motivation

Motivation

Organizations objectives

Activities to achieve the objectives

Managers should try hard to make the employee do the activities to achieve the objectives.

Performance = Ability X Motivation

Motive is defined as needs, wants, drives, impulse etc within the individual.

Definition of motivation

Motivation means a process of stimulating/energizing people to accomplish the desired goals.

Motivation refers to the way in which drives, desires, aspiration, and strivings and needs direct, control or explain the behavior of human beings.

Motivation is an instrument in the hands of managers for inspiring and creating confidence in the workforce that they are capable of achieving good results.

Example for motivator: Money, Job security, Responsibility, Recognition, Possibility of Growth and Development, Suggestion scheme

Importance of Motivation

Helps in realizing organizational goals

Helps in increasing productivity

Helps in Reducing employees turnover and absenteeism

Helps in maintaining good industrial relations

Helps in getting right personnel

Helps in reducing employee grievances

Motivation theories

1. Abraham Maslow’s Hierarchy of Needs Theory

1.      Physiological needs

Basic needs for sustaining human life.

Food , shelter, water, sleep etc.

Basic needs motivate people to do the job

2.      Security of Safety needs

Fear of losing job, physical danger, pension

3.      Affiliation or Acceptance needs

As a social being, people want to be accepted by others in the society.

4.      Esteem needs

Power, prestige, status, self – confidence

5.      Need for self-actualization

Highest need in hierarchy.

Desire to become what one is capable of becoming.

To maximize one’s potential and to accomplish something.

2.      Herzberg two-factor theory - Motivation-hygiene approach to motivation

dissatisfiers /maintenance /hygiene factors

The presence will not motivate you, but the absence will dissatisfy you.

Eg: Salary, job security, working condition, company policy,  administration, status, interpersonal relationships

motivator/satisfier- the presence will satisfy/ motivate you

Eg: Achievement, recognition, challenging work, advancement, growth in job.

Comparison of Maslow’s need hierarchy and Herzberg’s 2 factor theory

Figure:

3.      Equity theory(compare/equate himself with others based on fairness of reward relative to inputs)

Individual’s judgment about the fairness of reward he got relative to inputs in comparison with reward of other.

Inputs are effort, education, and experience

Outcomes by a person/inputs by a person ==  Outcomes by a person/inputs by another person

If people feel they are inequitably (irregular, disproportionate) rewarded, they may be dissatisfied and reduce the quantity / quality of output/or may leave the organization., ask for a greater reward.

If people If people feel they are equitably (fairly) rewarded, they will continue at same level of output.

If people feel that the rewards are greater than equitable, they may work harder.

                                                                                                                

4. McClelland Needs theory of motivation

Need for power

               Power is needed for exercising influence and control over others

Need for affiliation

As a social being, people want to be accepted by others in the society/no one should reject them.

Need for Achievement

Intense desire for success and intense fear of failure.

They set difficult goals , assume personal responsibility for getting a job done, restless, like to work long hours

5.      McGregors Theory X and Theory Y

Assumptions about humans 2 predict the behavior of employees.

Theory X - Authoritarian Style

Theory Y - Participative management style

6.      Vroom’s Expectancy theory

Force=valence*expectancy

Force- strength of a person motivation

Valence- value they place on the outcome of their effort./ chance he sees of achieving that goal.