it includes meaning, nature, importance, theories of motivation, Maslow theory, Herzberg theory, MC Gregor Theory, types, process, tools and sound motivation system

1. THE IIS ( DEEMED TO BE UNIVERSITY)
TOPIC- MOTIVATION
SUBMITTED BY:-
Amisha Singh
M.Com SEM 2nd
BSG
Assignment of GENERAL MANAGEMENT II
2020-21

2. Meaning :-
 Motivation is derived from the Latin word ‘movere’ which means ‘to move’
or ‘to energize’ or ‘to activate’.
 Motivation is the process by which behavior is mobilized and in a particular
direction.
 It involves following factors :
MOTIVE
(Hunger)
GOAL
(Food)
BEHAVIOUR
GOAL ACTIVITY
(Eating food)
GOAL DIRECTED
ACTIVITY
(Preparing food)

3. 1. Either positive or negative:- positive motivation is based on rewards such as pay, praise,
pride, participation, etc.. Negative motivation uses punishment. It is based on force of fear.
2. Complex process:- it is difficult to explain and predict the behaviour of employees. In
order to motivate , a manager has to satisfy multiplicity of human needs.
3. An internal feeling:- It is mainly psychological. It relates to those forces operating within
individuals that impel them to act in certain ways.
4. Individual differ in their motivation:- a man has variety of need sand desires. He has
different motivation. As a result, man is motivated by different factors.
5. Process oriented:- it is process oriented and concerns behavioural choice, directions ,
goals, and the rewards received for performing.

4. 1. Effective utilization of resources:- motivation facilities better use of physical, financial,
human resources. The external forces of competition and economic, social, and
technological conditions have forced management to use motivational technique for
optimum utilization of resources.
2. Builds morale:- motivation builds “the spirit of an organization” through mobilizing the
energy, interest, an initiative in the enthusiastic way . It also provide potential for morale.
3. Add to corporate image:- An organization provide ample opportunities to its people for
the satisfaction of physical as well as mental needs has a better image in the society
4. High level of performance:- it improves level of productivity through behavioural change.
Through sound motivation system, capabilities of employees can be better utilized. It
coverts ability to work into will to work.
5. Achievement of organizational goals:- through motivation managers inspire the
employees to contribute their best towards the realization of organizational goals. It helps
people in achieving their individual goals as well.

5. Maslow’s –Need
hierarchy theory
Mc gregor’s – X-Y
theory
Herzberg-
Motivation –
Hygiene Theory

6. PHYSIOLOGICAL NEEDS
SAFETY NEEDS
LOVE/ BELONGING NEEDS
SELF ESTEEM NEEDS
SELF
ACTUALI
SATION
Breathing, food, water,
shelter, clothing sleep
Health, employment, property,
family, social stability
Friendship, family, sense of
connection
Confidence, achievement, respect of
others, the need to be unique
individual
Morality, creativity, acceptance,
experience, purpose, meaning and
inner potential
Abraham
Maslow

7. HYGIENE
FACTORS /
DISSATISFIERS
MOTIVATORS /
SATISFIERS
1.
2.
2.
3.
4.
5.
6.
3.
4.
5.
6.
1.
Company policy and
administration
Personal life
Status
Relationship with peers
Supervision
Work condition
achievement
Responsibility
Growth
Advancement
Recognition
Work itself

8. • Herzberg are first to say that hygienic factors are absolutely necessary to maintain
the human resources of an organization.
• It emphasizes that satisfaction and dissatisfaction do not present the two extremes
of the same continuum.
• It has common sense appeal to some managers.
• It extends the Maslow need hierarchy concept and makes it more applicable to work
motivation.
• The theory suggests that the key to improving motivation lies in the concept og job
enrichment.

9. • This theory is not universal applicable. It implies best to managerial, professional, and
upper level employees only.
• It ignores situational variables.
• It is not really a theory of motivation, because it stresses the importance and providers
an explanation of satisfaction rather than motivation.
• It reduces the motivational importance of maintenance factors. House and Wigdor
argued that even if Herzberg is correct is nothing that hygiene factors seldom produces
satisfaction or motivation, this does not mean they never can do so.
• It is not held in high esteem by researchers in the field.

10. THEORY
‘X’
THEORY
‘Y’
They must be controlled or
threatened with punishment to
achive goals.
Employees dislike work and, will
avoid it if they can.
Employees seek direction
whenever possible.
Employee are motivated mainly
by money and fears about their
job security.
Most of tehm have little
creativity-except when it comes
to getting around rules.
Employees want to take interest
in the work and enjoy it.
Employee learn to accept, even
seek responsibility.
They exercise self control if they
are committed to the
organizational goals.
Under the right condition, they
are motivated by the desire to
realize own potential.
They are highly creative
creatures-but they are rarely
given opportunity to be,
ATTITUDE
RESPONSIBILIES
DIRECTION
MOTIVATION
CREATIVITY

11. NEGATIVE MOTIVATION:- it is
based on force, fear, threats. To
get work done , people may be
threatened with punishment such
as pay cut, penalty, etc.. It also
creates frustration in many
among employees.
Eg.:-
POSITIVE MOTIVATION:- it is
based upon rewards, appreciation
of work. Such motivation
improves the standards of
performance. Leads to good team
spirit.
Eg.:-
EXTRINSIC MOTIVATION:- it is
induced by external factors such as
wages, fringe benefits, insurance
plans, etc.. They are not provided
at the tine of performance of work.
INTRINSIC MOTIVATION:- are
those which occur at the time of
doing the work. They provide
satisfaction during the work
activity itself. They are primarily
non financial rewards like praise ,
recognition.
FINANCIAL MOTIVATION:-
Financial motivators are
pecuniary in nature sand are
associated directly and
indirectly with money. Wages
and salaries are the direct
financial incentives. Indirect are
bonus, vacation , etc..
NON-FINANCIAL MOTIVATION:-
Are those which are on the
whole not directly related with
money.eg are praise, higher
responsibility, authority, etc..
They are psychic rewards.

12. The
Employee
I. Need
Deficiencies
II. Search for ways
to satisfy needs
III. Goal oriented
behaviour
IV. Performance
(evaluation of
goals
accomplished)
VI. Need
deficiencies
reassessed by the
employee
V. Rewards for
punishments

13. PRAISE AND
RECOGNITION
It creates feeling of
personal worth, self
confidence
PARTICIPATION
It gives psychological
satisfaction that their
voice is being heard.
LEADERSHIP STYLE
Managers should use
different styles in diff.
situations for diff.
employees

14. SOUND REWARD SYSTEM-
manager should use blend
of intrinsic and extrinsic
rewards.
DYNAMIC SYSTEM- it
should be dynamic and
flexible .it should be
provided in view of
changing needs and
behavior
WORK CULTURE-should
motivate employees to
work with optimum
efficiency and devotion.
ROLE OF MONEY- it is
powerful motivation
not be ignored. Bonus
and incentives are
important.
ACTIVE COORPERATION OF
EMPLOYEES- employees
active corporation should
be sought in improving the
organizations output.
CHALLENGING AND
ATTAINABLE GOALS- goals
should be formulated
jointly. The appraisal
process by which their
performance is evaluated
be both reliable and valid.
RECOGNITION OF
INDIVIDUAL DIFFERENCES-
individual differs from
attitude , personality. It
should be recognized that
they require different
motivation.
NO OVERNIGHT
RESULTS- it is a
continuous activity.
Managers should not
expect overnight
results in attempting
to motivate
employees.