MOTIVATION

Encouraging people to take more initiative

and interest in the work assigned.

Motivation means a process of stimulating

people to action to accomplish the desired

goals.

Characteristics / Features of Motivation

Psychological process

Initiated by managers

Continuous activity

Goal oriented and action orientedBroad Concept (Needs, human relations, satisfaction of employees)

Essence of management process

Beneficial to employees and management

Varied measures available for motivation

Motivation is different from satisfaction

Related to a person in totality

Need & Importance of Motivation

1) Securing employee cooperation

2) Stimulating employees

3) Maintaining human relations

4) Raising productivity and efficiency

5) Raising morale

6) Cordial industrial relations

7) Facilitates change

8) Reduces absenteeism & labour turnover

9) Reduces accidents

10) Change in attitute

Essential of a Sound Motivational Plan

Simplicity

Flexibility

Economical

Comprehensive

Productive

Advantages of Motivation

Advantages to Employers –

1)Better Cooperation from employees

Increase in the efficiency and productivity of employees

Reduction in wastages and industrial accidents

Reduction in employee turn over and absenteeism

Improving employee morale

Prompt achievement of business objectives

Developing positive attitude towards employees

Availability of right type of employee

Advantages to Employee

Employees get the benefit of financial and non-financial

incentives .

Job Security and job satisfaction

Opportunity to participate in management

Durability in Employment

Improvement in knowledge and skills

Fulfillment of basic needs

Factors of motivating Employees

☺ Attractove Salary / Wages & Allowances

☺ High rate of bonus

☺ Liberal monetary incentives

☺Allowances such as overtime allowances, medical

allowance, leave and travel allowances, house rent,

educational and re-creation allowances and so on.

☺ Special incentives.

Monetary Factors

Factors of motivating Employees

Non-monetary Factors

☺Job-security and job enrichment

☺ Fair treatment to employees

☺ Recognition of good work

☺Encouragement for self-development and career

development

☺Delegation of authority to subordinates

☺Congenial working conditions

☺ Helpful attitude of management

☺ Fair opportunity of promotion

☺ Labour participation in management

☺ Designation and status

Traditional Modern Theories Theories

I) ‘Be Strong’ Theory I) Maslow’s Theory

II) Efforts and Rewards Theory II) Mc Gregor’s Theory

III) Monastic Theory III) Herzberg’s Theory

IV) Carrot & Stick Theory IV) Mcclelland’s Theory

V) Paternalistic Theory V) Vroom’s Theory

VII) Equity Theory

Theory of Motivation

Be Strong Theory-

Fear & Punishment Theory

Used by the managers who become aggressive

and authoritarian.

Theory believes that employees would work

efficiently if they are driven by fear and

Punishment.

Military rule – DO OR DIE

Efforts & Rewards Theory (Taylor) Managers

should establish the standards of performance

and note the behavior of employees. This will

enable them to determine rewards and

penalties.

Monastic Theory – This theory assumes that

people work for money only. Increased effort

will provide increased wages which will further

motivate the workers to higher effort.

Carrot & Stick – Reward & Punishment who

perform the task well are given rewards in the

form of promotion, hike in pay, bonus, etc. and

those who fare poorly are like punished in the

form of demotion, transfer, termination, etc.

Theory states that rewards alone are not

adequate.

Paternalistic Theory – Managers to be kind and

generous toward employees and in return,

they expected respect, loyalty and durability

from the employees.

MASLOW – 1943 (NEED HIERARCHY THEORY)

•Physiological Needs (Biological need) can’t be postponed for long.

•Security / Safety Needs – Security of job, pension for old age and insurance cover for life, comes after physiological needs.

•Social needs – Affiliates with group and expects love, affection and recognition. This is called as basic social need of an individual.

•Esteem need – Personal ego – need to have prestigious position. The organization can satisfy this need by giving recognition to the good work.

• Self Actualization - At this level person seeks challenging work assignments for creativity and opportunities for personal growth and advancements.

A Self-actualized person is creative and independent.

MCGREGORS THEORY OF X & THEORY OF Y

Theory X is static rigid, conservative and pessimistic and

believe that average human being has an inherent

dislike for work.

Most people should be forced, controlled, directed or

threatened with punishment to achieve organizational

objectives.

People want security of job and income.

People want to avoid responsibility.

People want lack creativity and do not use their

intellectual potentialities.

MCGREGORS THEORY OF X & THEORY OF Y

Theory Y - Emerging viewpoint about people.

Average human learns to work / people want relative

freedom / exercise self-control and self direction to

achieve organizational objective / seek responsibility

partially use their intellectual potentiality.

HERZBERG’S TWO FACTOR THEORY OF MOTIVATION – based on two factor

Maintenance and Motivating Factors

Maintenance factor prevent dissatisfaction only not

motivating.

Hygiene Factors Motivators

Company Policies and administration AchievementSupervision Recognition for Working Conditions AccomplishmentInterpersonal Relations Increased Responsibility Opportunity for growth Challenging WorkSalaryJob SecurityStatus Personal life

Mcclelland Theory

– need for achievement / need for power and need for affiliation

•Managers motivated by need for achievement are goal oriented.

•Strong power need try to dominate, influence and control others•Need for affiliation are sensitive to other peoples feelings

Vroom

Vroom’s Expectancy Theory - This theory states that

motivation to work is strongly determined by an

individual perception that a certain type of behavior will

lead to a certain type of result.

EQUITY THEORY – 1965

Employees want fair treatment from their employers.

Employees think of equity through a four step process –

•Employees evaluate how they are being treated by the

firm.

•Employees think how they are compared with another

persons.

•This comparison may bring about either equity or

inequity.

If an employee feels there is equity in the treatment, he

may

Example-

• Dada Bhai Naoroji – Hope for India

• Mahadeo Govind Ranade – Father of reawakening

• Romesh Dutt

• Krishna is a motivator in Mahabharat

•How Bhishma Pitamah motivated Duryodhana. When

he was not sure even about victory.