Motivation is an internal force that initiates and directs behavior to satisfy a need. It refers to urges, desires, and needs that direct human behavior. Motivation comes from internal factors like needs or external factors like rewards. The nurse manager must understand that different nurses have varying personalities, abilities, and motivators, so what motivates one nurse may not motivate others. Job performance results from ability and motivation, so the manager aims to improve motivation in nurses who lack self-confidence or motivation to boost their performance. Both intrinsic motivation from enjoyment of tasks and extrinsic motivation from rewards can enhance job satisfaction and productivity.

1. MOTIVATION

2. DEFINITION
• Motivation is an inner impulse or an internal force that
initiates and directs the individual to act in a certain manner
to satisfy a need. Motivating force is a need that comes from
within an individual,
• e.g. to make a living, gain status and respect or to remove a
source of frustration (Review of Maslow‘s Hierarchy of Needs).
• Motivation refers to the way in which urges, drives, desires,
aspirations, striving or needs direct, control or explain the
behaviour of human beings. -Dalton E. McFurland,

3. NEED FOR MOTIVATION:
• The nurse manager must realize that nurses have different
personalities, work habits, and what motivates one nurse
may not motivate others.
• Meanwhile, some nurses are skilled, confident, and
capable of self-direction and seem to motivate themselves,
while other nurses lack self-confidence; they do their jobs
poorly and have little motivation.

4. • .
• The nurse manager is responsible to motivate the
second group and to improve their performance
• Researchers have revealed that job performance is the
result of the interaction of two variables; the ability to
perform the task and the amount of motivation.
• Job Performance = Ability + Motivation.

5. • Job dissatisfaction: contributes to higher turnover rates
and decreased productivity and considerable time and
money are required to recruit and select a replacement
for someone who leaves the organization,
it also takes time to socialize new employee to the
organizational culture, which is expensive time, beside
that, other employees will need to carry more load to
cover the needs, and at last the kind of interruptions that
results from the loss of this employee.
• For all those reasons the manager should be concerned
about job satisfaction of employee, and to do that there
is a need to look at the different theories.

6. TYPES OF MOTIVATORS
• 1) Intrinsic motivation: motivation that comes from within
the person, driving him or her to be productive. It is related
to a person‘s level of inspiration.
• The motivation comes from the pleasure one gets from the
task itself or from the sense of satisfaction in completing or
even working on the task rather than from external
rewards.

7. • 2) Extrinsic motivation: motivation that comes from
outside an individual,
i.e. enhanced by the work environment or external
rewards such as money or grades.
The rewards provide a satisfaction and pleasure that the
task itself may not provide.
• An extrinsically motivated person will work on a task
even when they have little interest in it because of the
anticipated satisfaction they will get from the reward.
e.g.- reward for a student would obtain good grade on an
assignment or in the class.

8. TYPES OF MOTIVATION
• 1) Achievement motivation peruse and attain goals.
wishes to achieve objectives and advance up the ladder of
success.
• 2) Affiliation motivation It is a drive to relate to people on a
social basis.
They perform work better when they are complimented for
their favourable attitude and co-operation.

9. •3) Competence motivation -drive to be good at
something, perform high quality work.
Competence/skill motivated individuals seek job
mastery, take pride in developing and in using
their problem solving skills and strive to be
creative when confronted with obstacles.
They learn from their experiences.

10. • 4) Power motivation It is the drive to influence people
and change situations.
They wish to create an impact on their organisation
and are willing to take risks.
•5) Attitude motivation It is how people think and feel.
It is their self-confidence, their belief in themselves
and their attitude to life.
It is how they feel about the future and how they react
to the past.

11. • 6) Incentive motivation It is where the people are
motivated through external rewards.
• Here, a person or team reaps a reward from an activity.
• It is the type of rewards that drive people to work harder.
• 7) Fear motivation it instinct a person to act against will.
It is instantaneous and gets the job done more quickly.
Fear motivation is helpful in the short run.

12. Nature of motivation
• Unending process: human wants keep changing & increasing.
• A psychological concept: deals with the human mind.
• Whole individual is motivated: as it is based on psychology of the
individual.
• Motivation may be financial or non-financial: Financial includes
increasing wages, allowance, bonus, etc.
• Motivation can be positive or negative: positive motivation means use
of incentives - financial or non-financial. E.g. of positive motivation:
confirmation, pay rise, praise etc.
• Negative motivation means emphasizing penalties. It is based on force
of fear. Eg. demotion, termination.
• Motivation is goal-oriented behaviour

13. • .
• Motivation is an internal feeling of an individual. It can‘t be observed directly; we can
observe an individual‘s action and interpret his behavior in terms of underlying
motives. This leaves a wide margin of error. Our interpretation may not reveal the
individual‘s true behavior
• Motivation is a continuous process that produces goal directed behavior.
• The individual tries to find alternatives to satisfy his needs.
• Motivation is a complex process.
• Individual may differ in their motivation even though they are performing the same
type of job. For example, if two men are engaged in cutting stones for constructing a
temple, one may be motivated by the amount of wages he gets and the other by the
satisfaction he gets by performing the job.

14. SOURCES OF MOTIVATION
1)Internal or push forces:
• Needs  For security
• For self-esteem
• For achievement
• For power
• Attitudes  About self
• About job
• About supervisor
• About organization
• Goals
• Task completion
• Performance level
• Career advancement

15. • 2) External or pull forces:
• a. Characteristics of the job
•  Feedback  Amount
•  Timing
•  Work load
•  Tasks
•  Variety
•  Scope
•  Discretion  How job is performed

16. •
• b. Characteristics of the work situation
• Immediate Social Environment
• Supervisor(s)
• Workgroup members
• Subordinates
• Organizational actions
• Rewards & compensation
• Availability of training
• Pressure for high levels of output

17. Process
Effort Rewards
Opportunity
Performance
Ability
tension
Need
&drives
Environement
Need satisfaction
Goals &
incentives