leadership and management

1. Motivation

2. Motivation
Introduction
Definition
Importance
Theories

3. Motivation - Introduction
“ Neil Lebovits, President of Ajilon, a staffing firm based in
New Jersey, had some serious employee’s problems.
Turnover was high, and morale was low. The severity of the
situation hit home when he hosted a after work party and only
5 out of 50 employees bothered to show up. Lebovits wanted
to improve employees spirit but like many other managers he
didn’t have the resources to give big many raises.”
What would you do ?

4. Motivation - Introduction
1. He started in-house training programs on various topics in
which employees had expressed interests.
2. He initiated monthly conferences with every employee to
discuss management decision point by point.
3. He set up an email address, employees could use to
propose ideas, and he responded to every one.
4. He gave employees three “YDOs” or “Your Days Off” a
year with no questions asked.
After implemented these changes, staff’s morale skyrocketed.

5. Motivation - Introduction
1. Motivation refers to the process by which a person’s effort
are energized, directed and sustained toward attaining a
goal.
2. Motivation can be defined as incitement or
inducement to fulfil an action.
3. Motivation is the process that initiates, guides, and
maintains goal-oriented behaviors.

6. Motivation - Introduction
Motivation causes you to act in a way that gets you
closer to your goals. Motivation includes
the biological, emotional, social, and cognitive forces
that activate human behavior.

7. Motivation - Introduction
1. Motivation refers to the process by which a
person’s effort are energized, directed and
sustained toward attaining a goal.
The energy is the measure of intensity or drive.
A motivated person put forth effort and works
hard. However quality of the effort must be
considered. High level of effort do not
necessarily lead to favourable job performance
unless the effort is channelled in right direction.

8. Motivation - Introduction
Effort that is directed toward, and consistent
with, organizational goals is a kind of effort we
want from employee.
Finally motivation includes a persistence
dimension. We pant employees to persist in
putting forth effort to achieve those goals.

9. Motivation - Introduction
The concept of motivation can be further
classified into three important sub-concepts:
1. Motivators,
2. The motive
3. The actual act of motivation.

10. Motivation - Introduction
Motive
A motive initiates an action or certain behavior for the
fulfillment of a specific goal, and this directly
corresponds to the desire of an individual.
Motivators
These are the tools used for motivating employees, such
as promotions and pay bonuses.
Act of motivation is the actual process of completing a task
and this usually depends on the motives and motivators.

11. Motivation - Importance
1. Increases productivity
Motivators like promotions create a drive for
employees to work to the best of their
capabilities. As such, motivation in an
organization will lead to an increase in the
productivity of an employee, who will contribute
more compared to a disheartened employee.

12. Motivation - Importance
2. Ensures organizational efficiency
Motivators can also help in changing the work
culture of an organization. With better rewards to
look forward to, employees will be more dedicated to
their work and more motivated to reach their targets.
This can increase overall work efficiency and the
attitude of an entire organization.

13. Motivation - Importance
3. Promotes loyalty among the employees:
Motivating your employees to do their best and
rewarding their hard work can also be beneficial in
igniting a sense of loyalty towards the company. A
well-motivated workforce is loyal and has higher
levels of morale, being more committed to the
organization and its goals. Ensuring your staff are
motivated can also reduce employee turnover and
therefore the company costs of hiring new people.

14. Motivation - Importance
4. Facilitates direction
Direction is an important aspect of any
business. It involves the creation and
implementation of specific plans and strategies,
contributing to the organization's main goals. A
motivated workforce will be enthusiastic about
helping to develop and innovate the company.
They will also be more likely to suggest strategies
or direction that can help the company expand

15. Motivation - Importance
5. Ensures a proactive workforce: For any
business to be successful, it requires its employees
to adapt to dynamic changes in the work
environment. You cannot take a financially prudential
decision that could harm employee interests without
them being completely committed to the company’s
goals and visions. As such, motivation among
employees reduces the resistance to difficult
organizational decisions.

16. Motivation - Types
The two main types of motivation are frequently
described as being either extrinsic or intrinsic.
Extrinsic motivation arises from outside of the
individual and often involves external rewards such
as trophies, money, social recognition, or praise.
Intrinsic motivation is internal and arises from
within the individual, such as doing a complicated
crossword puzzle purely for the gratification of
solving a problem.

17. Motivation - Theories
Motivation Theories
1. Maslow’s hierarchy of need theory
2. McGregor’s Theory X & Theory Y
3. Herzberg’s Two-factor theory
4. McClelland’s three Needs Theory

18. Motivation - Theories
1. Maslow’s Hierarchy of Needs Theory
The best known theory of motivation is probably
Abraham Maslow’s hierarchy of needs theory.
A psychologist who proposed that within every
person is a hierarchy of five needs. It was widely
recognized during 1960 and 1970

19. Motivation - Theories
1. Maslow’s Hierarchy of Needs Theory

20. Motivation - Theories
1. Maslow’s Hierarchy of Needs Theory
1. Physiological Needs : A person’s needs for
food, water, shelter and other physical
requirements.
2. Safety Needs : A person’s need for security
and protection from physical and emotional
harm as well as assurance that physical needs
will continue to be met.

21. Motivation - Theories
1. Maslow’s Hierarchy of Needs Theory
3. Social Needs : A person’s needs for affection,
belongingness, acceptance and friendship.
4. Esteem Needs : A person’s need for internal
esteem factors such as self respect, autonomy
and achievement and external esteem factors
such as status, recognition and attention.
5. Self-actualization Needs : Needs for growth,
achieving one’s potential and self fulfillment

22. Motivation - Theories
2. McGregor’s Theory X and Theory Y
Douglas McGregor proposed two assumptions
about the human nature Theory X and Theory Y.
Theory X is a negative view of people which
assumes that workers have little ambition, dislike
work, want to avoid responsibilities and needs to
be closely controlled to work effectivelly.

23. Motivation - Theories
2. McGregor’s Theory X and Theory Y
Theory Y is a positive view which assumes that
employees enjoy work, seek out and accept
responsibility and exercise self-direction.
He believed that Theory Y assumptions should
guide management practice and proposed their
participation in decision making, responsible and
challenging jobs would maximize employee
motivation.

24. Motivation - Theories
3. Herzberg’s Two Factor Theory
It proposes that Intrinsic factors are related to job
satisfaction while extrinsic factors are associated
with job dissatisfaction.
Traditional view : satisfied  Dissatisfied
Herzberg’s View:
Motivator Factor :Satisfaction - No Satisfaction
Hygiene Factor:
No dissatisfaction ---- Dissatisfaction

25. Motivation - Theories
3. Herzberg’s Two Factor Theory

26. Motivation - Theories
3. Herzberg’s Two Factor Theory

27. Motivation - Theories
3. McClelland’s Three Needs Theory
David McClelland and his associates proposed
the three needs theory, which says that there are
three acquired needs that are major motivation in
the work.
n-Ach : Need for achievment
n-Pow : Need for Power
n-Aff : Need for Affiliation

28. Motivation - Theories

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30. Motivation - Theories