Transcript
MOTIVATION
In this topic we will study about – •What is Motivation?
•Concept of Motivation
•Nature of Motivation
•Role of Motivation
•Theories of Motivation
•Motivational Applications
MEANING OF MOTIVATION
The term “motivation” has been derived from the word “motive” , which means the urge to do or not to do something. Motivation may , therefore , be defined as the process of stimulating or inducing people to take the desired course of action.
The process of motivation begins with the awareness of a need . When a person feel hungry , for example , he takes measures to satisfy his hunger . He works to earn money to buy food . Once his need for food is satisfied , he may feel a new need and will again act in order to satisfy it.
MAIN FEATURES OF MOTIVATION-1)Motivation is a psychological phenomenon . It is an internal feeling
which arise from the needs and wants of a person.
2)Motivation is a continuous process because human needs are unlimited . Satisfaction of one need give rise to another need.
3)Motivation causes goal oriented behaviour . It is a complex of forces starting and keeping a person at work.
4)It is the responsibility of every manager to motivate his employee.
5)Motivation may be positive or negative .Positive motivation means inspiring employee to work better , and appreciating a work that is well done ; in certain cases , by offering rewards or promotions . Negative motivation means forcing employee to work by threatening or punishing them.
NATURE OF MOTIVATION
•Based on motives
•Affected by motivating
•Goal directed behavior
•Related to satisfaction
•Person is motivated in totality
•Complex process
Role of Motivation
•High Performance Level
•Low Employee Turnover and Absenteeism
•Acceptance of Organizational Changes
Theories of motivation
•MASLOW’S NEED HIERARCHY
•HERZBERG’S MOTIVATION – HYGIENE THEORY
•McCLELLAND’S NEED THEORY
•EQUITY THEORY
Maslow’s Hierarchy of Needs
Herzberg’s Two-Factor TheoryHerzberg’s Two-Factor Theory
Comparison
McClelland’s need theory
Equity TheoryIndividuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities.
Ratio Comparison*
Employee’sPerception
Outcomes A
Inputs A
Outcomes A
Inputs A
Outcomes A
Inputs A
Outcomes B
Inputs B
Outcomes B
Inputs B
Outcomes B
Inputs B
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=
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Inequity (Under-Rewarded)
Equity
Inequity (Over-Rewarded)
*Where A is the employee, and B is a relevant other or referent.
Motivation Applications•Designing Reward System
•Job Design
•Empowerment
•Quality of work life
•Job Satisfaction
•Morale
•Designing Reward System
The keys to developing a reward program are as follows:•Identification of company or group goals that the reward program will support•Identification of the desired employee performance or behaviors that will reinforce the company's goals•Determination of key measurements of the performance or behavior, based on the individual or group's previous achievements•Determination of appropriate rewards•Communication of program to employees
Job Design
Quality of work life
Job Satisfaction
Seven Ways to Boost Employee Morale
Morale
1. Keep employees feeling their work is more than just a job.
2. Take time to creatively celebrate accomplishments.
3. Grant time off to employees to pursue projects they are passionate about.
4. Mix up the company's usual way of doing things.
5. Don't forget to have fun.
6. Train employees to develop positive attitudes.
7. Offer time away from the office to do some good.
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