Hi guys this tells about how to motivate your self

1. 1
THIAGARAJAR SCHOOL OF MANAGEMENT
PAMBAN SWAMY NAGAR, THIRUPARAKUNDRAM
MADURAI, 625005
OB ASSIGNMENT–HOW TO MOTIVATEYOURSELF
Submitted By : HARITHA THANGAVEL (1713026)
SOUMYADEEP DEB (1713088)
YUGANDHAR PRUDHVI (1713120)
1ST YEAR PGDM ‘A’
ORGANIZATIONAL BEHAVIOUR - II
How would you motivate yourself when everything around you seems to be
hopeless?

2. 2
ABSTRACT:
“Job Crafting” - In which individuals alter and reshape their jobs in much better way to better suit their
skills and interests which results in increased job satisfaction, numerous positive outcomes , including
engagement, resilience and thriving. The action of crafting, makes employee’s to found have an
opportunity to use their strengths efficiently through continuous experimentation, boundary formation and
social engagement which leads to greater emotional well-being in the Organization as well as the Society.
Job crafting always leads to increased work commitment, satisfaction, and attachment to the job and
enables mobility into new roles, thereby encouraging the overall performance. So, that employee can go
home with more satisfaction and can give more positivity towards the work, he is engaged with. This
briefing introduces the core ideas of job crafting theory for management students by defining it,
describing why it is important , summarizing key research findings for employees.
APPROACH:
There are three different ways that people could use to craft their jobs they are doing (Berg, Dutton &
Wrzesniewski, 2013)
* TASK CRAFTING
Task Crafting involves changing the boundaries of the job by taking on more or fewer tasks, expanding or
diminishing the scope of tasks, and altering the way tasks are performed.
This is done by add tasks into their working day and find meaning to the job they are doing, emphasizing
and building on tasks already find meaningful or redesigning unwanted tasks by adding different
techniques or technologies that can help to craft the work to become easier and more in line with the
interests and strengths.
In my point of view, if one is well aware of the job and he has better understanding on the work he is
doing. They can easily succeed in their career and can get more satisfaction towards the work. Later,
based on the understanding one can specify the task according to the requirement and make it done
completed successfully.
*RELATIONAL CRAFTING:
Reframing the social relationships that people have at the workplace by altering the extent or nature of
their interactions with others.
People can craft their relationships by reframing or adapting the meaning and purpose of why they
interact with each other. And while working with people, it is tough sometimes, here is the tip to make
them more meaningful:
“People can build a relationship with colleagues or customers by expressing appreciations.”
In Relationship Crafting, one should understand the reason why they are interacting and if the relationship
is healthier, one can proceed with the relationship. If people have better understanding of each other, then
their conversation of any topic will be smooth. If not, whatever topic it is, even if it is related to work, it
will end up in failure.

3. 3
So, one should have to maintain healthier conversation and relationship with each other. Because,
Communication helps in developing the knowledge. During Communication, one can become aware of
new things that is happening in and around organization and around the world.
*COGNITIVE CRAFTING:
Cognitive crafting comprises changing the way that people think about your job by altering how they
perceive their job tasks or viewing these tasks as part of the collective whole as opposed to a set of
separate job demands.
Perception can differ from person to person. Whatever, it is their perception, one should not criticize
others job. Unless, they are not well aware of it. Work, workplace culture as well as working place
infrastructure may differ across companies around the world.
JOB CRAFTING APPROACH
JOB CRAFTING INTERVENTION:
Job Crafting Intervention (JCI) which involves the assessing the employee’s strengths and
communicating support for them to re-craft their job in accordance with their desired performance results
(French, 2010).
Wrzesniewski, who introduced the concept of job crafting in 2001 also suggests in her speech made in
2014 that any organization could seed effective job crafting through:
 Enhancing support and autonomy,

4. 4
 Creating development plans for employees
 Developing strategic goals and
 Holding job crafting meet-ups
JOB CRAFTING IS ABOUT PROACTIVE:
People will craft their jobs differently, people will have a unique set of strengths and approach towards
their work. The key to creating a job crafting workplace is to be proactive.
The study performed by Berg and Dutton (2010) suggests that job crafting is a proactive process which
involves adaptive action and actually a job crafting environment can help employees cope with changes
better. Be adaptive, encourage creativity and start reframing.
CRITICIZE:
FOR EMPLOYEES IN GENERAL:
The success of the job crafter may depend largely on his or her ability to take advantage of the resources
at hand. Everyone is different, and it is difficult for an organization to create optimal job designs for every
individual employee. Job craft cannot be fixed, it can be adapted over time to accommodate employee
unique and ever-changing backgrounds, motives, and preferences.
FOR MANAGERS:
Job crafting cannot be always positive. It has the potential to cause harm if the crafting goes against
organizational goals or produces negative side effects. Even if job crafting is good for an individual, it
may be harmful to the overall organization. It is in the hands of Managers to retain the employee’s and
make them crafting their work according to the organizational goals.
Maintaining open communication to the employees will help employee in crafting their job as expected.
Job Crafting gives more satisfaction to the employee as well as manager who are working in an
organization, if manager hears the grievance of employee and make the workplace comfortable for them
to work with.
CONCLUSION:
I would like to conclude that for all employees, job crafting can be a good way to increase motivation and
other positive work outcomes. Employees should therefore be encouraged with more positive influence
on the characteristics of their work. Whether job crafting is positive for organizations depends on the
specific changes that employees initiate. Job crafting can lead to higher employee motivation and
effectiveness. But an employee must not be too much to meet his own needs. The employer has the task
of releasing employees to be more productive, motivated and satisfied, by allowing them to work,
without compromising the organization's policy and planning.
How can the employees motivate themselves?
ABSTRACT:

5. 5
Controlling employee’s emotion is a huge challenge in each and every organizations today. Authorities
can feel that their employees are having a great potential but their affinity towards work is very low. In
most cases it is observed that employees only restricting themselves to work. They are not permitting
themselves psychologically to work. And not only that their numbers are not small. 80% of the employees
do not want to work voluntarily. Which is not expected by the organizations. But they even do not have
any feasible way out. As a result they are failing productivity, quality and value of work. . Everywhere
same situations are observed. Is it possible to that any person, place, event or anything which really can
make change in the mind-set of the employees drastically? This is a million dollar question in today’s
world
Human mind is the most beautiful and dangerous object in the universe. It is having a level of power
which can achieve everything even can destroy too, including itself. In the case of employees behavior in
the organizations is the simple instance negative mind-set. Behavioral science states that the human is
easily changeable. Which is very good sign for every organizations. Because they at-least have some hope
to improve their condition. Every organization is now searching for a simple threshold which can change
their employee’s mind-set drastically but holistically. They are investing a decent amount from their
equity to improve employee’s psychological condition.
In this paper we have tried to portray some theoretical and practical approaches which may helpful for the
development of the employees in different organizations. These approaches are actually based on human
psychology and behavioral science.
APPROACH:
Motivation is the driving force that drives a person towards accomplishment of his goals it is often an
important factor in the organisation because a person needs to attain and achieve more in the organisation.
When any employee gets demotivated there may be many n number of reasons for it administration or
management also may be a reason. But management should not leave an employee like that because he is
the important asset to the organisation and even if he is demotivated mean the productivity of the
organisation and effectiveness of the work also falls down rapidly which is a severe treat to the
organisation.
At many times the employee need to be motivated himself i.e., the motivation should come from himself
(intrinsic motivation). Because many times the organisation cannot motivate him so he needs to be
motivated by himself and he should not express his demotivation or distress towards the work but should
accept whatever is going and whatever is happening and he should face obstacles whatever they may be
but should not run from them because he should think that if he run away the issues will become more
complex rather than settling down.
In order to motivate ourselves we need to take inspiration of someone observe how they are leading their
life how they faced each and every issue that came their way and by that we can get some elemental form
of information through which we can understand and build passion among ourselves to achieve
something.

6. 6
He should think the simple things like how to overcome this adversity what are the options i left over with
and how can I attain them. He also needs to be psychologically strong enough for that they can go to their
inspiration and what they did to overcome this fault say some may go for yoga and some for other things.
He should understand that nothing happens if he runs against and something may happen if at least he
walk towards it and should face the issue. He should only think that it is vital that he learnt to transmute
all his obstacles and repercussions to full to feed our fire. One should not think about the uncontrollable
factors like nature but should only think about the controllable things i.e., which are in his hand.
Some of the Theories which can motivate a person can be as follows:
1) Maslow’s Hierarchy of Needs Theory:
 Psychological: Includes hunger, thirst, shelter, sex and other bodily needs.
 Safety: Security and protection from physical and emotional harm.
 Social: Affection, belongingness, acceptance and friendship.
 Esteem: Include factors such as self-respect, autonomy, and achievement , external
factors such as status, recognition, and attention.
 Self-actualization: Drive to become what we are capable of becoming; includes growth,
achieving our potential, and self-fulfillment.
2) Douglas McGregor Theory X & Theory Y:
 Theory X: Managers believe employees inherently dislike work and must therefore be
directed or even coerced into performing it.
 Theory Y: Managers assume employees can view work as being as natural as rest or
play, and therefore the average person can to accept,and even seek , responsibility.
3) Hertzberg‘s Two-Factor Theory (Motivation – Hygiene Theory):
 Intrinsic Factors: Advancements , recognition , responsibility, and achievement seem
related to job satisfaction.
 Extrinsic Factors: Supervision, pay, company policies and working conditions.
4) David McClelland’s Theory of Needs:
 Need for Achievement(nAch): It is the drive to excel, to achieve in relationship to a set
of attributes.
 Need for Power(nPow): It is need to make others behave in a way they would not have
otherwise.
 Need for affiliation(nAff):It is the desire for friendly and close interpersonal
relationships.
 Self-Determination Theory:
 A theory of motivation that is concerned with the beneficial effects of intrinsic
motivation and the harmful effects of extrinsic motivation.

7. 7
5) Cognitive Evaluation Theory:
 A version of self-determination theory which holds that allocating extrinsic rewards for
behavior that had been previously intrinsically rewarding tends to decrease the overall
level of motivation if the rewards are seen as controlling.
6) Job Engagement:
 The investment of an employee’s physical , cognitive , and emotional energies into job
performance.
7) Goal-Setting Theory:
 A theory that says that specific and difficult goals, with feedback , lead to higher
performance.
8) Albert Bandura’s Self-Efficacy Theory:
 An individual’s belief that he or she is capable of performing a task.
 Enactive Mastery,Vicarious modeling, verbal persuasion and Arousal.
9) Reinforcement Theory:
 A theory that says behavior is a function of its consequences.
10) Expectancy Theory:
 A theory that says that the strength of a tendency to act in a certain way depends on the
strength of an expectation that the act will be followed by a given outcomes and on the
attractiveness of that outcome to the individual.
11) Equity Theory/Organizational Justice :
 A theory that says that individuals compare their job inputs and outcomes with those of
others and then respond to eliminate any inequities.
Some of the important principles from the stoic philosophies are:
1)Should know all emotions come with in
One should identify, know and obey the fact that all the emotion comes from within him and no external
factors acts on us. It is only what we feel ourselves acts on us and many individuals feel that external
forces act and always wants to blame them rather than holding the responsibility for themselves.
2)Should find someone to respect,use them and stay honest
The acts that an individual performs today is the result of something or someone he took as inspiration
and they learnt, learning and will learn from the same individuals. Generally, people focus on their
inspirations mind set, the way they think, the way they act, their techniques, their acts, their success and
even their failures.
3)Should recognise there is a life after failure

8. 8
Many people feel depressed by seeing the failure but the fact is that one can’t know the value of success if
there is no failure. One should consider them as a stepping stones for their success and should build their
empire from their failure. Classical examples of failures are Sir APJ Abdul Kalam and Amitabh bachan.
4)Should read purposefully and carefully apply the knowledge
One should purposefully read anything because without any purpose it’s simply waste of valuable time
and energy of an individual. So, one should be careful and should read and also should know how his
knowledge will be useful and where to apply his knowledge.
5)Should challenge oneself that they should be honest
One should challenge himself that he should be honest at least to himself because being honest helps to
stay positive which in turn acts as a motivation to himself.
6)Should reflect on what things one spends most time on
Many people think that they have more time and spend their time on useless things too but one should
think that his time is so valuable and he should invest that basing on his interesting tasks and prioritised
tasks rather than wasting his precious time. Because if we spend our time on useless things we find no
time available for useful things which creates pressure among us and leads to demotivation.
7)Should remember himself that he is not there to procrastinate
One should keep his laziness apart and should focus on his habitual actions which he needs to do rather
than simply passing the time.
Best way to tackle with these kind of situation is they should not consider some external force will
motivate them but they should act themselves and should get the motivation internally (intrinsic
motivation). He should feel that he can only do that work and he should do that work as there is no other
way for him.
Content:
Demotivated employees are present in each and every organisation and they can be and should be
motivated by many factors and in many ways some can be motivated through material perks (bonuses,
game rooms, free food etc) but these efforts won’t give the benefit for the long term wellbeing instead
these demotivated employees can be motivated by inspiration, self-care.
Inspiration can be considered as the major driving force for an employee because they will be more
focused, creative, and resilient when they know or reminded by his superior that how their work is
influencing and improving people’s life this is done by telling how their contribution helped in getting
revenues and how they are spending part of revenues into charity and how many life’s are enlightening by
them. This creates a kind of positive feeling which acts as a motivation and also helps in increasing the
productivity than before as they feel the responsibility, happiness and enjoy the pleasure of giving. Also
unsatisfied employees feel better about their jobs when they devote time to good causes and these are
effective and acts emotionally and psychologically on the employees because this is not only they are
getting but also in fact they are giving. The same acts as a motivator for the employees in NGO’s too

9. 9
though they are getting very little income but they are happily serving and doing their job by meeting
their responsibilities because for them it is not the money that speaks but the service and job satisfaction
that speaks and motivates them towards their goal. Though they have an established business models but
the employees in NGO’s get relatively very less income as maximum part of the income goes towards
charity.
Many employees are motivated by Self Care provided by their organisation. The self care by the
organisation means the amenities provided by the employers towards employees in order to ma intain
employee loyalist, employee retention, motivated employee too. The self care by the organisation
includes the things like offering gym memberships, yoga, or meditation classes — but intense work
schedules still don’t give people adequate time to take advantage of the offerings. Employers should
create a culture to use and encourage wellness programmes by prioritising wellness programs. By doing
this the results were profound and employee stay motivated and feels that this organisation belongs to me
and work with more interest and responsibility. Employer can reduce job stress and increase employee
well-being and engagement which leads to motivation by providing or allowing some time for exercise,
breaks from work, relaxation practices,and more strict boundaries between work and home.
Critic:
Employees are only motivated in they are interested in their current job and position else how good the
company may be motivating or how good the superior and employer may be motivating doesn’t work if
he is not interested in his current job or position. The employer should first identify does really the
employee is there for that job i.e., really the employee wants or feels that this is a certain job for him.
The one simple thing through which he can motivate is by feeling that it’s all about him i.e., he should
think that he is responsible to do that and by doing that he will feel satisfied if he can’t able to get that feel
of satisfaction all the thing s we do to keep him motivated is simply waste and rather than being an asset
to the company he will become a big liability to the company. Which also may effect his life too.
In order to motivate any person or employee first we need to what really motivates him because every
individual has different psychologies so they actually requires different kinds of motivations so rather
than following the one form of motivation it should be different for different people or employees then
only they can feel motivated and the result will be positive or there is a chance even the motivator gets fed
up and situation will be worsen. If require rather than following traditional motivations we can go for
hybrid motivations say matching two or more kinds of motivations and getting more effective output in
short span of time.
CONCLUSION:
Sometimes in the industry it is seen that there is no staffs around the employees, at that time it is
important to perform self-motivating tasks. Anyway one should not be demotivated, otherwise it will
affect the entire employee culture. Culture of an organization plays a very important role in motivating
the employees, administration should take care of it. There are lots of external stimulus around us which
can motivate us to a different dimension and can enable us to think differently. Despite some huge burden
of social pressure those self-motivations will always turn us active mentally to remain focused. Speaking
technically, the way of achieving a dream goal is not a piece of cake,but process may be described as:

10. 10
Knowledge  Decision making  Motivation  Ignition  Hard work  Achieving the Goal 
Maintaining the level.
Moreover that while working employees should feel that their work is having a huge and valuable impact
on others around him/her. That will boost the employee to work hard and efficiently.

11. 11
BIBLIOGRAPHY:
Organizational Behavior - Stephen P. Robbins, Timothy A. Judge, Niharika Vohra.
The Art of Motivating Employees- Adam Grant.
http://www.dailygood.org/story/233/the-art-of-motivating-employees-adam-grant/