Motivation is defined as an inner psychological force that induces individuals to satisfy their needs and wants according to their personality and traits. It can be provoked by needs, wants, or external forces and techniques used by others. Motivation completes its process when an individual takes action to satisfy a need or want and achieves their goal. Maintaining motivated employees is important for organizations to survive and be productive with low turnover. Managers can motivate workers in tough times by recognizing hard work, helping fulfill career goals, addressing dissatisfied employees, and keeping their own worries private.

2. What is Motivation?
“Motivation is an inner psychological force that can only be inferred and
derived from the individual’s behavior. This psychological force can be
provoked out of various needs and wants or through subtle external
forces and techniques by other people. Motivation is a process that
induces an individual to satisfy his needs and wants – in accordance
with his personality and traits.”
Dale Breachus defined motivation as:“Motivation can be defined as a
willingness to expand energy to achieve a goal or reward.” — Dale Breachus
Motivation is derived from the Latin word ‘movere’ which means ‘to move’
or ‘to energize’ or ‘to activate’.

3. Importanceof Motivation
 Motivated employees are required
 It helps organization to survive
 Motivated employees are more productive
 High performance
 Low employee turnover and absenteeism
 Better organizational Image
 Better industrial relations
 Acceptability to change
 Better quality orientation
 Better productivity

5. In order to get motivated, there has to
be an unsatisfied need or want. This
unsatisfied need creates tension in
an individual, which as a result,
stimulates a drive. Because of that
stimulated drive, the individual is then
compelled to take an action to satisfy
his needs. If the action is completed
successfully, the need or want
is satisfied. This means that
the goal of that individual is now
achieved, and therefore, the motivation
process is also completed.

6. Maslow’s Hierarchy of Needs
Physiological
Safety and Security
Social or Belongingness
Esteem / Ego
Self-
Actualization
According to him, needs at the lower levels
of the hierarchy dominate an individual’s
motiv-ation as they are unsatisfied. Once,
these are adequately satisfied, however, the
higher needs occupy the individual’s
attention and efforts.

8. Morale-BuildingFactors
 Interesting Work
 Full appreciation of work done
 Involvement
 Good pay
 Job security
 Promotion and growth
 Good working conditions
 Loyalty to employees
 Help with personal problems
 Tactful discipline
 Autonomy
 Status
 Responsibility
 Flexible Scheduling
 Benefits

10. How to Motivate Workers in Tough Times
 Keep your door open. Employees may need frequent
assurances. Give them access to your time and be honest
with them. Don’t be evasive or promise anything you can’t
fulfill. Be candid but also let them know there are things
you can’t discuss.
 Praise and recognize hard work. There are plenty of
simple but effective ways employers can recognize hard
work, including emailing an appreciative note. Encourage
other employees to follow your lead. Organize recognition
events to honor bigger accomplishments at luncheons,
banquets or company picnics.
 Don’t bear down on employees because you’re
stressed out. Ordering employees around like a drill
sergeant is counterproductive. Offer direction while allowing
employees to come up with their own processes.

11.  Praise and recognize hard work. There are plenty of simple but
effective ways employers can recognize hard work, including emailing
an appreciative note. Encourage other employees to follow your lead.
Organize recognition events to honor bigger accomplishments at
luncheons, banquets or company picnics.
 Help employees fulfill career goals. Sit down and find out what
employees want to get out of their jobs and the company in general. If
the employee wants to take on more responsibility or move into a
different department, investigate the possibilities and get back to them
with options. Offer clear paths each time. If advancement requires a
degree, tell them about tuition assistance or scholarships the company
may offer.
 Move dissatisfied employees. Some employees can’t be motivated
and their discontent can draw a disproportionate amount of time and
energy away from managers. They can also bring down the morale of
an entire unit. Ask how you can help improve their work experience.
Offer to move them into another work area, a different department or
even a different company.
How to Motivate Workers in Tough Times

12.  Plug leaks. Intercept rumors immediately since they can
grow into unsubstantiated concerns that can lower
productivity.
 Plan ahead. Set long term goals with employees to show
they have a future role with the company.
 Get out of the office. Many companies sponsor community
service days that allow employees to get out of the office to
do something that makes them feel good. Churches and
charities can help find suitable service projects.
 Keep your own worries to yourself. As a manager, you
have two difficult jobs: empathize with employees and deal
with your own stress. It’s important to keep your feelings
private since your own apprehension can panic employees.
How to Motivate Workers in Tough Times