Motivation is defined as stimulating someone to action and providing an incentive or motive. It comes from internal or external factors that encourage goal-directed behavior. Effective motivation leads to benefits like increased job satisfaction, lower absenteeism and turnover, and higher productivity. Motivation theories include Maslow's hierarchy of needs and Herzberg's two-factor theory. Managers can use motivational strategies like training, feedback, job rotation, and appealing to needs, wants, emotions and expertise to encourage employee performance.

2. Definition Of Motivation
Motivation:

The act or process of
stimulating to
action, providing an
incentive or
motive, especially for an
act.

3. Motivation:
The word motivation has been derived from the word
‘motive’ which means any idea, need or emotion that prompts
man into action.
The core of management –by Rensis Likert.
Motivation is important function which every manger
performs for actuating the people to work for accomplishment
of objectives of the organization.
Higher motivation leads to job satisfaction of the workers
which can reduce absenteeism, turnover, and labour unrest.
Motivation will foster team spirit among the workers and
increase their loyalty to the work group.

4. Significance of motivation
Workers will tend to be efficient
as possible by improving upon their
skills and knowledge.
The rate of labour turnover and
absenteeism among the workers
will be low.
There will be good human relations
in organization.
The number of complaints and
grievances will come down.
There will be increase in quantity
and quality of products.

5. Motivational cycle
Need, Drive
Goal

6. Needs, Incentives and Motives
Need tension search behaviour performance reward
need satisfaction
The need has to be activated which is the function of incentives.
Incentives is something which tends to incite towards some goal.
A need mean some internal state that makes certain outcomes
attractive.
Incentives means an outward stimuli for the motive to work.
when a motive is present in a person, it becomes active when there is
some incentives.

7. Theories of Motivation
Needs theories Process theories
• Maslow’s hierarchy • Expectancy Theory
of needs
• Herzberg’s two • Goal Setting Theory
factor theory

8. Abraham Maslow’s Hierarchy of needs
Self -
Actualization
Esteem needs
Belongingness & love needs
Safety needs
Physiological needs:

9. Physiological needs
Hunger, thirst etc.,
Safety needs
To feel secure & safe, out of danger
Belongingness & love needs
Affiliate with others, be accepted & belong
Esteem needs
To achieve, be component, gain approval and
belong
Self-actualization needs
Self fulfillment & realize one’s potential

10. If we fulfill our needs at one level, then we can
focus on satisfying the need on the next higher
level
Self
Esteem
Social
Safety
Physiological

11. Herzberg’s Two-Factor Theory
Dissatisfaction Not dissatisfied Positive
and but satisfaction
demotivation not motivated and motivation
Hygiene Factors Motivational Factors
•Company policies •Achievement
•Quality of supervision •Career advancement
•Relations with others •Personal growth
•Personal life •Job interest
•Rate of pay •Recognition
•Job security •Responsibility
•Working conditions

12. Contrasting Views of Satisfaction and
Dissatisfaction
Traditional view
Satisfaction Dissatisfaction
Herzberg's view
Motivators
Satisfaction No satisfaction
Hygiene Factors
No dissatisfaction Dissatisfaction

13. Needs Theories
Maslow Herzberg
Self-Actualisation
Motivators
Esteem
Social
Safety Hygiene
Factors
Physiological

14. Maslow Model Vs Herzberg Model
Basis Maslow Herzberg
Hierarchy of Sequential No hierarchical
needs arrangement arrangement
Nature Prescriptive Descriptive
model model
Central theme Unsatisfied need Gratified need
energize causes
behaviour, cause performance
performance
Motivational Unsatisfied Higher order
factor need-motivator needs-motivator
Applicability 1.Takes a 1.Takes a micro
general view of view & deals
the motivational with work
problem of all motivational
the workers oriented
2.Lower level problems .
2.Higher level

15. Expectancy Theory
(Vroom)
Individual 1 Individual 2 Organisational
Effort Performance Rewards
3
1. Effort-Performance relationship = Expectancy
Personal
2. Performance-Rewards relationship = Instrumentality
Goals
3. Rewards-Personal goals relationship = Valence

16. How Expectancy Theory Works
Your tutor offers you £1 million if you memorise the textbook by tomorrow morning.
Expectancy Instrumentality Valence
Effort - Performance Link Performance - Rewards Link Rewards - Personal Goals Link
No matter how much effort Your tutor does not look There are a lot of wonderful things
you put in, probably not possible like someone who has £1 million you could do with £1 million
to memorise the text in 24 hours
E=0 I=0 V=1
Conclusion: Though you value the reward, you will not be motivated to do this task.

17. Motivation
Direction
Intensity Persistence

18. Self motivation
• Do it now
• Break up the task into small steps
• Don’t wait for mood or inspiration
• Start action
• Solutions will follow if you try

19. Motivational strategies
 Find new skills
 Develop & train them
 Get feedback on their performance
 Expand their ability to work
 Rotate their work

20. Motivational techniques
Leads them
Real examples are quicker than advice
Way to influencing people
Appeal to benefits
Can motivate
Mutual benefits to both of you
Appeal to emotions
People act quickly to emotions
Positive manner
Sustained by repeated inputs
Appeal to needs & wants
basic needs satisfaction
Creative expression, recognition & challenges & love
Appeal to expertise
Abilities enhance his self-worth
Put best effort to seek approval

21. Begin with the end in mind
What are your talents?
What is your ultimate career goal?
What can you achieve in 2 years?
What are your personal goals?
By:-Tanu Jaswal