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organizational behavior's one of the main interesting topic . Covers main aspect of motivation with slightly different approach

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  1. 1. MOTIVATION<br />BY:<br />Uplaksh Gupta (2011211)<br />SavanSutaria (2011204)<br />
  2. 2. CONTENT<br />What is Motivation<br />Types of Motivation<br />Components of motivation<br />Rules for/of Motivation<br />How to Motivate<br />Content theories of Motivation<br />4 Drive model for employee Motivation<br />Job Enrichment<br />Failure of Job Motivation<br />
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  4. 4. Motivation<br />Is setting audacious objectives & getting people to own & achieve them.<br />Is getting someone else to do what you want done because he wants to do it.<br />Is making people feel & take pride that they have done it.<br />Is letting go while retaining the right to know what is going on.<br />Is the art of accomplishing more than what scientific mgt say is possible.<br />
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  6. 6. Types Of Motivation<br />Intrinsic Motivation<br />individual's motivational stimuli are coming from within. Our deep-rooted desires have the highest motivational power. Below are some examples:<br />Acceptance<br />Curiosity<br />Honor<br />Independence<br />Order<br />Power<br />Social contact<br />Social Status<br />
  7. 7. Types of Motivation<br />Extrinsic Motivation<br />individual's motivational stimuli are coming from outside. In other words, our desires to perform a task are controlled by an outside source.<br />Extrinsic motivation is external in nature. The most well-known and the most debated motivation is money. Below are some other examples: <br />Employee of the month award<br />Benefit package<br />Bonuses<br />Organized activities<br />
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  9. 9. RATIONAL BEHIND MOTIVATION<br />Once upon a time there were 2 brothers . One was a drug addict and a drunk who frequently beat up his family . The other one was a very successful businessman who was respected in the society and had a wonderful family .<br />Some people wanted to find out why two brothers from the same parents , brought up in the same environment , could be so different .<br />The first one was asked ,” how come you do what you do ? You are a drug addict , a drunk , and you beat your family . What motivates you ?”<br />He said “My father” . They replied “what about your father”? The reply was ,”my father was a drug addict , a drunk and he beat his family . What do you expect me to be ? This is what I am .” <br />
  10. 10. They went to the brother who was doing right and asked the same question <br />“How come you are doing everything right? What is your source of Motivation?” And guess what he said? “My father. When I was a little boy , I used to see my dad drunk and doing all the wrong things . I made up my mind that that is not what I wanted to be “.<br />Both were deriving their strength and motivation from the same source , but one was using it positively and other negatively<br />
  11. 11. Components of Motivation<br />Direction : relates to what an individual chooses to do when presented with a number of alternatives<br />Intensity : refers to the strength of response once the alternative is chosen<br />Persistence: refers to the staying power of behavior or how long a person will continue to devote effort<br />
  12. 12. The rules of Motivation<br />The four ‘R’s – Respect , Recognition , Responsibility and Recreation<br />Motivate yourself to motivate others<br />Participate in order to motivate<br />Motivation requires lots of individual recognition<br />Motivation ,even when estd.,does not last forever<br />Progress and success motivate<br />Challenge motivates only if you succeed<br />Team membership motivates<br />
  13. 13. How to motivate?<br />Allow them to develop their job, to continually improve.<br />Set targets for them to get a sense of achievement<br />Give them variety and interest<br />Show trust. Be open.<br />Keep them in the picture<br />Empower. Allow them control over what they do<br />Tell them: a work ill-done must be done twice.<br />Give regular feedback to prevent misdirection<br />Give praise . Show appreciation.<br />Encourage teamwork, sense of belonging , synergy.<br />Ensure conducive work environment<br />
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  15. 15. 4 Drive model of Employee Motivation<br />
  16. 16. Acquire and Achieve<br />More! More! More! As human beings we are all programmed to go out and get scarce goods (iPhone?) that make us feel better about ourselves. I think that we can all agree that we feel “happy” when we are successful and we feel “sad” when we fail. It’s not just physical things that we desire, but also experiences and improvements in our social status. This drive is relative – we are always comparing what we have to what those around us have. Oh, and it’s insatiable – we always want more, more, more!<br />
  17. 17. Bond and Belonging<br />We all know about how we bond with our parents, siblings, etc. However, the human creature is amazing because we have the additional ability to extend who we bond with to associations, organizations, and even countries. This is a big one – when we are successful in bonding, then we fell loved. When we are not successful in bonding, then we fell loneliness. For your IT workers, bonding at work is a critical part of who they are. When staff feel proud to be part of an organization (GOOGLE?) this can be a big boost to their motivation. It also explains why we get so depressed when we get fired or laid off – we feel that the organization has betrayed us.<br />
  18. 18. Challenge and Comprehend<br />We are creatures that really want to understand the world in which we live. We are constantly using scientific, cultural, and even religious theories to try to make sense of it all. Our reason for doing this is that we want to be able to come up with reasonable responses to things that happen in our environment and to be able to determine what actions we should take next.<br />
  19. 19. Define and Defend<br />You knew that this one had to be on the list! When external threats show up, we humans naturally defend ourselves, our family & friends, our property and things, etc. Fulfilling this drive leads employees to feel secure, failing to fulfill it leads to strong emotions like fear and resentment. This drive is one reason why mergers or buyouts can be so devastating for staff.<br />
  20. 20. Job EnrichmentEmployee satisfaction (to) motivation (to) performance<br />Minimum controls<br />Maximum personal accountability<br />Work in complete entities<br />Employee to have control over- which task and when<br />Feedback on performance and quality directly to employee<br />Opportunity to do new jobs<br />Individuals to choose their jobs with the rest of their team<br />Opportunity to discuss & comment on changes in work<br />Job rotation instead of one single short cycle job<br />Ensure variety , personal autonomy and scope for personality development<br />
  21. 21. Failure of Organizational motivation<br />Failure?<br />Most efforts=short-term improvements (Herzberg,1968)<br />Little evidence in most jobs<br />Modern programs do more harm then good eg. Deregulation, flexibility, portfolio careers<br />De-motivated Workers<br />Often Have highly motivated lives<br />Experience higher rate of mental illness<br />Redefine and lower their goals<br />STRESS : over motivation<br />