsBy – N.G.Palit

What is Motivation?

Motivation is derived from the word’motive’ which means needs, desires, wants or the drives within the individuals.

It is the process of stimulating people to actions to accomplish the goals.

What is Motivation?

Motivation is a

psychological drive

that directs a person

towards an objective. Motives are the ”whys”

of behaviour.

What is Motivation?

Motivation is the internal

drive to accomplish a

particular goal.

In a work setting motivation is what

makes people want to work.

Motivation

One can purchase a man’s time, his

physical presence, but can’t buy his

willingness to work. This can be achieved only through

”motivation”. We must remember that ability to work

is quite different from ”the will to work”.

Then what is Motivation?

Motivation is ’encouraging people to

want to do, what you want them to do’.

” Motivation is the act or process of

stimulating to action, providing an

incentive or motive, especially for an act”.

Motivation as a Process

DIRECTION PERSISTENCEENERGY

It is a process by which a person’s efforts are energized, directed and sustained towards attaining the goal.

*Energy- A measure of intensity or drive.*Direction- Towards organizational goal.*Persistence- Exerting effort to achieve goal

Basic Model of Motivation

Needs or

Expectations

Drive force(Behavior or

Action)Result in

To Achieve

Desired Goals

Which Providesfulfillments

Feedback

Positive Motivation Positive motivation is a

response which includes

enjoyment and optimism

about the tasks you are

involved in.

Negative Motivation

Negative motivation

involves undertaking

tasks because there

will be undesirable

outcomes, e.g. failing

in a subject if tasks are

not completed

Early Theories of Motivation Maslow’s need Hierarchy Macgregor’s Theories X & Y Herzberg’s two factors

Theory Alderfer’s ERG Theory

Maslow’s Need Theory

Maslow’s Need Maslow’s Need TheoryTheory

• Motivation is a function of five basic needs- physiological safety, love, esteem, and self-actualization.

Maslow’s Theory Maslow’s theory assumes that a person

tries to satisfy the more basic needs

before directing behavior towards

satisfying the upper level needs. Lower level needs must be satisfied

before a higher order need begins to

control a person’s behavior.

Maslow’s Theory A satisfied need is

no more a motivator

Maslow’s Hierarchy of Needs Theory Physiological Needs

Food & shelter Security & Safety Needs

Danger, threats Social Needs

Belonging & accepting Self-Esteem Needs

Recognition & Status Self Actualization

Creativity & Self-realization

Physiological or Survival Needs

Physiological Needs

Physiological needs are those required

to sustain life. Examples: Air Water Food Sleep

Physiological Needs

Food, when hungry. Job for a jobless person Working conditions Physical comforts. Lunch & Rest breaks Bath room facilities

Safety Needs

Safety Needs

Job Security Seniority Money Retirement Benefits

Social Needs

Social Needs

Relationship with co-workers & Boss Teams Social Events Fun.

Esteem Needs

Esteem/ Ego Needs

Opportunities for Growth & Advancement Promotions Job Titles Recognition Perks Positive feed-back on performance Training & Develpoment

Needs for Self-Actualization

Need for Self-Actualzation

Self-Actualization

Meaningful work Self Improvement Accomplishment Improving others & Society To become “All that you can be”

Maslow’s Hierarchy of needs theory Five levels of lower-

higher-order needs.

Individual must satisfy

lower level needs before

they can satisfy higher

order needs. Satisfied needs no longer motivate. Motivating a person depends on at what

level of hierarchy he is.

Needs Hierarchy

1. It is based on needs and not wants. 2. When one need is fulfilled, the next

higher(ascending) need is uncovered. 3. One can revert back(people operating

in level 4 & 5 will revert back to level

2, if a feeling of insecurity takes over.)

Needs Hierarchy

4. Needs, which are not met are

demonstrated in behaviour. Managers should be able to pick-up

the signals & take suitable action at

the right time.

McGregor’s Theory X & Y

Theory X Assumes that workers have little ambition,

dislike work, avoid responsibility and require close supervision.

Theory Y Assumes that workers can exercise self-

direction, desire, responsibility and like to

work.

McGregor’s Theory X & Y

Theory X assumptions: Most people dislike work. They need to be directed,

controlled and sometimes

threatened with punishment

Theory Y

Theory Y assumptions: They will exercise self-direction and

self-control in achievement of

organizational goal. People are innovative & creative of

solving organizational problems. Minimize the role of supervision.

Motivational Theories X & Y

* Theory Y- a set of

assumptions of how to

manage individuals

motivated by higher

order needs. Theory X- a set of

assumptions of how to

manage individuals motivated by lower order

needs.

McClelland’s Theory

McClelland’s Need McClelland’s Need TheoryTheory

• The needs for achievement, affiliation, and power affect behavior.

McClelland’s Need Theory: Need for Achievement

Need for Achievement

The desire to excel

and succeed

McClelland’s Need Theory: Need for Power

Need for Power The need to influence

the behaviour of

others.

McClelland’s Need Theory: Need for Affiliation

Need for Affiliation The desire for

interpersonal

relationship.

Fredrick Herzberg’s Theory

Herzberg’s Two Factors Theory Dr. Herzberg developed his

theory that there are two

factors at work in determining

job satisfaction:

Hygiene Factors: Pay, working condition Inter-personal relation. Job security, Supervision, Company policy Status.

Satisfaction Vs Dissatisfaction

Motivators Achievement, Growth, Recognition Responsibility

Hygiene Compensation Supervision Work Conditions Fringes

Recognition & Motivation

Each member values the recognition and reward of their performance

Herzberg’s Theory

Motivators Responsibility Sense of achievement Challenging work Self-improvement Recognition Advancement

Provide Reward & Recognition

Herzberg’s Motivator- Hygiene Model

No Satisfaction Satisfaction

Jobs that do not Jobs offeringoffer achievement achievementrecognition, recognition,

stimulating work, stimulating work,responsibility, responsibility,and advancement. and advancement.

Herzberg’s Motivators- Hygiene Model

Dissatisfaction No Dissatisfaction

Jobs with poor Jobs with goodcompany policies, company policies,and administration, & administration,

technical supervision technical supervision,salary, interpersonal salary, interpersonalrelationships with relationships withsupervisors, and supervisors, andworking conditions. working conditions.

Alderfer’s ERG Theory

Physiological

Safety & Security

Love (Social)

Esteem

SA Growth

Relatedness

Existence

ERG Theory

Existence Needs Related Needs Growth Needs

Alderfer’s ERG Theory

ExistencExistencee

ExistencExistencee

GrowthGrowth

RelatednessRelatednessRelatednessRelatedness

Contemporary Motivational Strategies 1. Motivation through job design

Job rotation

Job enlargement

Job enrichment 2. Motivation through incentives 3. Training & education 4. Motivation through empowerment 5. Teambuilding

Provide productive and challenging work

Positive Reinforcement & Recognition

Praise Positive Written

Communication Orientation & Training Active Listening Courtesy

Self Motivation Strategies

Take control of your expectations Fight the urge to under-achieve Learn to love the job, which you hate Build immunity to cynicism Strive to excell

Self Motivation

Self Motivation

Creates a momentum to help you and your team achieve success

A Case Study The manager of A.B.C.Ltd. Realized that the

level of moral and motivation of their employees was very low and there was dissatisfaction among the employees. Labor productivity was also found to be very low. After investigating the causes of dissatisfaction, the managers decided that if employees were to be motivated, there was a need to establish and maintain good interpersonal relation, over and above good salary, job security, proper working conditions and supervision.

A Case StudySo, they put in sincere efforts to improve all these

factors during one year. Yet, surprisingly, they came to know that in spite of reduction in the degree of dissatisfaction, the level of morale and motivation was low and there was no significant increase in their productivity. Therefore, the managers were worried.

What managerial problem is involved in the above case? Suggest a solution.

Sail smoothly with Motivation

Questions

Thank you By – N.G.Palit

Benefits of motivating your team

At the End

If you liked this presentation, please

feel free to send your valuable feed-back

to me at:

nandapalit@yahoo.co.in

or call me at: 09949118910 (India)