A

SEMINAR PROJECT
ON

MOTIVATION &
LEADERSHIP

SUBMITTED TO:

SUBMITTED BY:

MOTIVATION
Motivation represents an unsatisfied need which creates a state of tension or
disequilibrium, causing and individual to move in a goal oriented pattern towards a
restoring a state of equilibrium by satisfying the need. Motivation implies any emotion
or desire which so conditions ones will that the individual is properly held into action.
So we can say that it is the willingness to expand energy to achieve a goal or reward. It is
the force that activities dormant energies and sets in motion the action of the people. It is
a function that kindles a burning passion for action among the human beings of an
organization.
DEFINITIONS
Motivation has been variously defined by the scholars. Some definitions are discussed as
follows :Barelson and Steiner : A motive is an inner state that energizes, activities or moves and
directs or channels behaviour goals.
Lillis: It is the stimulation of any emotion or desire operating upon ones will and
promoting or driving it to action.
The Encyclopedia of Management : Motivation refers to degree of readiness of an
organism to pursue some designated goal and implies the determination of the nature and
locus of the forces, including the degree of readiness.
Dubin: Motivation is the complex of forces starting and keeping a person at work in an
organization.
Vance : Motivation implies any emotion or desire which so conditions ones will that the
individual is properly lead into action.
Vitiles : Motivation represents an unsatisfied need which creates a state of tension or
disequilibrium, causing the individual to make in a goal directed pattern towards
restoring a state of equilibrium by satisfying the need.
Memoria: "A willingness to expend energy to achieve a goal or reward. It is a force that

activates dormant energries and sets in motion the action of the people. It is the function
that kindles a burning passion for action among the human beigns of an organisation."
NATURE OF MOTIVATION
Motivation is a psychological phenomena which generates within an individual. A person
feels the lack of certain needs, to satisfy which he feels working more. The need
satisfying ego motivates a person to do better than he normally does. From definitions
given earlier the following inferences can be derived:
1. Motivation is an inner feeling which energizes a person to work more.
2. The emotions or desires of a person prompt him for doing a particular work.
3. There are unsatisfied needs of :t person which disturb his equilibrium.
4. A person moves to fulfill his unsatisfied needs by conditioning his energies.
5. There are dormant energies in a person which are activated by channelising them
into actions.
TYPES OF MOTIVATION
When a manager wants to get more work from his subordinates then he will have to
motivate them for improving their performance. They will either be offered incentive for
more work, or may be in the space of rewards, better reports, recognition etc., or he may
instill fear in them or use force for getting desired work. The following are the types of
motivation:
1. Positive Motivation:- Positive motivation or incentive motivation is based on
reward. The workers are offered incentives for achieving the desired goals. The
incentives may be in the shape of more pay, promotion, recognition of work, etc. The
employees are offered the incentives and try to improve their performance willingly.
According to Peter Drucker, the real and positive motivators are responsible for
placement, high standard of performance information adequate for self-control and
the participation of the worker as a responsible citizen in the plant community. "
Positive motivation is achieved by the co-operation of employees and they have a
feeling of happiness.
2.

Negative Motivation:- Negative or fear motivation is based on force or fear. Fear

causes employees to act in a certain way. In case, they do not act accordingly then

they may be punished with demotions or lay-offs. The fear acts as a push mechanism.
The employees do not willingly co-operate, rather they want to avoid the punishment.
Though employees work upto a level where punishment is avoided but this type of
motivation causes anger and frustration. This type of motivation generally becomes a
cause of industrial unrest. In spite of the drawbacks of negative motivation, this
method is commonly used to achieve desired results. There may be hardly any
management which has not used negative motivation at one or the other time.
OBJECTIVES OF THE MOTIVATION
The purpose of motivation is to create condition in which people are willing
to work with:

Zeal,

Initiative,

Interest and enthusiasm.

With a high personal and group moral satisfaction,

With a sense of responsibility,

Loyalty and discipline, and

With pride and confidence,

In a most cohesive manner so that the goals of an organization are achieved effectively.
Motivational techniques are utilized to stimulate employee growth.
Clarence. Francis indicated this when he was Chairman of General Foods. He said: "You
can buy a man's time, you can buy a man's physical presence at a given place; you can
even buy a measured number of skilled muscular motivations per hour or day; but you
cannot buy enthusiasm. You cannot buy initiative; you cannot buy loyalty; you cannot
buy devotion of hearts, minds and souls. You have to earn these things."
TECHNIQUES TO INCREASE MOTIVATION
Every management tries to select certain motivational techniques which can be employed
for improving performance of its employees. The techniques may be suitably employed
in one concern, others may be useful in another concern and so on. Motivational
techniques may be classified into two categories i.e., financial and non-financial. Both the
categories of motivators are discussed as under.

A. Financial Motivators
Financial motivators may be in the form of more wages and salaries, bonuses, profitsharing, leave with pay, medical reimbursements, company paid insurance or any of the
other things that may be given to employees for performance. The economists and most
managers consider money and financial incentives as important motivators. Behavioural
scientists, on the other hand, tend to place them low. Neither view is probably right.
B. Non financial Motivators
These motivators are in the nature of better status, recognition, participation, job security
etc. Some of these motivators are discussed here:
1. Recognition:- Every person wants his work to be recognised by his superiors. When
he knows that his performance is known to his boss then he will try to improve it more
and more. The recognition may be in the form of a word of praise. a pat on the back, a
word of praise, a latter of appreciation, entry in annual confidential report etc. There may
also be awards, certificates plaque etc.
2. Participation:- Participation has been considered a good technique for motivation. It
implies physical and mental involvement of people in decisionmaking process. It satisfies
ego and self-esteem of persons. They feel important when asked to made suggestions in
their field of activity. There is no doubt that most of the people know the problems they
will face and their possible solutions. Participation results in motivation and knowledge
valuable for the enterprise success
3. Status:- It refers to a social status of a person and it satisfies egoistic needs. A
management may create some status symbols in the organisation. This can be done by
way of giving various facilities to the persons. These may be superior furniture, carpets
on the flood, attachment of peons, personal assistant etc. To get these facilities a person
will have to show a certain amount of performance. When a person achieves certain
facilities then he tries to get better status by working more. In this way status needs act as

motivator.