2. MOTIVATION
WHAT IS MOTIVATION ?
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 behavior can be -
•desire for money
•success
•recognition
•job-satisfaction
•team work, etc
3. METHODS OF MOTIVATION
Motivation can be divided into two basic types: intrinsic motivation and extrinsic
motivation.
Intrinsic rewards
Intrinsic rewards are the non-physical rewards. They cannot be seen or touched but are emotionally
connected with the employees. In other words, intrinsic rewards can be defined as the feeling of
contentment one finds in completion of any task.
Intrinsic reward is directly related to job performance as a successful task automatically produces it.
Higher the success rate, higher will be the rate of intrinsic rewards one receives.
Different people have different perception and therefore, there are various forms of intrinsic rewards,
some of which are:
Sense of achievement- It takes lots of efforts, skills and courage to perform any task and there is no
better feeling than the joy one feels seeing his hard work pay off.
Words of praise from the seniors- Employees become more than happy when their seniors or
supervisors speak few words of appreciation for them in front of peers or co-workers.
Recognition- Everyone wants to be renowned at the place where they work. It is rewarding for
employees when they are recognized by the co-workers and other members of the company for the
work they’ve done.
Taking pride from the job- People try to avoid the credit when the jobs are wrongly done. But they feel
proud of themselves when the work is perfectly done. Such feeling of pride plays vital role in motivating
them to give continuity to make even better outputs.
4. Extrinsic rewards
Extrinsic rewards are the physical ones that come from an external source (employers) only. A properly
designed extrinsic reward can also be emotionally attached with the employees as employees value such
rewards.
An extrinsic reward is also directly related to job performance of the employees but it is necessary that
employees receive reward every time they accomplish the task. It depends upon the policy of the
company.
There are various ways a company can choose to reward its employees. Some examples of extrinsic
rewards are:
Pay
A company can design good payment for the employees as the reward for contributing their precious time
and energy in achieving the organization’s goal. A good payment is motivational and is a major factor that
affects job satisfaction.
Bonus or commission
When a company earns profit due to the effort of an individual or group of employees, the company
should appreciate their contribution by giving them additional payment as a bonus or commission.
Financial rewards are always known to have received more value from the employees.
Fringe benefits
Fringe benefits are extra facility provided to the employees in addition to their salary. Fringe benefits can
be a company’s car, free life/health insurance, employee discount scheme, pension plan, etc.
Promotion
Some employees are average performing, while some others are intensely hard working, as a result of
which they make huge difference on the company’s status. Such employees can be rewarded by handing
them over new responsibilities and duties. Promotion is directly related with increment in status, payment
and power.
5. THEORIES OF MOTIVATION
1) Maslow’s Hierarchy of Needs Theory
This theory is a classical depiction of human motivation.
This theory is based on the assumption that there is a
hierarchy of five needs within each individual. The
urgency of these needs varies. These five needs are
as follows-
Physiological needs- These are the basic needs of air,
water, food, clothing and shelter.
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- 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).
6. 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. As an individual grows psychologically, opportunities keep cropping up to
continue growing.
According to Maslow if these needs are fulfilled then a person can be motivated
7. 2) ERG motivation theory Alderfer
Clayton P. Alderfer's ERG theory condenses Maslow's five human needs into three
categories: Existence, Relatedness and Growth.
Existence Needs
It has Maslow’s first two level . It include all material and physiological desires (e.g., food,
water, air, clothing, safety, physical love and affection).
Relatedness Needs
It talks about social and external esteem; relationships with significant others like family,
friends, co-workers and employers . This also means to be recognized and feel secure as
part of a group or family. It includes Maslow's third and fourth levels.
Growth Needs
Internal esteem and self actualization; these impel a person to make creative or productive
effects on himself and the environment (e.g., to progress toward one's ideal self). Maslow's
fourth and fifth levels. This includes desires to be creative and productive, and to complete
meaningful tasks.
Even though the priority of these needs differ from person to person, Alberger's ERG theory
priorities in terms of the categories' concreteness. Existence needs are the most concrete,
and easiest to verify. Relatedness needs are less concrete than existence needs, which
depend on a relationship between two or more people. Finally, growth needs are the least
concrete in that their specific objectives depend on the uniqueness of each person.
8. 3)Theory X and Theory Y
To get started, we are going to take a look at the basic ideas behind Theory X.
In this theory, the basic underlying assumption is that people don’t want to
work. Rather than having a positive approach to their jobs, this theory
assumes that people don’t like their jobs and they only work them because
they need money.
As you would expect, Theory Y sees motivation in the opposite manner of
Theory X. Under this theory, the employees are highly self-motivated, and they
need little encouragement from upper management to deliver quality results on
a day to day basis.
The approach that you take will have a significant impact on your ability to
motivate your team members. So, it's important to understand how your
perceptions of what motivates them can shape your management style.
9. IMPOTANCE OF MOTIVATION
1) Puts human resources into action
Every concern requires physical, financial and human resources to accomplish
the goals. It is through motivation that the human resources can be utilized by
making full use of it. This can be done by building willingness in employees to
work. This will help the enterprise in securing best possible utilization of
resources.
2)Improves level of efficiency of employees
The level of a subordinate or a employee does not only depend upon his
qualifications and abilities. For getting best of his work performance, the gap
between ability and willingness has to be filled which helps in improving the level
of performance of subordinates. This will result into- Increase in productivity,
Reducing cost of operations, and improving overall efficiency.
10. 3)Leads to achievement of organizational goals
The goals of an enterprise can be achieved only when, the employees are goal-
directed and they act in a purposive manner,
Goals can be achieved if co-ordination and co-operation takes place
simultaneously which can be effectively done through motivation.
4) Leads to stability of work force
Stability of workforce is very important from the point of view of reputation and
goodwill of a concern. The employees can remain loyal to the enterprise only
when they have a feeling of participation in the management. The skills and
efficiency of employees will always be of advantage to employees as well as
employees. This will lead to a good public image in the market which will attract
competent and qualified people into a concern.
11. LEADERSHIP
What is leadership?
A simple definition is that leadership is the art of motivating a group of people to
act towards achieving a common goal.
The leader is the inspiration and director of the action. He or she is
the person in the group that possesses the combination of personality and
leadership skills that makes others want to follow his or her direction.
12. CHARACTERISTICS OF GOOD LEADER
1)Empathy: Creating a legitimate rapport with your staff makes it less likely that personal issues
and resentment can creep in and derail the group. When your team knows that you are empathetic
to their concerns, they will be more likely to work with you and share in your vision, rather than
foster negative feelings.
2) Honesty: Another characteristic of leadership that lends itself to credibility. Those who are
honest, especially about concerns, make it far more likely that obstacles will be addressed rather
than avoided. Honesty also allows for better assessment and growth.
3) Direction: Having the vision to break out of the norm and aim for great things --then the
wherewithal to set the steps necessary to get there-- is an essential characteristic of good
leadership. By seeing what can be and managing the goals on how to get there, a good leader can
create impressive change.
4)Communication: Effective communication helps keep he team working on the right projects with
the right attitude. If you communicate effectively about expectations, issues and advice, your staff
will be more likely to react and meet your goals.
5) Flexibility: Not every problem demands the same solution. By being flexible to new ideas and
open-minded enough to consider them, you increase the likelihood that you will find the best
possible answer. You will set a good example for your team and reward good ideas.
13. THEORIES OF LEAERSHIP
1) Great Man Theory :- Just as the name suggests; only a man could have the
characteristic (s) of a great leader. The Great Man theory assumes that the traits
of leadership are intrinsic. That simply means that great leaders are born they are
not made. This theory sees great leaders as those who are destined by birth to
become a leader.
2) Trait theory :- The trait leadership theory believes that people are either born or
are made with certain qualities that will make them excel in leadership roles. That
is, certain qualities such as intelligence, sense of responsibility, creativity and
other values puts anyone in the shoes of a good leader.
3) Behavioral theory :- Behavioral Leadership Theories are
developed scientifically by behavior-focused studies of a leader‘s behavior in a
conditioned situation that one can have a specific response to specific stimuli.
This behavior-focused approach provides real marketing potential.
Behavioral Leadership Theories are developed by scientifically studying the
behaviors of leaders and effects of them on the workforce and environment.
14. CONCLUSION
Both an employee as well as manager must possess leadership and
motivational traits. An effective leader must have a thorough knowledge of
motivational factors for others. He must understand the basic needs of
employees, peers and his superiors. Leadership is used as a means of
motivating others.
Given below are important guidelines that outline the basic view of motivation:
•Harmonize and match the subordinate needs with the organizational needs. As
a leader, the executive must ensure that the business has the same morals and
ethics that he seeks in his employees. He should make sure that his
subordinates are encouraged and trained in a manner that meets the needs of
the business.
•Appreciation and rewards are key motivators that influence a person to
achieve a desired goal. Rewarding good/ exceptional behavior with a small
token of appreciation, certificate or letter can be a great motivator. If a
certificate is awarded to a person, it should mention the particular act or the
quality for which the individual is being rewarded.
15. •Being a role model is also a key motivator that influences people in reaching their
goals. A leader should set a good example to ensure his people to grow and achieve
their goals effectively.
•Encouraging individuals to get involved in planning and important issues resolution
procedure not only motivates them, but also teaches the intricacies of these key
decision-making factors. Moreover, it will help everyone to get better understanding
of their role in the organization. The communication will be unambiguous and will
certainly attract acknowledgement and appreciation from the leader.
