MOTIVATION

BY: DR. ANUKOOL MANISH HYDE

“MOTIVATION REFERS 2 FORCES
WITHIN A PERSON THAT AFFECTS
HIS DIRECTION, INTENSITY AND
PERSISTENCE OF VOLUNTARY BEH.”
“MOTIVATION IS THE WILLINGNESS 2
EXERT HIGH LEVELS OF EFFORT
TOWARD ORGNAL GOALS, CONDITI-
ONED BY THE EFFORT AND ABILITY
2 SATISFY SOME INDIVIDUAL NEEDS”
 TYPES OF MOTIVATION
1. PRIMARY MOTIVATION
- THEY R PHYSICALLY ATTACHED TO
PEOPLE.
- THEY R BIOLOGICAL,UNLEARNED
AND NATURAL.
- COMPETENCE, CURIOSITY,AFFECT-
ION, HUMAN NEEDS.
2. SECONDARY MOTIVATION
- IT IS LEARNED, BECOME PRIME
MOVERS.
ACHIEVEMENT, AFFILIATION,POWER.
THEORY OF MOTIVATION
1. MASLOW’S THEORY OF NEED HIER.
SELF ACTU.

ESTEEM NEEDS

SOCIAL NEEDS

SAFETY NEED

PHYSIOLOGICAL NEEDS
PHYSIOLOGICAL NEEDS
- FOOD,CLOTHING,SHELTER ETC.
- ONCE THEY R FULFILLED, THEY DO
NOT REMAIN IMPORTANT FACTORS
OF MOTIVATION.
- MGMTS. USE MONETARY MOTIVATI-
ON TO ACTUATE EMPLOYEES TO
FULFILL THESE NEEDS.
SAFETY NEEDS- PHYSICAL,EMOTIO-
NAL SAFETY.
- PEOPLE REQUIRE PROTECTION
AGAINST DANGER,THREAT,ACCIDENT
- EMPLOYEES NEED INCREMENTS IN
PAY,JOB SECURITY ETC.
3. SOCIAL NEEDS
- IT INCLUDE LOVE,AFFECTION,AFFI-
LIATION.
-FRIENDLY BOSS,COMPATIBLE WORK
GROUP, PROFESSIONAL FRIENDSHIP.
4. ESTEEM NEEDS- SELF RESPECT,
RECOGNITION,PRESTIGE, SELF CONFI.
- DEVELOPED EMPLOYEES WORK FOR
MORE THAN ALLOTTED PERIOD.
5. SELF ACTUALISATION
- SELF REALISATION, SELF RECOGNI.
- THEY WANT TO B INNOVATIVE,
CREATIVE,OUTSTANDING.
ƒ ERG THEORY
- CLAYTON ALDERFER INDICATES
EXISTENCE,RELATEDNESS,GROWTH.
- EXISTENCE NEEDS R ESSENTIAL FOR
SURVIVAL i.e. PHYSIO. & SAFETY.
- RELATEDNESS INVOLVES INTER-
PERSONAL RELATIONSHIPS WITH
OTHERS AT WORKPLACE.
-SOCIAL AND STATUS DESIRE.
-INTERACTION WITH OTHERS.
-GROWTH NEEDS R INTRINSIC DESIRES
FOR PERSONAL DEVELOPMENT.
- PEOPLE LIKE TO MAKE FULL USE
OF THEIR CAPACITIES.
-HIGH MOTIVATIONS R PEOPLE’S OWN
SPIRITS AND SOULS.
HERZBERG’S THEORY (TWO FACTOR)
- STUDY ON 200 ACCOUNTANTS,
ENGINEERS.
-JOB SATISFIERS AS MOTIVATORS.
- JOB DISSATISFIERS AS HYGIENE.
MOTIVATORS- ACHIEVEMENT, WORK,
RECOGNITION,RESPONSIBILITY, ADV-
ANCEMENT. GROWTH.
JOB DISSATISFIERS- STATUS, SECURITY
INTERPERSONAL RELATIONS, SUPER-
VISION,CO’S POLICY, SALARY.
-OPPOSITE OF SATISFACTION IS NOT
DISSATISFACTION.
-TODAY’S MOTIVATORS R 2MORROWS
 HYGIENE.
-ONE’S HYGIENE MAY B MOTIVATOR
OF ANOTHER.
-NEGLECTS SITUATIONAL VARIABLES.
- EXPLAINS JS NOT MOTIVATION.
- JS NOT MEASURED ON OVERALL
BASIS.
- PEOPLE BLAME EXT. ENV. ON FAILURE
VROOM’S EXPECTANCY THEORY

EFFORT PERFORM. REWARD

PERFORM.? PERFOR. – REWARD? INDIVIDUAL GOALS?

-COGNITIVE PROC.THEORY OF MOTI.

-PEOPLE WILL B MOTIVATED TO
EXERT HIGH LEVEL OF EFFORT WHEN
THEY BELIEVE THERE R REL. B/W
EFFORT THEY PUT FORTH, THE PERFO.
THEY ACHIEVE, AND OUTCOMES THEY
RECEIVE.
-VALENCE IS VALUE ONE PLACES ON A
PARTICULAR REWARD.
-EXPEC. RELATES TO PERFORMANCE.
-INSTRU. IS BELIEF THAT PERFORM.
IS RELATED TO REWARDS.
-MOTIVATION=V*E*I
Mc CLELLAND’S NEED THEORY
-IT IS BASED ON LEARNING THEORY.
-NEEDS R LEARNED/ACQUIRED.
-ACHIEVEMNT,POWER, AFFILIATION.
NEED FOR ACHIEVEMENT- IT IS THE
DRIVE TO EXCEL,TO ACHIEVE IN REL. 2
A SET OF STD.,AND 2 STRIVE 2 SUCCEED
-PEOPLE WITH A HIGH NEED FOR ACH.
PERFORM BETTER THAN THOSE WITH
A MODERATE /LOW NEED FOR ACHIE.
-H-NEED ACHI. HAVE A STRONG
DESIRE TO ASSUME PERSONAL RESPON.
FOR PERFORMING A TASK.
- H-NEED ACHI. TEND TO SET MODER.
DIFFICULT GOALS & TAKE CAL. RISKS.
-H-NEED ACHI. HAVE A STRONG DESIRE
FOR PERFORMANCE FEEDBACK.
NEED FOR POWER- MAKING AN IMPACT
ON OTHERS.
-A DESIRE TO INFLU. AND DIRECT
SOMEBODY ELSE.
-A DESIRE TO EXERCISE CONTROL
OVER OTHERS.
- A CONCERN FOR MAINTAINING
LEADER-FOLLOWER RELATIONS.
NEED FOR AFFILIATION- A DESIRE TO
ESTAB. AND MAINTAIN FRIENDLY &
WARM RELS. WITH OTHER PEOPLE.
-THEY HAVE A STRONG DESIRE FOR
ACCEPTANCE AND APPROVAL FROM
OTHERS.
-THEY TEND TO CONFORM TO THE
WISHES OF THOSE PEOPLE WHOSE
FRIENDSHIP & COMPANIONSHIP THEY
VALUE.
-THEY VALUE FEELINGS OF OTHERS.