MOtivation

1. S.K. Jain
DE (Mgmt)
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2. Literally motivation means incitement or inducement to
act or move.
-Motivation is the drive that encourages action or feelings
-Motivation means igniting the spark for action
Most people are good people , but they can do better.
Most people already know what to do to improve their
lives, but they are not doing it.
What is missing – MOTIVATION
Inspiration is an environment to create motivation
What is motivation ?

3. Types of Motivation
External Motivation
Internal Motivation

4. External Motivation
External Motivators
- which creates external motivation
* Money (incentive/bonus/commission)
* Fame or fear
* Social appeal
* Security
Advantages of External Motivation
- It gets the job done quickly
- It prevents losses by meeting the deadline
- In the short run, the person’s performance may
improve

5. Disadvantages of External Motivation
- It is external
- Motivation is there so long the motivator is there.
Once the Motivator goes the motivation goes
- It causes stress
- Performance is limited to compliance
- In long run , performance goes down
- It destroys creativity
- People gets used to the stick, every time a bigger stick is
required
External Motivation is never valuable to any
organisation

6. Internal Motivation
Internal Motivator
- Comes from within
- A pride, a sense of achievement, a feeling of
accomplishment, not for success or winning but for
fulfilment that comes from having done something
- Originates externally but its manifestation is internal
- Gives a sense of belongingness
- Long lasting & translates into self motivation

7. Four stages of Motivation to De-motivation
A person in an organisation often moves through
stages of motivation and competence:
a) Motivated Ineffective
When he joins the organisation, he wants to prove
that by his appointment the employer has done right
decision. But in this new environment he does not
know what to do, so he is ineffective. At this stage
training and orientation is easy, otherwise opportunity
will be lost.
b) Motivated Effective
At this stage he learns what to do; he does with
initiative and drives; he learns the trade and it
reflects in his performance.

8. c) De-motivated Effective :- Most people fall into this
stage. After sometime the motivation goes down and
he learns the tricks of the trade. He does only just, but
not really motivated. Aim and objective are to bring
them back to the second stage through motivation and
effective training.
d) De-motivated Ineffective
It is the worst stage; if he doesn’t move back to the
second stage from the third stage, he moves to this
stage.

9. DE-MOTIVATING FACTORS
 Unfair criticism
 Negative criticism
 Public humiliation
 Rewarding the non-performer
 Failure or fear of failure
 Success leads to complacence
 Lack of direction
 Low self-esteem
 Office politics
 Unfair treatment
 Poor standard
 Frequent change
 Responsibility without
 authority

10. MOTIVATORS
 Give recognition
 Give respect
 Make work interesting
 Be good listener
 Encourage goal setting
 Provide training
 Throw a challenge


11. Motivation
 What is motivation?
 Different Theories of motivation.
 Motivation theory now-a-days.
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12. MOTIVATION
• What do you think about motivation?
• Is it true that the proper selection of person
and training will give us the desired result?
The answer is NO.
A major (missing) ingredient is MOTIVATION,
that is activating the potential of the person
Job performance = Ability * Motivation
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13. Motivation
People who are “motivated ” exert a greater
effort to perform than those who are “Non
motivated ”.
This definition tells us little.
Better definition of Motivation is:-
Motivation is the willingness to do something
and is conditioned by this action’s ability to
satisfy some need of the individual.
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14. Model of Motivation
Opportunity
Needs/Drives
Environment Goals/
Incentives
Ability
Effort
Tension
Rewards
Performance
Need
Satisfaction

15. Motivational theories
Different theories are –
Maslow’s Hierarchy of needs
( Need Theory )
McGregor's Theory X and Theory Y
( Two set Theory )
Herzberg’s Motivation- Hygiene Theory
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16. Maslow’s Hierarchy of needs
It states that there exists in every
human being a hierarchy of
FIVE needs. They are –
1. Physiological
(Hunger, Thirst, Shelter,
Sex and other bodily needs).
2. Safety
( Protection from physical
& emotional harms).
3. Love
(Affection, Belongingness,
acceptance and friendship).
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. Self-
Actualization
Self-esteem
Belongingness
& love need
Safety need
Physiological need

17. Maslow’s Hierarchy of needs
4. Esteem
(Internal esteem factors like self respect
autonomy and achievement; External esteem
factors like status Recognition and Attention).
5. Self Actualization
(Drive to become what one is capable of
becoming self-fulfillment)
This theory says that although no need is ever
fully gratified , a substantially satisfied need no
longer motivates.
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18. Maslow’s Hierarchy of needs
Physiological and Safety
(lower order)
Love, esteem &Self actualization
(higher order needs)
Higher order needs are satisfied internally
& the lower order needs are satisfied externally.
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Maslow’s Hierarchy of needs
• This theory received support from
managers mainly on account of its
inductive logic and case of understanding.
• But research does not validate this theory.

20. Mc-Gregor's Theory X & Y
 A human nature is based upon one of the two
sets of assumptions about people.
 The first set basically negative was labeled
Theory X & second set positive was labeled
Theory Y.
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21. McGregor's Theory X & Y
Theory X assumptions
Employees dislike work and whenever possible will
attempt to avoid it.
Since they dislike work, they must be Coerced,
Controlled or Threatened with punishment to
achieve desired goals.
Employees shirk responsibilities and seek formal
direction where possible.
Most work places security above all other factors and
will display little ambition.
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22. Mc-Gregor's Theory X & Y
Theory Y assumptions
 Employees can view work as natural as rest or play.
 They exercise self direction and self control if they are
committed to the objectives.
 Average person can learn to accept even seek
responsibility.
 Creativity is widely distributed not necessarily the sole
provide those in managerial functions.
Theory X assumes that lower order needs dominate
individuals and Theory Y assumes that higher order
needs dominate.
McGregor views that Theory Y assumption were more
valid Than Theory X.
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23. Herzberg’s - Hygiene Theory
“What do people want from their job”
 Intrinsic factors ( Achievement , Recognition,
Responsibility, Advancement) seem to be related to
job satisfaction.
 Extrinsic Factors ( Company Policy, Supervision,
Administration Working condition) related to
dissatisfaction.
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24. Herzberg’s - Hygiene Theory
Opposite to satisfaction does not mean
dissatisfaction.
• Factors like Company Policy, Supervision,
Administration Working condition, interpersonal
relations and salary (Hygiene factors)
satisfactorily maintained people will not be
dissatisfied , neither they will be satisfied.
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25. Herzberg’s - Hygiene Theory
• For this motivating factors ( Recognition,
Responsibility, Achievement, work itself,
growth ) should apply.
But this theory has its own weakness.
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26. Motivation Theory Today
EXPECTANCY THEORY
“ This theory states that the strength of a tendency
to act a certain way depends upon the strength
of an expectation that act will be followed by a
given outcome and on the attractiveness of the
outcome to the individual”.
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27. Motivation Theory Today
In simple the theory states that “ The strength
of peoples motivation depends on how
strongly they believe that they can achieve
what they attempt. Also on the expectation
whether they will be adequately rewarded
and whether the reward will satisfy their
individual goals.”
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28. Motivation Theory Today
Effort Goals
Performance Rewards
Expectancy Model
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29. Motivation
From this it is clear the following basic rules of
MOTIVATION
1. Recognize individual differences
2. Match people to jobs
3. Set goals which are perceived to attainable
4. Link rewards to performance
5. Check system for equity
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30. Type of Motivation
 Achievement Motivation
 Affiliation Motivation
 Competence Motivation
 Power Motivation
 Attitude Motivation
 Incentive Motivation
 Fear Motivation
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31. Personality Types & Their Motivators
 Dominate:- Power, Authority, Control over
results and action
 Influencing:- Popularity, Recognition, Contact
with People
 Steady:- Stability, Planned change, clear
responsibility
 Careful:- Quality standard, autonomy,
Freedom from pressure
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Conclusion
• No theory is universal. Motivation is an art to
be practiced rather than a science. Nature has
created human being in such a verity of mental
make up that for motivating a person a
complete study of his personality is needed.
• Theories only give guide line. Still there are
some universal truths which have to be borne
in mind while attempting to bring out the best
in a men.

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