The document discusses different definitions and theories of motivation. Scott defines motivation as stimulating people to action to accomplish goals, while McFarland defines it as how desires, aspirations, and needs direct behavior. Motivation is an essential aspect of human resource management and activates better job performance and productivity. Characteristics of motivation include it being personal, continuous, complex, goal-oriented, and having intrinsic and extrinsic factors. Motivation leads to effective utilization of resources, willingness to work, acceptance of change, and organizational effectiveness. Theories discussed include Maslow's hierarchy of needs, Herzberg's two-factor theory, and expectancy theory. Strategies for improving motivation involve financial rewards and non-financial approaches like participation and job enrichment.

1. Presented By:- 1

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3. Scott has defined Motivation as:
“Motivation means a process of stimulating
people to action to accomplish desired
goals.”
As against this, Mc Farland has defined it as:
“Motivation refers to the way in which argues,
desires, aspirations, strivings, needs direct,
control, or explain the behaviour of
human beings.”
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4.  Motivation is one of the essential aspect of
HRM.
 Motivation activates people for better job-
performance and high productivity.
 Motivation can be understood as a set of
forces or inner thoughts that cause people to
behave in certain ways.
 Motivation is a step-by-step process that
prompts an individual into action.
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5. Characteristics of Motivation
 Motivation is personal as well as
psychological concept
 Motivation is a continuous process
 Motivation is a complex subject
 Motivation is goal oriented
 Intrinsic and extrinsic Motivation
 Positive and Negative Motivation
 Motivation is behavior oriented
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7.  Effective utilization of Human Resources
 Effective utilization of other resources
 Willingness to work
 Acceptance for change
 Public image
 Co-operation between employees
 Better Supervision
 Organizational effectiveness
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8. Techniques or Methods of Motivation
 Participation
 Behavioural motivation
 Money and Financial Benefits
 Work Group
 Profit sharing plans
 Skill based pay
 Flexible return
 Representation
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9. Rules relating to steps
Variability
Participation
Attain ability
Managerial theory
The human element
Individual group relationship
Self-interest and motivation
Sizing up
Preparing a set
of motivating
tools
Selecting and
applying
motivators
Feedback
Steps of motivation
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11. PURPOSE OF MOTIVATION
To create conditions in
which people are willing to
work with zeal, initiative,
interest and enthusiasm
with sense of responsibility,
loyalty and discipline, and
with pride and confidence in11

12.  Carrot and Stick Approach Theory- Vroom and deci
 Fear and Punishment Theory
 Theory ‘X’ and Theory ‘Y’- Douglas Mc Gregor
 Maslow’s Need Hierarchy Theory- Abraham Maslow
 Herzberg’s Two Factor Theory- Frederick Herzberg
 Mc Clelland’s Motivation Theory-David C Mc Clelland
 The Expectancy Theory of Motivation- H. Vroom
 Theory Z- William Ouchi
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13. Maslow’s Hierarchy of Needs
Self
Actualization
Self esteem
Social Needs
Safety & Security Needs
Psychological Needs
Higher
Order
Needs
Lower
Order
Needs
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14. Maintenance
Factors
• Dis-satisfiers
• Job Context
• Hygiene
• Extrinsic
Motivational
Factors
• Satisfiers
• Job Content
• Motivators
• Intrinsic
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15. Need for
Achievement
Need for
Power
Need for
Affiliation
Achieve success in
competitive
situations and to
strive to succeed
Dominate, Influence
and control people
Social need and close
relationship
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16. STRATEGIES FOR IMPROVING MOTIVATION
• Money, Wages & Salary
• Bonuses, Leave with pay
• Medical & Educational
reimbursement
• Profit sharing
• Economic Reward
Financial
• Goal-setting
• Participation
• Job Enrichment
• Reinforcement
• Transcendental Meditation
• Job Enlargement
• Quality of Work Life
Non-
financial
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