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MOTIVATION
PRESENT BY-
PRANAB SARKAR
Importance of Motivation
Helps in satisfying needs of the Employees
Change the negative attitude to Positive attitude
Reduce labor turnover
Reduce absenteeism
Helps in introducing changes
Improves level of efficiency of employees
Creating friendly and supportive relationship
DEFINATION OF MOTIVATION
“Motivation means a process of
stimulating people to action to
accomplished desired goals”
Types of motivation
Positive motivation Negative motivation
Positive motivation
 Positive motivation induces people to do work in the best
possible manner and to improve their performance.
 Positive motivation is the type of motivation a person feels when
he expects a certain reward.
 An example of Positive motivation :
when a Boss tells his subordinate , "if you achieve the target on the
time I will give you promotion “
Negative motivation
 Negative incentives are those whose purpose is to correct the
mistakes or defaults of employees.
 Negative incentive is generally resorted to when positive incentive
does not works and a psychological set back has to be given to
employees.
 An example of Positive motivation :
When a Boss tells his subordinate , "if you do not achieve the target on
the time I will give you demotion”
Maslow’s Theory of Motivation
 Abraham Maslow is well renowned for
proposing the Hierarchy of NeedsTheory in
1943.
 Maslow was of the view that needs have
priority, i.e., needs are satisfied in an order.
 As soon as the lower level needs are satisfied.
Those on the next higher level emerge.
 Thus, he considered an individual's motivation
behavior as a predetermined order of needs.
Abraham Maslow
Hierarchy of Needs Theory
Self-
Actualization
need
Esteem Needs
Social needs
Safety needs
Basic/ Physiological Needs
food, water, air, shelter, sleep, thirst, etc.
security of job and need for a predictable, secure and safe environment
reputation, prestige, power, status, recognition and respect of others.
needs for belongingness, friendship, love, affection, attention and social
acceptance.
 Physiological needs-These are the basic needs of air, water, food, clothing and shelter. In other words,
physiological needs are the needs for basic amenities of life.
 Safety needs- Safety needs include physical, environmental and emotional safety and protection. For
instance- Job security, financial security, protection from animals, family security, health security, etc.
 Social needs-These needs emerge from society. Man is a social animal.These needs become important.
Social needs include the need for love, affection, care, belongingness, and friendship.
 Esteem needs- Esteem needs are of two types: internal esteem needs (self- respect, confidence,
competence, achievement and freedom) and external esteem needs (recognition, power, status, attention
and admiration).
 Self-actualization need-This include the urge to become what you are capable of becoming / what
you have the potential to become. It includes the need for growth and self-contentment. It also includes
desire for gaining more knowledge, social- service, creativity and being aesthetic.The self- actualization
needs are never fully satiable.As an individual grows psychologically, opportunities keep cropping up to
continue growing
McGregor :Theory X and Theory Y
 In 1960, Douglas McGregor
formulatedTheory X andTheoryY
suggesting two aspects of human
behavior at work
 According to McGregor, the
perception of managers on the
nature of individuals is based on
various assumptions.
DOUGLAS MCGREGOR
Theory X and Theory Y (Douglas McGregor)
Assumptions of Theory X
 An average employee does not like work and
tries to escape it whenever possible.
 He lacks ambition and dislikes responsibility
 Since the employee does not want to work,
he must be persuaded, compelled, or
warned with punishment so as to achieve
organizational goals.
 A close supervision is required on part of
managers.The managers adopt a more
dictatorial style.
Assumptions of Theory y Employees can perceive their job as relaxing and
normal.
 Employees not require only threat, external control
and coercion to work, but they can use self-direction
and self-control if they are dedicated and sincere to
achieve the organizational objectives.
 If the job is rewarding and satisfying, then it will result
in employees’ loyalty and commitment to organization.
 The employees have skills and capabilities.Their logical
capabilities should be fully utilized. In other words, the
creativity, resourcefulness and innovative potentiality
of the employees can be utilized to solve organizational
problems.
Motivation
 In 1959, Frederick Herzberg, a
behavioral scientist proposed a two-
factor theory or the motivator-
hygiene theory.
 According to Herzberg, there are
some job factors that result in
satisfaction while there are other job
factors that prevent dissatisfaction.
Two-Factor Theory (Frederick Herzberg)
Hygiene factors
Motivators
Hygiene factors
Hygiene factors are those job factors which are essential for
existence of motivation at workplace.
These do not lead to positive satisfaction for long-term. But
if these factors are absent / if these factors are non-existent
at workplace, then they lead to dissatisfaction.
Hygiene factors are also called as dissatisfies or
maintenance factors as they are required to avoid
dissatisfaction.These factors describe the job environment /
scenario.
Hygiene factors
 Company policy and administration
 Technical aspects of supervision
 Interpersonal aspects of supervision
 Interpersonal relations with peers and subordinates
 Working conditions
 Salary
 Status
 Job security
 Pay-The pay or salary structure should be appropriate and reasonable. It must be equal and competitive to those in
the same industry in the same domain.
 Company Policies and administrative policies-The company policies should not be too rigid.They should be fair
and clear. It should include flexible working hours, dress code, breaks, vacation, etc.
 Fringe benefits-The employees should be offered health care plans (mediclaim), benefits for the family members,
employee help programmes, etc.
 PhysicalWorking conditions-The working conditions should be safe, clean and hygienic.The work equipments
should be updated and well-maintained.
 Status-The employees’ status within the organization should be familiar and retained.
 Interpersonal relations-The relationship of the employees with his peers, superiors and subordinates should be
appropriate and acceptable.There should be no conflict or humiliation element present.
 Job Security-The organization must provide job security to the employees
Motivational factors-
The motivational factors yield positive satisfaction.These factors motivate the employees for a
superior performance.
These factors are called satisfiers.
These are factors involved in performing the job. Employees find these factors intrinsically
rewarding.
The motivators symbolized the psychological needs that were perceived as an additional
benefit.
 Recognition-The employees should be praised and recognized for their accomplishments by
the managers.
 Sense of achievement-The employees must have a sense of achievement.This depends on the
job.There must be a fruit of some sort in the job.
 Growth and promotional opportunities-There must be growth and advancement opportunities
in an organization to motivate the employees to perform well.
 Responsibility-The employees must hold themselves responsible for the work.The managers
should give them ownership of the work.They should minimize control but retain
accountability.
 Meaningfulness of the work-The work itself should be meaningful, interesting and challenging
for the employee to perform and to get motivated.

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3.motivation

  • 2. Importance of Motivation Helps in satisfying needs of the Employees Change the negative attitude to Positive attitude Reduce labor turnover Reduce absenteeism Helps in introducing changes Improves level of efficiency of employees Creating friendly and supportive relationship
  • 3. DEFINATION OF MOTIVATION “Motivation means a process of stimulating people to action to accomplished desired goals”
  • 4. Types of motivation Positive motivation Negative motivation
  • 5. Positive motivation  Positive motivation induces people to do work in the best possible manner and to improve their performance.  Positive motivation is the type of motivation a person feels when he expects a certain reward.  An example of Positive motivation : when a Boss tells his subordinate , "if you achieve the target on the time I will give you promotion “
  • 6. Negative motivation  Negative incentives are those whose purpose is to correct the mistakes or defaults of employees.  Negative incentive is generally resorted to when positive incentive does not works and a psychological set back has to be given to employees.  An example of Positive motivation : When a Boss tells his subordinate , "if you do not achieve the target on the time I will give you demotion”
  • 7. Maslow’s Theory of Motivation  Abraham Maslow is well renowned for proposing the Hierarchy of NeedsTheory in 1943.  Maslow was of the view that needs have priority, i.e., needs are satisfied in an order.  As soon as the lower level needs are satisfied. Those on the next higher level emerge.  Thus, he considered an individual's motivation behavior as a predetermined order of needs. Abraham Maslow
  • 8. Hierarchy of Needs Theory Self- Actualization need Esteem Needs Social needs Safety needs Basic/ Physiological Needs food, water, air, shelter, sleep, thirst, etc. security of job and need for a predictable, secure and safe environment reputation, prestige, power, status, recognition and respect of others. needs for belongingness, friendship, love, affection, attention and social acceptance.
  • 9.  Physiological needs-These are the basic needs of air, water, food, clothing and shelter. In other words, physiological needs are the needs for basic amenities of life.  Safety needs- Safety needs include physical, environmental and emotional safety and protection. For instance- Job security, financial security, protection from animals, family security, health security, etc.  Social needs-These needs emerge from society. Man is a social animal.These needs become important. Social needs include the need for love, affection, care, belongingness, and friendship.  Esteem needs- Esteem needs are of two types: internal esteem needs (self- respect, confidence, competence, achievement and freedom) and external esteem needs (recognition, power, status, attention and admiration).  Self-actualization need-This include the urge to become what you are capable of becoming / what you have the potential to become. It includes the need for growth and self-contentment. It also includes desire for gaining more knowledge, social- service, creativity and being aesthetic.The self- actualization needs are never fully satiable.As an individual grows psychologically, opportunities keep cropping up to continue growing
  • 10. McGregor :Theory X and Theory Y  In 1960, Douglas McGregor formulatedTheory X andTheoryY suggesting two aspects of human behavior at work  According to McGregor, the perception of managers on the nature of individuals is based on various assumptions. DOUGLAS MCGREGOR
  • 11. Theory X and Theory Y (Douglas McGregor)
  • 12. Assumptions of Theory X  An average employee does not like work and tries to escape it whenever possible.  He lacks ambition and dislikes responsibility  Since the employee does not want to work, he must be persuaded, compelled, or warned with punishment so as to achieve organizational goals.  A close supervision is required on part of managers.The managers adopt a more dictatorial style.
  • 13. Assumptions of Theory y Employees can perceive their job as relaxing and normal.  Employees not require only threat, external control and coercion to work, but they can use self-direction and self-control if they are dedicated and sincere to achieve the organizational objectives.  If the job is rewarding and satisfying, then it will result in employees’ loyalty and commitment to organization.  The employees have skills and capabilities.Their logical capabilities should be fully utilized. In other words, the creativity, resourcefulness and innovative potentiality of the employees can be utilized to solve organizational problems.
  • 14. Motivation  In 1959, Frederick Herzberg, a behavioral scientist proposed a two- factor theory or the motivator- hygiene theory.  According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction.
  • 15. Two-Factor Theory (Frederick Herzberg) Hygiene factors Motivators
  • 16. Hygiene factors Hygiene factors are those job factors which are essential for existence of motivation at workplace. These do not lead to positive satisfaction for long-term. But if these factors are absent / if these factors are non-existent at workplace, then they lead to dissatisfaction. Hygiene factors are also called as dissatisfies or maintenance factors as they are required to avoid dissatisfaction.These factors describe the job environment / scenario.
  • 17. Hygiene factors  Company policy and administration  Technical aspects of supervision  Interpersonal aspects of supervision  Interpersonal relations with peers and subordinates  Working conditions  Salary  Status  Job security
  • 18.  Pay-The pay or salary structure should be appropriate and reasonable. It must be equal and competitive to those in the same industry in the same domain.  Company Policies and administrative policies-The company policies should not be too rigid.They should be fair and clear. It should include flexible working hours, dress code, breaks, vacation, etc.  Fringe benefits-The employees should be offered health care plans (mediclaim), benefits for the family members, employee help programmes, etc.  PhysicalWorking conditions-The working conditions should be safe, clean and hygienic.The work equipments should be updated and well-maintained.  Status-The employees’ status within the organization should be familiar and retained.  Interpersonal relations-The relationship of the employees with his peers, superiors and subordinates should be appropriate and acceptable.There should be no conflict or humiliation element present.  Job Security-The organization must provide job security to the employees
  • 19. Motivational factors- The motivational factors yield positive satisfaction.These factors motivate the employees for a superior performance. These factors are called satisfiers. These are factors involved in performing the job. Employees find these factors intrinsically rewarding. The motivators symbolized the psychological needs that were perceived as an additional benefit.
  • 20.  Recognition-The employees should be praised and recognized for their accomplishments by the managers.  Sense of achievement-The employees must have a sense of achievement.This depends on the job.There must be a fruit of some sort in the job.  Growth and promotional opportunities-There must be growth and advancement opportunities in an organization to motivate the employees to perform well.  Responsibility-The employees must hold themselves responsible for the work.The managers should give them ownership of the work.They should minimize control but retain accountability.  Meaningfulness of the work-The work itself should be meaningful, interesting and challenging for the employee to perform and to get motivated.