Promise yourself to live your life as a revolution and not just a process of evolution. 

Motivational Quote

Motivation is a process that starts with a physiological or psychological need that activates a behavior or a drive that is aimed at a goal.

“Motivation is the act of stimulating someone or oneself to get desired course of action, to push right button to get desired reactions.”

Introduction

The term motivation can be traced to the latin word movere, which means “to move”.

It refers to the factors which move or activate the organism.

We infer the presence of motivation when we see that people work towards certain goals.

Concept of Motivation

Motive

Motivating

Motivation

Relationship

As Steiner states “a motive is an inner state that energies activates are moves an directs a channel behavior towards goal”

According to Ferguson “The internal states of the organism that lead to the instigation, persistence, energy, and direction of behaviour”

Definition

an act of managers a continuous process positive or negative goal oriented complex in nature an art system-oriented different from job satisfaction

Nature of Motivation

ENERGY --------> DIRECTION -------> PERSISTENCE

It is a process by which a person’s efforts are energized, directed and sustained towards attaining the goal.

◦*Energy- A measure of intensity or drive.◦*Direction- Towards organizational goal.◦ *Persistence- Exerting effort to achieve goal

Process of motivation

Elements of Motivation

Motivation is built on three basic elements:

1. Motivation starts with a need, vision, dream or desire to achieve the seemingly impossible. Creativity is associated with ideas, projects and goals, which can be considered a path to freedom.

Motivation is built on three basic elements:2. Develop a love-to-learn, become involved

with risky ventures and continually seek new opportunities. Success is based on learning what works and does not work.

3. Developing the ability to overcome barriers and to bounce back from discouragement or failure. Achievers learn to tolerate the agony of failure.

Motivation is built on three basic elements:

Who is this?

Who is this?

PositiveNegative IntrinsicExtrinsic

Types of Motivation

Seven Rules of Motivation

1. Set a major goal, but follow a path.

The path has mini goals that go in many directions. When you learn to succeed at mini goals, you will be motivated to challenge grand goals.

Seven Rules of Motivation

2. Finish what you start. A half finished project is of no use to anyone. Quitting is a habit. Develop the habit of finishing self-motivated projects.

Seven Rules of Motivation

3. Socialize with others of similar interest. Mutual support is motivating. We will develop the attitudes of our five best friends. If they are losers, we will be a loser. If they are winners, we will be a winner. To be a cowboy we must associate with cowboys.

Seven Rules of Motivation

4. Learn how to learn. Dependency on others for knowledge

supports the habit of procrastination. Man has the ability to learn without instructors. In fact, when we learn the art of self-education we will find, if not create, opportunity to find success beyond our wildest dreams.

Seven Rules of Motivation

5. Harmonize natural talent with interest that motivates. Natural talent creates motivation.

Motivation creates persistence Persistence gets the job done.

Seven Rules of Motivation

6. Increase knowledge of subjects that inspires.

The more we know about a subject, the more we want to learn about it. A self-propelled upward spiral develops.

Seven Rules of Motivation

7. Take risk. Failure and bouncing back are elements of motivation. Failure is a learning tool. No one has ever succeeded at anything worthwhile without a string of failures.

If you want to make your dreams come true, the first thing you have to do is wake up. 

Motivational Quote

Monetary factors Non-Monetary factors Other factors

MOTIVATIONAL FACTORS

Salaries or wages Bonus Incentives Special Incentives

Monetary factors

Status or job title

Appreciation and recognition

Delegation of authority

Working conditions

Job security

Job enrichment

Workers participation

Good superiors

Non-Monertary Factors

Providing training to the employees. Proper job placements. Proper promotions and transfers. Proper performance feed back. Proper welfare facilities. Flexible working hours.

Other Factors

Money fails to motivate people, when there is no direct relationship between reward and effort.

Economic conditions of people influence the Importance of money.

Money is a significant motivator at lower level of employees level however money may not be a significant factor for senior executives.

Social attitudes towards money and wealth also decides the motivation to earn more and more.

Money as a motivator

The best angle from which to approach any problem is the

try-angle.

- Michelangelo

Motivational Quote

Early theories

•Scientific Management•Human Relation Theories

Content Theories

•Maslow Theory•Herzberg•McGregor’s XY•ERG•Equity Theory•Performance satisfaction Model

Theories of Motivation

Scientific Management Theory

Considered money to be the main motivator for workers therefore scientifically investigate how jobs are done through ‘work study’.

Extreme division of labour Payment by results

(piecework) Tight management control Reduction in ‘unit costs’

His Philosophies of management was based on mutual interest between employees and employers. It has 4 Principles

The development of a true Science of Work The Scientific Selection and Progressive development

of the workman The Bringing Together of the science of work and the

scientifically selected and trained man The division of Work between Mangement and

employees

Principles of Scientific Management

Scientific Harmony Co-operation Maximum Output Greatest efficiency and Prosperity

Merits:

Boring and repetitive jobs

Lack of skills required leading to loss of skills in the workforce and also power for the workers.

Led to low morale amongst the workforce

Demerits

Principles of Human Relations Theory

Human relations theory is characterized by a shift in emphasis from TASK to WORKER

Go beyond physical contributions to include creative, cognitive, and emotional aspects of workers

Based on a more dyadic (two-way) conceptualization of communication.

SOCIAL RELATIONSHIPS are at the heart of organizational behavior--effectiveness is contingent on the social well-being of workers

Workers communicate opinions, complaints, suggestions, and feelings to increase satisfaction and production

Origins (Hawthorne Studies & work of Chester Barnard) Human Relations School of Management - Elton Mayo

(Harvard

Origins of Human Relations Theory

“The Hawthorne Studies◦ Hawthorne Works of Western Electric Company◦ 1924 - Chicago◦ Research focus: Relation of quality and quantity of

illumination to efficiency in industry◦ Four Important Studies

“The Hawthorne Studies”

Illumination Study (November 1924)◦ Designed to test the effect of lighting intensity on worker productivity◦ Heuristic value: influence of human relations on work behavior

Relay Assembly Test Room Study (1927-1932)◦ Assembly of telephone relays (35 parts - 4 machine screws) ◦ Production and satisfaction increased regardless of IV manipulation◦ Workers’ increased production and satisfaction related to supervisory practices◦ Human interrelationships are important contributing factors to worker

productivity◦ Bottom Line: Supervisory practices increase employee morale AND productivity

Interviewing Program (1928-1930)◦ Investigate connection between supervisory practices and employee morale◦ Employees expressed their ideas and feelings (e.g., likes and dislikes)◦ Process more important than actual results

Bank Wiring Room Observation Study (November 1931 - May 1932)◦ Social groups can influence production and individual work behavior◦ RQ: How is social control manifested on the shop floor?◦ Informal organization constrains employee behavior within formal organizational

structure

Hawthorne Studies - Criticisms

Not conducted with the appropriate scientific rigor necessary

Subjects replaced with more “cooperative” participants

WORTHLESS GROSS ERRORS INCOMPETENCE

Life's problems wouldn't be called "hurdles" if there wasn't a way to get over them

  ~Author Unknown

Motivational quote

Maslow Theory Herzberg Theory McGregor’s XY Theory ERG Theory Equity Theory Performance satisfaction Model Theory

Content Theories

This theory was proposed by Abraham Maslow and is based on the assumption that people are motivated by a series of five universal needs. These needs are ranked, according to the order in which they influence human behavior, in hierarchical fashion

Maslow’s Hierarchy Theory

Lower order ( External ) : Physiological and safety needs Higher order ( Internal ) : Social, Esteem, and Self-actualization

MOTIVATIONAL FACTORSMotivational factors are directly to job content itself, the individuals performance of it , its responsibilities and the growth an recognition obtained from it.

HERZBERG

Herzberg's Two Factor Theory, also known as the Motivation-Hygiene Theory, was derived from a study designed to test the concept that people have two sets of needs.

their needs as animals to avoid pain their needs as humans to grow psychologically

Two-factor Theory:

Motivation-Hygiene Theory

SATISFACTION (MOTIVATION)

DISSATISFACTION (HYGIENE)

achievement recognition work itself responsibility advancement

company policy administrative policies supervision salary interpersonal relations working conditions

Process in Theory

McGregor’s Theory

• McGregor looked at the way in which employers and employees traditionally viewed work – The employer paid the money and gave instructions, and the worker did the job without asking questions (THEORY X)

DOUGHLAS McGREGOR

Douglas McGregor observed two diametrically opposing view points of managers about their employees.

one is negative called “Theory of X” one is positive called “Theory of Y”

Theory of “X” and Theory of “Y”

Employees dislike work; if possible avoid the same Employees must be coerced, controlled or threatened

to do the work Employees avoid responsibilities and seek formal

direction Most employees consider security of job, most

important of all other factors in the job and have very little ambition

X Theory

Employees love work as play or rest Employees are self directed and self controlled and

committed to the organizational objectives Employees accept and seek responsibilities Innovative spirit is not confined to managers alone,

some employees also possess it.

Y-Theory

About a hundred years ago, a man looked at the

morning newspaper and to his surprise and horror, read his name in the obituary column. The news papers had reported the death of the wrong person by mistake. His first response was shock. Am I here or there? When he regained his composure, his second thought was to find out what people had said about him.

HOW WOULD YOU LIKE TO BE REMEMBERED?

The obituary read, "Dynamite King Dies." And also "He was the merchant of death." This man was the inventor of dynamite and when he read the words "merchant of death," he asked himself a question, "Is this how I am going to be remembered?" He got in touch with his feelings and decided that this was not the way he wanted to be remembered. From that day on, he started working toward peace. His name was Alfred Nobel and he is remembered today by the great Nobel Prize.

Just as Alfred Nobel got in touch with his feelings and redefined his values, we should step back and do the same.

What is your legacy? How would you like to be remembered? Will you be spoken well of? Will you be remembered with love and respect? Will you be missed?

A man was traveling and stopped at an intersection. He asked an elderly man, "Where does this road take me?" The elderly person asked, "Where do you want to go?" The man replied, "I don't know." The elderly person said, "Then take any road. What difference does it make?"

How true. When we don't know where we are going, any road will take us there.

Why are Goals Important?

I am always doing that which I cannot do, in order that I may learn how to do it. 

Motivational Quote

Alderfer's Hierarchy of Motivational Needs(ERG Theory) Clayton Alderfer reworked

Maslow's Need Hierarchy to align it more closely with empirical research.

Alderfer's theory is called the ERG theory -- Existence, Relatedness, and Growth.

Existence refers to our concern with basic material existence requirements; what Maslow called physiological and safety needs.

Relatedness refers to the desire we have for maintaining interpersonal relationships; similar to Maslow's social/love need, and the external component of his esteem need.

Growth refers to an intrinsic desire for personal development; the intrinsic component of Maslow's esteem need, and self-actualization

Alderfer also deals with frustration-regression & satisfaction-progression. That is, if a higher-order need is frustrated, an individual then seeks to increase the satisfaction of a lower-order need.

ERG Theory

LEVEL OF NEEDS

DEFINITION PROPERTIES

Growth Impel a person to make creative or productive effects on himself and his environment

Satisfied through using capabilities in engaging problems; creates a greater sense of wholeness and fullness as a human being

Relatedness Involve relationships with significant others

Satisfied by mutually sharing thoughts and feelings; acceptance, confirmation, under- standing, and influence are elements

Existence Includes all of the various forms of material and psychological desires

When divided among people one person's gain is another's loss if resources are limited

This theory of motivation centres around the principle of balance or equity.

According to this theory level of motivation in an individual is related to his or her perception of equity and farness practiced by management.

Greater the fairness perceived higher the motivation and vice versa.

Equity Theory

lawler

Person’s output > Other’s output = Overpaid inequity Person’s Input Other’s input

Person’s output < Other’s output = Underpaid inequity Person’s input Other’s input

Person’s output = Other’s output = Equity Person’s input Other’s input

Relationship In Equity theory

Job Satisfaction is the amount of pleasure or contentment associated with a job.

If you kike your job intensely, you will experience high job satisfaction

If you dislike, you will experience job dissatisfaction

Job Satisfaction Model

Performance Satisfaction Model

Higher efficiency Reduce absenteeism. Reduces employee turn over. Improves a corporate image. Good relations. Improved morale. Reduced wastages and breakages. Reduced accidents. Facilitates initiative and innovation.

Importance of Motivational Theories

The manager of A.B.C.Ltd. Realised that the level of moral and motivation of their employees was very low and there was dissatisfaction among the employees. Labour productivity was also found to be very low. After investigating the causes of dissatisfaction, the managers decided that if employees were to be motivated, there was a need to establish and maintain good interpersonal relation, over and above good salary, job security, proper working conditions and supervision

Case Study

So they put in sincere efforts to improve all these factors during one year. Yet, surprisingly, they came to know that in spite of reduction in the degree of dissatisfaction, the level of morale and motivation was low and there was no significant increase in their productivity. Therefore, the managers are worried.

What managerial problem is involved in the above case? Suggest solution and make argument to justify your answer

“ WE RECOVERED FROM DISASTER”