MOTIVATION

PRESENTED TO SIR ASAD MAJEED KHAN

P HARM AC EUTI C AL M ANAG EM ENT AND

MARKETING
GROUP A:
• Sheikh Awais (Focal person) ………… 201450
• Hafiz Muhammad Owais ……………... 201421
• Bilal Saeed ……………………………. 201440
• Hadiqa Shabbir ……………………….. 201419
• Iqra Ijaz ……………………………….. 201427
• Attiya Jameel …………………………. 201407
DEFINITION:

• “Motivation is the set of forces that causes people to behave , with tendency to persist in a
favorable manner to achieve a goal or reward.”

• The psychology of learning indicates that a desired behaviour such as high quality work, good
attendance and loyality can be induced by reward.

• Motivation is immeasureable, since it is an internal force. .

• The behaviour of individual is guage of motivation.

• Motivation process begins with a desire to fulfill needs, which reflets a deficiency within the
individual.
• Motivation framework:

Need
(deficiency)

Determination
Search for ways
of future
to satisfy needs
needs

Modify the
Evaluation of behavior of
need satisfaction worker to
satisfy need
HISTORICAL APPROACHES FOR
MOTIVATION
• Earlier approaches for employee motivation:
1. Traditional Approach
2. Human Relations Approach
3. Human Resourse Approach
TRADITIONAL APPROACH

• Management knows more about the jobs being performed than the workers doing them.
• Work is inherently unpleasant for most people and money they earn is more important.
• According to this approach, people could be expected to perform any kind of job if they are
paid enough.
• But the role of money as motivating factor cannot be detached.
• This approach fialed to consider other motivational factors
HUMAN RELATIONS APPROACH

• Emphasize on role of social processes in a workplace

• Basic assumptions:
Employees want to feel useful, important and to belong to a social group and this is more important
than money.
• A human relationist believes that false impression of contribution and participation could enhance
motivation.
• Eg.
A manager allow a workgroup to participate in making a decision, even though the decision had
already been determined.
HUMAN RESOURSE APPROACH

• Focuses on human needs

• Assumes that contributors themselves are valuable , and can make genuine contributions
 MOTIVATIONAL THEORIES
• Motivation is a complex phenomina for which several theories attempt to make it
understandable, known as motivational theories.

MOTIVATION THEORIES

1.NEED
THEORY 2.Cognitive
Theory
3.Reinforcement
Theory

4. Social learning
Theory
1.Need
theory Expectancy Attribution
theory theory

ERG theory
2.Cognitive theory

Two factor
theory
Satisfaction
Equity theory Perfomance
Theory
Acquired
Need theory
 3.Social learning theory
4.Reinforcement
theory

Observational
theory Negative Positive Extinction Punishment
reinforcement reinforcement
theory theory

Symbolic Self
process control
NEED THEORIES
• Need theories argue that people behave because,they have internal needs that they attempt to
fulfill.
• Also called “content theories”
• Various need theories are as mentioned below:
• 1.Hierarchy of need theory:-
• This theory was developed by “ABRAHAM MASLOW”
• According to this theory:
• People are motivated to satisfy various needs and that these needs can be arranged in a hierarchy
of importance.
• It suggests that people must satisfy five groups of needs in order
• A). Physiological Needs
• B). Security Needs
• C). Belonging Needs
• D). Esteem Needs
• E). Self – Actualization Needs

• A). Physiological Needs:-

• These are Basic needs/ primary needs or Innate needs
• These are for sustaining human life itself.
• Includes food,water, shelter, sleep and other physiological satisfaction
• B). Security Needs:-
• These are Acquired or secondary needs
• Feeling of free from physical danger or sufferings and the fear of loss of job, health,
property,food , clothing or shelter.

• C) Belongings needs:
• Like social needs included need for love and affection.
• These needs are satisfy for most people by a combination of family and community relationship
outside the workplace.
• Manager can satisfy of these needs by allowing social interaction and by making employees feel
like part of a team or of work group.
D) Esteem needs:
• These are egoistic needs (higher needs) under social needs and primarily concerned with
individual’s view of conception of self.
• These comprised of two different sets of needs:
– Need for a positive self-image and self-respect.
– The need for recognition and respect from others.
• A manager can help the satisfaction of esteem needs by giving job titles, spacious offices and
similar rewards as appropriate.

E) Self-actualization needs:
• Include self-realization and self-accomplishment .
• Realizing one’s potential for continued growth and individual development.
• It is the desire that one is capable of becoming to maximize potentials and to accomplish
something.
ERG THEORY OF MOTIVATION:
• This theory suggest that the people’s need are categorized into three possible groups.

• Existence needs:
Correspond to the physiological and security needs of individuals.

• Relatedness needs:
Way people are related to their social environent.

• Growth needs:
A combination of self-esteem and self-actualization.
• If needs remain unsatisfied at this higher level, the individual become frustrated, regress to
lower level and begins to pursue those things again.
• Althoug the ERG theory assumes that motivated behavior follows a hierarchy somewhat in
same fashion as suggested by Maslow, there are two important differences:
• Firstly, More than one level of need can cause motivation at the same time.
• Secondly, the ERG theory incorporates frustration-regression element.
• Maslow maintained that one need must be satisfied before and individual can progresses to a
higher need level.

Reference : Pharmaceutical management and marketing by Nadeem Irfan Bukhari (Pg 46 - 51)