Motivation
Be Awesome; Be Bold; Be Determined
HAVE YOU EVER HAD THAT “A – HA” MOMENT?!!
Opening videos
https://www.youtube.com/watch?v=I22Lf0xF0UE
https://www.youtube.com/watch?v=C31rj-bZ7dA
https://www.youtube.com/watch?v=v5ZvL4as2y0
0 INTRODUCTION
0 WHAT IS MOTIVATION?
0 MOTIVATIONAL PROCESS
0 MOTIVATIONAL CYCLE
0 MOTIVATION METHODS
0 TYPES OF MOTIVATION
0 REQUISITES TO MOTIVATE
0 ADVANTAGES OF MOTIVATION
0 DISADVANTAGES OF MOTIVATION
0 MOTIVATION THEORIES
Content
Meaning & Definition
Every Organization must -
• Attract competent people and retain them with it.
• Allow them to perform tasks for which they were hired, and
• Stimulate people to go beyond routine performance and overreach themselves in their work
Performance = f(ability*motivation)
Requirements For Today’s
Employees
In alignment (to be on the team)
Thinking out the box (be creative)
Empowering employees
Maintaining core competencies
Managing change
Requirements For Today’s Employees
• Flexibility - accept change readily
• Clock speed - move faster, think faster
• Stay current - commit to life-long learning
• Contribute - add more value than you take
• Accept ambiguity & uncertainty
Requirements For Today’s Employees
• Manage yourself - fixer not finger pointer
How Do we Affect Productivity?
• Composition of the workforce
• Characteristics of life off the job
• Personal well-being of workers
• Job characteristics
• Workplace characteristics
• Employee satisfaction and motivation
Productivity is always intentional & deliberate
Indecision is the thief of opportunity
Indecision is door is still closed
Indecision is the opportunity waits
Indecision is postponed or never .
What makes you uncomfortable makes you grow
How Can An Organization
Motivate Its Employees?
• What you are & what you become depends on how you use your time
• Decide commit
• Sweat the small stuff
• Discipline one of the most important thing you can develop in your lives.
• our mind is the generator of failure & success
• If u rehearse failure in your mind you will meet it in reality
Nothing will ever fall in your lap, It is going to be tough to achieve everything
Working hard is what most successful people do
Importance of Motivation
Motivation is important to the organization and to the employees:
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
MOTIVATION
WHAT IS IT???
Either you got it or u observe it is that variable that separates people.
Motivation is a process which starts with a physiological or
psychological deficiency or need that activates or a drive that is
aimed at a goal or incentive.
What is Motivation
An inferred process within an animal or an individual that causes that organism to move towards a goal
Motivational state or drive - an internal condition, which can change over time, that orients an individual to a specific set of goals (e.g., hunger, thirst, sex, curiosity)
Motive and Motivation
MOTIVATION is a set of processes that moves a person toward a goal. MOTIVE is a need or a want that causes us to act (energises us).
motive
Need: Some internal state that makes certain outcomes appear attractive.
Features of Motivation
Motivation is an act of managers
Motivation is a continuous process
Motivation can be positive or negative
Motivation is goal oriented
Motivation is complex in nature
Motivation is an art
Motivation is system-oriented
Motivation is different from job satisfaction
Pls write one line sentence of effective motivation
Pls complete the sentence Iam…………..
• Motivation is… Complex
• Psychological
• Physical
• Unique to each and every person
• Context sensitive
• Not fully understood
3
Motivation: Its Basic Components
Desire to make a good impression
Arousal Direction Maintenance Goal
Good impression
made Work extra hard Persist
Motivational cycle
Goal
Need, Drive
Needs
Drive and motives
Incentive and goals
6–31
Defining Motivation
Key Elements
1. Intensity: how hard a person tries
2. Direction: toward beneficial goal
3. Persistence: how long a person tries
Motivation
The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.
MOTIVATIONAL FACTORS
There are several factors that motivate a person to work. The motivational factors can be broadly divided into two groups:
Monetary factors
Salary, Bonus, Incentives, Special Individual Incentives
Non monetary factors
Status or job title,
Appreciation and
recognition,
Delegation of authority,
Working conditions,
Job security,
Job security,
Workers participation,
Cordial relations,
Good superiors,
Providing training to the employees,
Proper job placements,
Proper promotions and transfers,
Proper performance feed back,
Proper welfare facilities,
Flexible working hours
Basics of Motivation
1)Effort& performance
2)Need Satisfaction
3)Extrinsic & Intrinsic Reward
4) Motivating with basics
Abilites, motivation and performance
' A driving force within individuals by which they attempt to achieve some goal in order to fulfil some need or expectation' (Mullins, 1993)
Performance = (a X m)
Job performance is a function of ability (a)
and motivation (m)
• based on motives
Goal directed behavior
Related to satisfaction
Person is motivated in totality
Complex process
NATURE OF MOTIVATION
Two ways of extrinsic motivation: ‘carrot and stick’
Source: http://www.krishnade.com/blog/2010/drive/
Motivation Energizes Behavior
Directs Behavior Goals Organization of Effort Reaching Equilibrium
Drives Compulsions Deprivation/ Disequilibrium
Sustains Behavior Maintaining motivation Persistance Ability to change course Importance of Feedback
Equilibrium
Need Satisfaction
Drive
0 Effort: a measure of intensity (how hard a person is trying)
0 The greater the tension, the greater the effort (Robbins)
Classic process of motivation
Szükségletek
Késztetés
a szükségletek
kielégítésére
Motivált
magatartás
Kielégítetlen
szükséglet
Belső feszültségKielégített
szükséglet
Belső feszültség
csökkenése
Kereső
magatartásHajtóerő
Szükségletek
Késztetés
a szükségletek
kielégítésére
Motivált
magatartás
Kielégítetlen
szükséglet
Belső feszültségKielégített
szükséglet
Belső feszültség
csökkenése
Kereső
magatartásHajtóerő
Needs
Energisation to fulfil the needs:
„wants and goals”
Motivated action (effort)
Unsatisfied needs Reduction of tension
Tension • Drive Search behavior
(effort) Satisfied needs
General ideas: intrinsic vs. extrinsic motivation
Intrinsic: Natural tendency to seek out and conquer challenges, stems from interest or curiosity, the activity itself is rewarding
Extrinsic: Engagement occurs in order to earn a reward or avoid punishment, not really interested in the activity for its own sake
Jekaterina Zenkova
If we fulfill our needs at one
level, then we can focus on
satisfying the need on the next
higher level
6–43
Hierarchy of Needs Theory (Maslow)
Hierarchy of Needs Theory There is a hierarchy of
five needs—physiological, safety, social, esteem, and self-actualization; as each need is substantially satisfied, the next need becomes dominant.
Self-Actualization
The drive to become what one is capable of becoming.
Abraham Maslow’s Hierarchy of needs
Self -
Actualization
Esteem needs
Belongingness & love needs
Safety needs
Physiological needs:
6–45
Theory X and Theory Y (Douglas McGregor)
Theory X
Assumes that employees dislike work, lack ambition, avoid responsibility, and must be directed and coerced to perform.
Theory Y
Assumes that employees like work, seek responsibility, are capable of making decisions, and exercise self-direction and self-control when committed to a goal.
6–46
ERG Theory (Clayton Alderfer)
Core Needs
Existence: provision of basic material requirements.
Relatedness: desire for relationships.
Growth: desire for personal development.
Concepts:
More than one need can be operative at the same time.
If a higher-level need cannot be fulfilled, the desire to satisfy a lower-level need increases.
ERG Theory
There are three groups of core needs: existence, relatedness, and growth.
ERG Theory (Aldefer)
Relatedness Needs
Growth Needs Existence Needs
Satisfaction/Progression
Frustration/Regression
Satisfaction/Strengthening
Motivation starts with a goal
Goal-Setting
Goals are desired result, purpose, or objective that one strives to attain
Goals are:
Specific
Measurable
Attainable
Relevant/Realistic
Time-Oriented
Tangible
Goal setting and analysis
Identify the goal – List all your dreams
Prepare a goal statement – Read one hour per day
Check your goals if it harms the interest of anybody
Goal is personal, positive, practical, flexible, time
bound and measurable
Identify anybody has already achieved success
Focus on your most successful moments in life
Identify the internal and external obstacles in
achieving each goal Con’t
Types of Goals
Short-term
A goal that can be achieved in a relative short period of time
Ex: To complete the course
Long-term
A goal that takes a long period of time to achieve
Ex: Great success in career
Focus on your most successful moments in life
Identify the qualities and behavior required
to reach each goal
Identify the resources, people, materials and
institutions which help you in achieving goal
Prepare a step wise plan to reach goal
Start implementing the plan of action
Review the progress
Analyze the reasons
Start behaving and acting as if you have already
achieved your goals
Goal Setting People’s Behavior is Guided by Intentions
• Goals provide direction Specific goals are more effective
• Goals mobilize behavior Difficult goals generate more effort
• Feedback about goal attainment sustains behavior.
Goal Commitment
Publically stated goals
+
High nAch
+
Internal Locus of Control
Commitment to
Goals
Self Motivation
• Do it now
• Break up the task into small steps
• Don’t wait for mood or inspiration
• Start action
• Solutions will follow if you try
Self actualized Characteristics
Perceive reality accurately
Tolerate uncertainty
Accept oneself without guilt or anxiety
Solve problems effectively
Possess a strong social awareness
Develop meaningful interpersonal
relationships
Relatively independent of environment
& culture
Motivational strategies
Find new skills
Develop & train &acquire them
Get feedback on their performance
Expand your ability to work
Motivational techniques Leads them
Real examples are quicker than advice
Way to influencing people
Appeal to benefits
Can motivate
Mutual benefits to both of you
Appeal to emotions
People act quickly to emotions
Positive manner
Sustained by repeated inputs
Appeal to needs & wants
basic needs satisfaction
Creative expression, recognition & challenges & love
Appeal to expertise
Abilities enhance his self-worth
Put best effort to seek approval