MR.

RAKESH PATIDAR

INTRODUCTION
Motivation is the psychological feature that arouses an organism to action toward a desired goal and elicits, controls, and sustains certain goal directed behaviors. For instance: An individual has not eaten, he or she feels hungry, and as a response he or she eats and diminishes feelings of hunger. Motivation is next to directing / leading. Managers can motivate their subordinates while guiding them. Motivating means encouraging people to take more initiative and interest in the work assigned. It is an art of getting things done willingly from others.

MEANING
Motivation is derived from the Latin word movere which means to move or to energize or to activate. Motivation is the driving force which causes us to achieve goals. Motivation may be rooted to minimize physical pain and maximize pleasure

DEFINITION OF MOTIVATION

According to W. G. Scot, "Motivation means a process of stimulating people to action to accomplish the desired goals." According to Michael J. Jucius, "Motivation is the act of stimulating someone or oneself to get a desired course of action, to push the right button to get a desired results. According to YOUNG , Motivation is the process of arousing the action, sustaining the activity in process and regulating the pattern of activity. According to GUILFORD, Motivation refers to all the internal conditions that stir up activity and sustain activity of an individual.

FEATURES OF MOTIVATION

Psychological Process : Motivation is a psychological process useful for encouraging employees to take more interest in the work assigned. It relates to human relations. Initiative by Manager : The initiative for motivation is by the manager by offering guidance and also by other methods like appreciation of good work or offering incentives. Management has to adopt special measures for motivating employees. They include monetary as well as non-monetary. Continuous activity : It is a continuous and circular process. Subordinates need motivation in a continuous manner as their needs and expectations change from time to time. A manager has to study the needs of workers and use the technique of motivation accordingly. The process of motivation must be made a regular and continuous one.

Goal-oriented and action-oriented : Motivation diverts human behavior towards certain goals. Attainment of organizational and individual goals depends on the motivational plans. Broad concept : Motivation covers needs, human relations and satisfaction of employees. For employee motivation, monetary and other incentives need to be offered. Job satisfaction is one such need and is useful for their motivation. Essence of management process : Motivation is an essential function of a manager. He has to motivate his subordinates for achieving organizational objectives. Motivated labour force is an asset of a business unit. Motivated employees bring prosperity to a business unit. Beneficial to employees and management : Motivation offers benefits to employees and Organisation. It avoids crashes and encourages cooperative outlook among employees. Motivation leads to cordial labour-management relations. It provides more profit to management and better welfare to employees.

Varied measures available for motivation : For motivation, various monetary and non monetary incentives can be offered to employees by the management. Attractive wages, welfare facilities, job satisfaction, appreciation of good work, encouragement to self-development, job security and fair treatment are some measures of motivating employees. Motivation is different from satisfaction : Motivation implies a drive towards a result while satisfaction involves result already experienced and achieved. 'When desire is satisfied, employee is motivated'. Related to a person in totality : An employee is motivated in totality and not in part. Employee's basic needs are interrelated. Management must fulfill all the needs through monetary and non-monetary incentives

ADVANTAGES OF MOTIVATION
(A) Advantages of Motivation to Management / Organization Increase in the efficiency and productivity of employees. Motivation ensures a high level performance of employees. Better co-operation from employees and cordial labourmanagement relations. Reduction in the rate of labour absenteeism and turnover. Reduction in the wastages and industrial accidents. Improvement in the morale of employees. Quick achievement of business/corporate objectives and favorable corporate image.

(B) ADVANTAGES OF MOTIVATION TO EMPLOYEES / WORKERS

Employees get various monetary and non-monetary facilities/benefits which provide better life and welfare to them. Security of employment and other benefits due to cordial relations with the management. Job attraction and job satisfaction. Higher status and opportunities of participation in management. Positive approach and outlook of employees towards company, management and superiors. Reduction in the rate of labour turnover which is harmful to employees and management. Better scope for improvement in knowledge and skills of employees.

MOTIVATIONAL FACTORS / INCENTIVES

TYPES OF MOTIVATION
Intrinsic Extrinsic Positive Negative

INTRINSIC & EXTRINSIC

Intrinsic motivation is when you want to do something by yourself. Extrinsic motivation is when somebody else tries to make you do something.

POSITIVE & NEGATIVE

Positive motivation is when you want to get something - motivation towards some goal. Negative motivation is moving away from something you want to avoid.

OVERVIEW

THEORIES OF MOTIVATION:
INCENTIVE THEORIES DRIVE THEORY COGNITIVE DISSONANCE THEORY NEED THEORIES 1 NEED HIERARCHY THEORY 2 HERZBERG'S TWO-FACTOR THEORY 3 ALDERFER'S ERG THEORY 4 SELF-DETERMINATION THEORY

INCENTIVE THEORY
Incentive theory is promoted by behavioral psychologists, such as B.F. Skinner According to this theory a reward, tangible or intangible, is presented after the occurrence of an action (i.e. behavior) with the intent to cause the behavior to occur again. This is done by associating positive meaning to the behavior. Studies show that if the person receives the reward immediately, the effect is greater, and decreases as delay lengthens

DRIVE THEORY:
This theory might be described as push theory of motivation. Here, the behavior is pushed towards goals by driving states within a person. When an internal driving state is aroused, the individual is pushed to engage in behavior which will lead to a goal that reduces the intensity of driving state. Motivation consists of - a driving state -the goal directed behavior initiated by the driving state -the attainment of an appropriate goal -the reduction of the driving state and subjective satisfaction and relief when goal is reached.

COGNITIVE DISSONANCE THEORY

Suggested by Leon Festinger, this occurs when an individual experiences some degree of mental discomfort resulting from an incompatibility between two cognitions. For example, a consumer may seek to reassure himself regarding a purchase, feeling that another decision may have been, in retrospect, preferable. Another example of cognitive dissonance is when a belief and a behavior are in conflict. A person may believe smoking is bad for one's health and yet continues to smoke.

Need theories 1 Need hierarchy theory 2 Herzberg's two-factor theory 3 Alderfer's ERG theory 4 Self-determination theory

MASLOW NEED THEORY

The American motivation psychologist Abraham H. Maslow developed the Hierarchy of needs consistent of five hierarchic classes. It shows the complexity of human requirements. According to him, people are motivated by unsatisfied needs. The lower level needs such as Physiological and Safety needs will have to be satisfied before higher level needs are to be addressed.

HERZBERG'S TWO-FACTOR THEORY

Frederick Herzberg's two-factor theory, intrinsic/extrinsic motivation, concludes that certain factors in the workplace result in job satisfaction, but if absent, they don't lead to dissatisfaction but no satisfaction. The factors that motivate people can change over their lifetime, but "respect for me as a person" is one of the top motivating factors at any stage of life. He distinguished between: Motivators; (e.g. challenging work, recognition, responsibility) which give positive satisfaction, and Hygiene factors; (e.g. status, job security, salary and fringe benefits) that do not motivate if present, but, if absent, result in demotivation. The name Hygiene factors is used because, like hygiene, the presence will not make you healthier, but absence can cause health deterioration. The theory is sometimes called the "Motivator-Hygiene Theory" and/or "The Dual Structure Theory.

ALDERFER'S ERG THEORY

Alderfer, expanding on Maslow's hierarchy of needs, created the ERG theory. This theory posits that there are three groups of core needs existence, relatedness, and growth, hence the label: ERG theory. The existence group is concerned with providing our basic material existence requirements. They include the items that Maslow considered to be physiological and safety needs. The second group of needs are those of relatedness- the desire we have for maintaining important personal relationships. These social and status desires require interaction with others if they are to be satisfied, and they align with Maslow's social need and the external component of Maslow's esteem classification. Finally, Alderfer isolates growth needs' an intrinsic desire for personal development. These include the intrinsic component from Maslow's esteem category and the characteristics included under self-actualization.

SELF-DETERMINATION THEORY

Self-determination theory (SDT), developed by Edward Deci and Richard Ryan, focuses on the importance of intrinsic motivation in driving human behavior. Like Maslow's hierarchical theory and others that built on it, SDT posits a natural tendency toward growth and development. Unlike these other theories, however, SDT does not include any sort of "autopilot" for achievement, but instead requires active encouragement from the environment. The primary factors that encourage motivation and development are autonomy, competence feedback, and relatedness