Motivation is the word derived from the word ‘motive’ which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals. In the work goal context the psychological factors stimulating the people’s behaviour can be –

Desire for Money.Encouragement. Success.Recognition.Job Satisfaction.Team Work.

“Motivation is something that moves the person to action, and continues him in the course of action”.

According to McFarland, “ Motivation refers to the way in which urges, drives, desires, aspirations, need direct, control or explain the behavior of human beings”.

TYPES OF MOTIVATION:-Achievement Motivation Competence MotivationPower Motivation Attitude MotivationIncentive Motivation

WHAT MOTIVATES PEOPLE IN THE ORGANAISATION MOST

Assumption of Theory ‘X’ :- Employees inherently do not like work and whenever possible, will attempt to avoid it. Employees dislike work, they have to be forced, coerced or threatened with punishment to achieve goals. Employees avoid responsibilities and do not work fill formal directions are issued. At the end they get punished from their managers.

Assumption of Theory ‘Y’ :- Physical and mental effort at work is as natural as rest or play. People do exercise self-control and self-direction if they are committed to those goals. Average human beings are willing to take responsibility and exercise imagination, ingenuity and creativity in solving the problems of the organization. They fullfill the organisational goals and get a reward from the managers.

Comparison of Theories ‘X’ and ‘Y’:- Theory ‘X’ Theory ‘Y’ Theory X assumes human

beings to be inherently distasteful towards work.

Theory X emphasizes that people do not have ambitions and try to avoid responsibilities in jobs.

The capacity for creativity is low.

Motivating factors are the lower needs.

Get punishments.

Theory Y assumes that for human beings, work is as natural as play.

Theory Y are just the reverse.

The capacity for creativity is high.

Higher order needs are more important for motivating.

Get rewards.

Abraham Maslow saw human needs in the form of a hierarchy, ascending from the lowest to the highest, and he concluded that when one set of needs is satisfied, this kind of need ceases to be a motivator.

Figure: Maslow’s Need Hierarchy Theory

Expectancy TheoryExpectancy Theory Developed by Victor Vroom and is a very

popular theory of work motivation.Vroom suggests that motivation will be high

when workers feel:High levels of effort lead to high performance. High performance will lead to the attainment of

desire outcomes.Consists of three areas:

Expectancy, Instrumentality, & Valence.

Expectancy TheoryExpectancy TheoryHigh ExpectancyHigh Expectancy

(Worker knows that(Worker knows thatif they try, they canif they try, they can

perform)perform)

High ExpectancyHigh Expectancy

(Worker knows that(Worker knows thatif they try, they canif they try, they can

perform)perform)

High High InstrumentalityInstrumentality

(Worker perceives that(Worker perceives thathigh performancehigh performanceleads to outcomes)leads to outcomes)

High High InstrumentalityInstrumentality

(Worker perceives that(Worker perceives thathigh performancehigh performanceleads to outcomes)leads to outcomes)

High ValenceHigh Valence

(Worker desires the(Worker desires theoutcomes resultingoutcomes resulting

from highfrom highperformance)performance)

High ValenceHigh Valence

(Worker desires the(Worker desires theoutcomes resultingoutcomes resulting

from highfrom highperformance)performance)

High High MotivationMotivation

High High MotivationMotivation

PRESENTED BY:-Ritam Bhattacharjee (MBA 1st Year) IIAS School Of Management Siliguri.