2. What is Motivation ?
Motivation is the characteristic that helps
you achieve your goal. It is the drive that
pushes you to work hard .It is the energy
that gives you the strength to get up and
keep going - even when things are not
going your way.
4. Objective Of Motivation
The purpose of motivation is to create condition in
which people are willing to work with zeal, initiative.
Interest, and enthusiasm, with a high personal and
group moral satisfaction with a sense of
To increase loyalty against company.
For improve discipline and with pride and confidence
in cohesive manner so that the goal of an
organization are achieved effectively.
5. Why Motivation Is Important?
This can summarize by saying that motivation is
important both to an individual and a
business. Motivation is important to an individual
1. Motivation will help him achieve his personal goals.
2. If an individual is motivated, he will have job
3. Motivation will help in self-development of
4. An individual would always gain by working with a
Similarly, motivation is important to a business
1. The more motivated the employees are, the more
empowered the team is.
2. The more is the team work and individual
employee contribution, more profitable and
successful is the business.
3. During period of amendments, there will be
more adaptability and creativity.
4. Motivation will lead to an optimistic and
challenging attitude at work place
8. Employee Motivation
Getting employees to do their best work even in strenuous
circumstances, is one of the employees most stable and
greasy challenges and this can be made possible through
Employee Performance fundamentally depend on many
factors like performance appraisals, Employee motivation,
Employee satisfaction, compensation, Training and
development, job security, Organizational structure and
other, but the area of study is focused only on employee
motivation as this factor highly influence the performance
Reward has the supremacy to magnetize, maintain and
motivate individuals towards higher performance. Frederick
Taylor and his scientific management associate described
money as the most fundamental factor in motivating the
industrial workers to attain greater productivity.
To use salaries as a motivator effectively, managers must
consider salary structures which should include importance
organization attach to each job, payment according to
performance, personal or special allowances, fringe
benefits, pensions and so on .
Leadership is about getting things done the right way, to do
that you need people to follow you, you need to have them
trust you. And if you want them to trust you and do things
for you and the organization, they need to be motivated.
Theories imply that leader and followers raise one another
to higher levels of morality and motivation.
Motivation is purely and simply a leadership behavior. It
stems from wanting to do what is right for people as well as
for the organization. Leadership and motivation are active
Empowerment is the process of enhancing the capacity of
individuals or groups to make choices and to transform
those choices into desired actions and outcomes.
Empowering can flourish virtual human capacities.
Empowered employees focus their job and work-life with
additional importance and this leads to constant progress
in coordination and work procedures.
Trust is defined as the perception of one about others, If an
organization wants to improve and be successful, trust plays a
significant role so it should always be preserved to ensure an
organizations existence and to enhance employees’ motivation
Any positive working relationship is based on trust. An
environment of trust assumes that both parties will be safe,
and it carries with it an implicit message that you have each
other’s best interests in mind. That is why employees can
accept criticism and even anger from a boss they trust. The
employees know deep down that the boss really means to
14. Maslow's hierarchy of needs
Maslow (1943) suggests that human needs can be classified
into five categories and that these categories can be arranged
in a hierarchy of importance. These include physiological,
security, belongings, esteem and self-actualization needs.
According to him a person is motivated first and foremost to
satisfy physiological needs. As long as the employees remain
unsatisfied, they turn to be motivated only to fulfill them.
When physiological needs are satisfied they cease to act as
primary motivational factors and the individual moves “up”
the hierarchy and seek to satisfy security needs. This process
continues until finally self-actualization needs are satisfied.
According to Maslow the rationale is quite simple because
employees who are too hungry or too ill to work will hardly be
able to make much a contribution to productivity hence
difficulties in meeting organizational goals.
15. Alderfer's ERG theory
Alder asserts in his Existence relatedness and growth
theory commonly known as the ERG theory that there are
three basic human needs: Existence, relatedness and
growth, which must be meet by an employee to enable
him, increase performance.
Frederick Herzberg performed studies to determine
which factors in an employee's work environment
caused satisfaction or dissatisfaction. He published
his findings in the 1959 book The Motivation to Work.
16. Two Factor Theory
Dissatisfiers: hygiene factors
• Term "hygiene" in the sense that they are
considered maintenance factors that are
necessary to avoid dissatisfaction but that by
themselves do not provide satisfaction.
Motivation is the key to success in each of our lives.
Employees can give their best if they are motivated.
Employee’s satisfaction can lead the company to the
Money is a good motivator, actually all employees’
work for money, employees need the money, a good
salary and good compensations are key factors in
satisfying the employee.
A good work environment and good work conditions
can increase employee job satisfaction and the
employees will try to give their best which can increase
the employee work performance.
If companies create a fair competitive environment,
like fair treatment, fair compensation, fair work hours,
these will improve employee job attitudes; fairness can
also motivate employees to be hard working.
Notes de l'éditeur
ERG theory has three key differences from Maslow's theory:
It suggests that people can be motivated by needs from more than one level at the same time. There is not necessarily a strict progression from one level to the next.
It acknowledges that the importance of the needs varies for each person and as circumstances change. Some people might put a higher value on growth than relationships at certain stages of their lives.
It has a "frustration-regression" element. This means that that if needs remain unsatisfied at one of the higher levels, the person will become frustrated, and go back to pursuing lower level needs again.