Motivation refers to factors that direct and energize behavior. There are two categories of motives: primary motives related to basic biological needs, and secondary motives related to psychological needs. Motivation comes from both intrinsic factors within an individual and extrinsic factors outside the individual like rewards and incentives. Herzberg's two-factor theory identifies motivators like achievement, recognition, and responsibility that improve job satisfaction, and hygiene factors like salary, status, and job security whose absence can cause dissatisfaction. The ideal situation has high levels of both motivators and hygiene factors.

1. Group No :-12
.

2. Presentation Psychology
Topic :-
MOTIVATION
Submitted To :
Ma’am Sajeela
Bilal Naeem 29552
Syed Uzair 29553

3. .

5. Motivation
The term 'MOTIVATION' has been derived from the latin word MOVERE'
which means 'TO MOVE'.
A Need or desire that motivate direct behavior towards goals
Motivation is the process of including and instigating the subordinates to put
in their best.
DEFINITION
• Motivation means a process of stimulating people to action to accomplish
desired goals. W.G.Scott
• Motivation is a general inspirational process which gets the members of the
team to pull their weight effectively to give their loyalty to the group to carry
out properly the tasks that they accepted and generally to play an effective
part in the job that the group has undertaken. E.F.L. Brech

6. Two categories of motives
 Primary Motives:
 Motives which are
linked with basic primary needs
and associated with biological
well-being of an individual.
 Needs that come under this
category:
 Need for food, water and
oxygen
 Need to take rest when tired
 Need for being active when
rested
 Need for regular elimination of
waste products from our body
 Secondary Motives:
 Motives linked with one's
socio-psychological needs are
known as secondary or
psychological motives.
 Needs that come under this
category
 Need for freedom
 Need for security
 Need to achieve
 Need for recognition
 Need for self-assertion
 Need for self-actualization

7. NATURE AND CHARACTERISTICS OF MOTIVATION
Component of directing
Psychological aspect
Goals directed
Continuous process
Integrated

8. Positive or negative
 POSITIVE
 EXAMPLES:
 • Higher pay
 • Greater authority
 • Better designation
 • Providing rewards and incentives
 NEGATIVE
 EXAMPLES:
 • Issue of memo by showing negligence
 • Pay —cut
 • suspension

9. Type of Motivation
On the basis of source
 Extrinsic
 Intrinsic
 On the basis of approach
 Positive Motivation
 Negative Motivation

10. Type of Motivation
On the basis of source
Extrinsic Motivation
 Extrinsic motivation refers to
behavior that is driven by
external rewards such as
money, fame, grades, and
praise.
 This type of motivation arises
from outside the individual, as
opposed to intrinsic
motivation, which originates
inside of the individual.
Intrinsic Motivation
 Intrinsic motivation refers to
behavior that is driven by internal
rewards. In other words, the
motivation to engage in a
behavior arises from within the
individual because it is
intrinsically rewarding. This
contrasts with extrinsic
motivation, which involves
engaging in a behavior in order
to earn external rewards or avoid
punishments

11. Type of Motivation
On the basis of approach
Positive Motivation
 Positive motivation initiates to
offer rewards to persuade
employees or workers by
providing both monetary and
no. monetary benefits. The
positive reward can be
measured in terms of money,
monetary incentives increment
in salary, cash rewards, bonus
payment, share profit and
pension and etc.
Negative Motivation
 Negatives motivation initiates to
hold out some punishment to
employees to induce desired
behavior. The negative motivation
is measured in terms of monetary
punishments, penalties, reduction
of remuneration, bonus
allowances, and reduction other
financial incentives.
 For Efficiency we have to give
positive motivation but, according
to situation, negative motivation
also plays important role, so it
can't be avoided.

12. Motivation Quotes

13. Motivation-Hygiene Theory
This theory, also called the Motivation-Hygiene Theory or
the dual-factor theory, was penned by Frederick Herzberg in
1959. This American psychologist, who was very interested in
people’s motivation and job satisfaction, came up with the
theory.
What is Two Factor Theory?
 Herzberg’s Theory of Motivation tries to get to the root of
motivation in the workplace. You can leverage this theory to
help you get the best performance from your team.
 The two factors identified by Herzberg are motivators and
hygiene factors.

14. 1. Motivating Factors
 The presence of motivators causes employees to work harder. They are
found within the actual job itself.
2. Hygiene Factors
 The absence of hygiene factors will cause employees to work less hard.
Hygiene factors are not present in the actual job itself but surround the
job.
 The impact of motivating and hygiene factors is summarized in the
following diagram. Note that you will often see motivators referred to as
factors for satisfaction, and hygiene factors referred to as factors for
dissatisfaction.

17. Motivating factors include:
 Achievement: A job must give an employee a sense of achievement. This will
provide a proud feeling of having done something difficult but worthwhile.
 Recognition: A job must provide an employee with praise and recognition of their
successes. This recognition should come from both their superiors and their peers.
 The work itself: The job itself must be interesting, varied, and provide enough of a
challenge to keep employees motivated.
 Responsibility: Employees should “own” their work. They should hold themselves
responsible for this completion and not feel as though they are being
micromanaged.
 Advancement: Promotion opportunities should exist for the employee.
 Growth: The job should give employees the opportunity to learn new skills. This
can happen either on the job or through more formal training.

18. Hygiene factors include:
 Company policies: These should be fair and clear to every employee. They must also be
equivalent to those of competitors.
 Supervision: Supervision must be fair and appropriate. The employee should be given as
much autonomy as is reasonable.
 Relationships: There should be no tolerance for bullying or cliques. A healthy, amiable,
and appropriate relationship should exist between peers, superiors, and subordinates.
 Work conditions: Equipment and the working environment should be safe, fit for
purpose, and hygienic.
 Salary: The pay structure should be fair and reasonable. It should also be competitive with
other organizations in the same industry.
 Status: The organization should maintain the status of all employees within the organization.
Performing meaningful work can provide a sense of status.
 Security: It is important that employees feel that their job is secure and they are not under
the constant threat of being laid-off.

19. The Four Stats
 In a general sense, there are four states an organization or team can find themselves in when it
comes to Two Factor Theory.
 1. High Hygiene and High Motivation
 This is the ideal situation and the one which every manager should strive for. Here, all employees
are motivated and have very few grievances.
 2. High Hygiene and Low Motivation
 In this situation, employees have few grievances but they are not highly motivated. An example of
this situation is where pay and working conditions are competitive but the work isn’t very
interesting. Employees are simply there to collect their salary.
 3. Low Hygiene and High Motivation
 In this situation, employees are highly motivated but they have a lot of grievances. A typical
example of this situation is where the work is exciting and really interesting but the pay and
conditions are behind competitors in the same industry.
 4. Low Hygiene and Low Motivation
 This is obviously a bad situation for an organization or team to find itself in. Here, employees aren’t
motivated and the hygiene factors are not up to scratch.

20. THE END