MOTIVATION

• It is a dynamic force that sets a person into motion or action.

• Needs and desires affect a person’s behavior which then becomes goal oriented due to motivation.

• People differ by nature in their ability to perform a specific task but also in their will to do so.

• People with lesser ability but stronger will perform better than people with more ability and lack of will.

• The “will to do” is motivation

• Concept of motivation • It has 3 basic characteristics• Effort –amount of efforts put in represents

level of motivation.• Persistence—Motivation is continuously goal

directed ; once a goal is achieved efforts are directed towards higher goals ; Motivation has to be a permanent characteristic.

• Direction – Hard work and persistence determines the quality of efforts while direction determines quality of the anticipated output .

• Process of motivation

• Analysis of the situation.--- this is to ascertain the motivational needs

• Selecting and applying appropriate motivators .

• Follow up – Need to cross check if motivators applied are giving results or need to be changed.

Sources of motivation• Positive motivation –

– it involves proper recognition of employee efforts and appreciation of employees contribution in achieving organizational goals.

– It involves praise / credit for the work done. – Sincere interest in welfare of subordinates . – Delegation of authority. – Participation of subordinates in decision making process.

• Negative or fear motivation – Use of force / power / fear / threats .– Fear of punishment / un favorable consequences

changes behavior .– This may contribute towards positive results but is not a

preferred alternate in the current atmosphere.

Extrinsic motivation – • This is a type of motivation that is induced by

external factors that are mostly financial in nature . Money is the most important motivator and it can be in the form of pay / retirement plans / stock sharing options or paid vacation etc.

Intrinsic motivation –• This type of motivation is achieved by the sense of

achievement and accomplishment or in other words it is the state of self actualization . In this the satisfaction is accomplished and motivation is self generated free of financial rewards .

The intrinsic motivators are –praise / recognition / power / challenges ..

Theories of motivation

• The theories of motivation are divided into two types –the content theories and the process theories .

• The content theories attempt to determine and specify drives and needs that motivate people.

• These theories have been developed to explain nature of motivation in terms of the type of need that people experience . Focus is on factors within a person that that directs type of behavior . These theories are aimed at the aspect that people have physiological and psychological needs and they engage in activities to satisfy them ..these theories are also called the NEED theories .

• The process theories –these identifies variables that go into motivation and their relationship with each other. These theories work on HOW motivation works

Vroom’s Expectancy model• This theory is based on the belief that motivation is

determined by the nature of rewards people expect to get for the job they perform.

• A person would prefer to choose the alternate that would give him / her the maximum rewards.

• The theory is based on three elements –

1 ) Expectancy – A person’s perception that a particular outcome would come out from a particular action leads to expectancy.

The person has to believe his actions would bear fruits and he has the capability to do the things.

2) Instrumentality – Factors relates to a persons belief and expectation. It is the degree of association of first outcome to the second level of outcome. It can also be termed as performance –reward relationship. A person has to be confident that efforts would be instrumental in achieving actual rewards.

3) Valance – Values a person assigns to the desired results .

Motivation = E X I X V

All these factors need to be determined by the management to ensure motivation is achieved.

Stacy Adam’s equity theory This is a theory based on the fact that people are not

only concerned with rewards that they receive for their efforts but also with relationship of their rewards and also with the rewards received by others .

The inequity in peoples minds exists if people are underpaid or overpaid for similar efforts.

Usually the concerns are perceptive in nature and leads to tension and uneasy situations in the peoples minds.

The theory states that these tensions / uneasy situations need to be handled and removed to motivate people.

Goal setting theory ( by Edwin locke)

• This theory is based on assumption that type as well as the challenge of the goal induces and determines the motivation.

• Quality of performance is shaped by how difficult and how specific the goal is and leads on to satisfaction.

• Goal setting is only accomplished by the active support of the management.

MBO ( management by objective) • Systematic / programmatic goal setting . This type

of goal setting is set for the organization as a whole . • It is a process by which the managers and their

associates / subordinates work together towards organizational goals which are common for all.

The procedure for setting the MBO is –• Central goal setting —this is the basic phase of

MBO In this the process of defining and clarifying the organizational objectives is laid out. Care needs to be taken that the objectives are specific and realistic.

• Manager—subordinate involvement – The managers set up sub goals for the subordinates so that they can achieve the goals in sinc with the organizational goals.

• Matching goals and resources —Goals and objectives have no meaning if there are no resources to meet them . Allocation of objectives and goals has to be done based on the availability of funds and resources.

• Freedom of implementation —Objectives have to be such that their implementation is possible and the people who are given the goal also given the power to implement it.

• Review and appraisal of performance –periodic review of the progress in the passage of objective accomplishment is a must and helps in determining the path to achieve the goals.

Advantages of MBO • Result oriented process ; it focuses on setting and

controlling goals . It helps in better planning and improves managerial systems .

• Managers can plan in consultation with subordinates and this helps in obtaining maximum contributions from them and facilitates utilization of human resources.

• In the MBO process both the management as well as the subordinates know what is expected from them and hence confusion and ambiguity is removed.

• Makes the organizational goals known and better understood.

• This highlights the areas where training is more required. • The process is based on quantifiable objectives and helps in

gauging the progress periodically .• Improves communication between the management and the

subordinates.

Disadvantages • It can only succeed with the support of the management.• It is many times resented by the employees as they have

to go along with what others or the management wants. • The process leaves the subjective goals out ; in other

words it is productivity at the cost of creativity .• It is quite time consuming and requires a lot of paperwork. • By this process only short term goals are addressed as the

planning for long term goals is does not stay viable. • Many managers are not skilled to handle all aspects of the

process .• MBO integration with other systems is difficult .• Group goal achievement is quite difficult ; dependence on

other departments usually kills MBO process. • Implementation of MBO is a slow and long process ; it can

loose its power to motivate over a long period .

Herzberg two factor theory The idea behind the theory is that there are two main factors related to job

satisfaction --- Intrinsic factors and extrinsic factors. Extrinsic factors are the factors which do not give satisfaction ; they are

also called as the hygiene factors in this theory . These factors DO NOT motivate people as per this theory.

The hygiene factors are –

. Wage / salary / benefits • Company policy / rules that govern working environment • Inter personnel relations with peers / supervisors / subordinates • Working conditions / job security • Supervisor’s technical capability and quality of his work .

• The theory believes that all the hygiene factors are designed to avoid damage to the efficiency and morale but do not stimulate growth.

• These factors are termed as hygiene because hygiene medically also only prevents damage to heath and not improves physical health.

• Another criticism of the theory is that it overlooks the differences of Values and outlook of different people.

• Motivational factors--herzbergWhat motivates people….

a) The job itself– if people like their jobs they get self motivated to do it.

b) Recognition – Recognition is the key motivator ; if an

employee’s contributions are acknowledged; he is bound

to deliver. c) Achievement – Goal achievement is a great

feeling ..leading on to motivation.

d) Responsibility– The state of fulfillment of ones

responsibility acts as a big motivator. e) Growth and advancement– These act as positive

motivational tools.

Mc Gregor’s X & Y theory

• A very interesting theory which focuses on the human behavior ; It is based on two sets of assumptions –the x and the y assumptions .

X assumptions • 1) Most people dislike work and avoid it as much as

possible. • 2) They need to be directed / controlled and threatened with

punishment in order to move them to achieve goals.• 3) An average person is lazy / shuns responsibility / has little

ambition and is only concerned with his own security. • 4) Most people avoid leading and want to be lead and

supervised ; they are unwilling to accept responsibility.

Y assumptions • 1) Work is natural to most of the people and they enjoy

physical and mental efforts .• 2) Commitment to goals and objectives of the organization is

a natural state for most individuals .• 3) They exercise self direction and self control in pursuit /

achievement of goals.• 4) Commitment to goals / objectives is a function of rewards ;

especially if the rewards are appreciation / recognition. • 5) Most people have capacity of innovation / creativity for

solving problems.• 6) Many people prefer to take the leadership role than being

led.

• As per this theory the y assumptions are what motivates people and the managers help them develop but in many cases the X assumptions also work well to motivate.

Maslow’s Hierarchy of needs theory

• The most widely used motivational theory. It is based on two assumptions –one human beings have many needs that are different in nature and second that these needs need to be in the form of a hierarchy as the lower needs need to get satisfied befor the higher are addressed.

• The needs have been divided into 2 sets – Deficiency and growth needs

Growth Needs

Deficiency needs

Self Actualization Needs

Esteem Needs

Social Needs

Security Needs

Physiological Needs

• Physiological needs – Strongest motivators . These are linked to physiological / biological needs --- Like food / water / shelter / sex.

The management plays a major role in this by providing employment / wages / benefits.

• Security and safety needs —Once the Physiological needs are satisfied safety / security becomes paramount The safety is not only of physical form but also of economic aspects and job stability.

The management helps in this by providing insurances / pension plans / welfare benefits / medicinal benefits etc .

• Social and love needs – Once the above two aspects are taken care of a sense of belongingness / acceptance motivates behaviour. People want to be in atmosphere where they are wanted / loved / understood and respected.

The management helps in providing people to interact socially / creating teams / helping in making informal groups .

• Esteem needs – Need for esteem means to attain recognition. This induces a

feel of self worth and self confidence. Provides independence / status / reputation and prestige.

The management helps in designing more tasks / giving positive feedbacks/ giving recognition and encouragement / involving people in decision making process / providing executive development programs.

• Self actualization needs— The tip of motivation is the need to develop ones capacities

and potential . At this level challenges are sought to enhance growth / advancement. The person becomes content / spontaneous and self striving.

The management helps by providing employees space to shape their own jobs / gives freedom of expression / encourages creativity.

• What is motivation is not there ???

• Employee unrest

• Absenteeism

• Tardiness

• Employee turnover

• Union activity

• Early retirement

• Less job satisfaction

How to motivate them—

• Organizational factors – • salaries / wages • Promotions • Company policies.• Work environment –• Supervisory style• Work group• Working conditions• Work itself -- role specification and job description.• Personal factors –age / seniority / tenure / expertise