Motivation and its Theories

Theories of Motivation
Motivation is something that prompts, compels and energizes an individual to act or behave in a particular fashion at a particular time for attaining some specific goal or purpose.

1. Motivation This Photo by Unknown Author is licensed under CC BY-SA Presented by Muneer M MSc nursing

2. Meaning of motivation Motivation is something that prompts, compels and energizes an individual to act or behave in a particular fashion at a particular time for attaining some specific goal or purpose .

3. Definition W.G. Scott: Motivation means a process of stimulating people to action to accomplish desired goals.

4. Nature of Motivation Physiological in nature Circular process Encourage people to take desired action Difficult and complex function Motivation is the product of excepted value

5. Concept It is a b ehaviour that are activated through the internal mechanism of an individual to maintain homeostasis or internal balance against any disturbances of equilibrium It is an integral part of direction and management It is an effective instrument to mould the employee

6. Motive Acc to Fisher A motive is an inclination or impulse to action with some degree of orientation or Search behavior

7. Classification of motive General motives Unconscious motives Motives Physiological motives Social motive

8. Physiological motives Temperature Thirst Hunger Pain Sleep Sex Physiological motives

9. General motive Activity Exploratory drive Curiosity Affection Fear

10. Unconscious motive Dynamic motive It is based on repression

11. Social motive Affiliation Social approval Status Achievement Prestige Security

12. Types of motivation Intrinsic Extrinsic

13. Theories of Motivation Content theory Process theory

14. Content theory This is also called as the Need theory Find the answer to what motivates an individual and is concerned with individual needs and wants.

15. 1.Maslow – Hierarchy Of Needs 2.Herzberg’s Motivation-hygiene Theory 3.Mcclelland’s Needs Theory 4.Alderfer’s ERG Theory 5.Theory of X and Y

16. Maslow – Hierarchy Of Needs Maslow suggested that human needs are ordered in a hierarchy from simplex to complex. Higher level needs do not emerge as motivators until lower needs are satisfied and a satisfied need no longer motivates behavior .

17. Application in administrative level

18. Provide appropriate pay to achieve physiological need Provide stable environment Protect against threat and dangers Avoid unpredictable administration policies

19. Alderfer ERG theory Proposed by clayton Alderfer ERG theory is similar to Maslow‘s hierarchy of needs E – existence need R – relatedness need G – growth need

20. In an individual, more than one need may be operative at the same time. If a higher need goes unsatisfied than the desire to satisfy a lower need intensifies. If the higher level needs is not satisfied; people will regress to the satisfaction of the lower-level needs. This phenomenon is known as frustration-regression process

21. Frederick Herzberg Two Factor need theory According to this theory the workers are motivated by two factors/needs Needs relating to the work itself -intrinsic/motivation factors (satisfiers) Needs relating to working conditions- extrinsic/hygiene factors (dissatisfiers)

22. The motivation factors create opportunities for high satisfaction, high motivation and high performance. Absence of motivation factors causes a lack of job satisfaction  

23. Presence of hygienic factors at satisfactory level prevents the job dissatisfaction, but do not provide motivation to the employee. For improving the motivation of employee, pay more attention to the satisfier motivational factors.

24. David Mc Clelland theory Developed based on three motivational needs

25. Need for power: it result in strong desire to influence staff, stimulate them to work, making them to achieve positions of leadership.

26. Need for affiliation : Peoples are social in nature They like to build a friendly environment around themselves Allow close intimacy when a staff nurse is going to plan and decide patient care.

27. Need for achievement Peoples in this category try to take challenges when they see at least some chances of success

28. McGregor’s Theory X and Theory Y Proposed by Douglas McGregor He states that people inside in an organization can be managed in two ways Negative way – fall under the category of X Positive way – fall under the category of Y An organization that is run on Theory X lines tends to be authoritarian in nature Theory Y organizations can be described as “participative” in nature.

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30. Assumptions of theory X Employees inherently do not like work and whenever possible, will attempt to avoid it. they have to be forced, coerced or threatened with punishment to achieve goals. Employees avoid responsibilities and do not work until formal directions are issued. Most workers have little ambition.

31. Assumptions of theory Y: Physical and mental effort at work is as natural as rest or play. People do exercise self-control and self-direction and if they are committed to those goals. Average human beings are willing to take responsibility and exercise imagination, ingenuity and creativity in solving the problems of the organization.

32. Process theories of motivation This theories helps to understand thought processes that influence behavior . This incudes; 1.Vroom’s Expectancy Theory 2.Adam’s Equity Theory 3.Goal Setting Theory 4.Reinforcement Theory

33. Reinforcement theory Proposed by B.F. Skinner Also called Skinner‘s theory According to this theory, employee‘s work motivation is controlled by conditions in the external environment. Proper designing of environment motivate the employee

34. Skinner states that work environment should be made suitable to the individuals and that punishment actually leads to frustration and demotivation

35. Vroom’s e xpectancy theory This theory postulates that most behaviours are voluntarily controlled by a person and are therefore motivated. According to this theory motivation is depend on three variables

36. Equity theory Proposed by J. Stacy Adams This theory focuses on fair treatment of employee

37. The Carrot and the Stick Approach Proposed by Jeremy Bentham All people are self-interested and are motivated by the desire to avoid pain and find pleasure Worker will work only if the reward is big enough, or the punishment sufficiently unpleasant Carrot refers to the incentives Stick refers to penalties

38. Goal-setting theory of Edwin Locke This theory is based on goals as determinants of behaviour The theory states that when the goals to be achieved are set at a higher standard than, employees are motivated to perform better and put in maximum effort Focusing on the concept of “Self-efficacy” i.e. individual‘s belief that he or she is capable of performing a hard task

39. Intrinsic rewards Extrinsic rewards Arousal of motivation

40. This theory assumes that behaviour is directed as a result of the active processing and interpretation of information. It is based on how and what the people think which will leads to the arousal of motivation.

41. Attitude theory Focuses on favourable attitudes of job satisfaction and job involvement leading to high performance.

42. METHODS FOR MOTIVATING EMPLOYEES

43. Job rotation Job enlargement & Job enrichment Flexible time Job sharing Employee involvement Variable pay programs

44. ROLE OF ADMINISTRATOR IN MOTIVATION Recognize each individual as a unique Identify the individual and collective value Listen attentively to individual Encourage workers to strengthen themselves Maintain a positive enthusiastic image Promotes reward systems to make employee feel like a winner.

45. Research findings Title of the study: The impact of motivation among the performance of the employees Methodology Method : descriptive Population : Employees of Ramachandrapoor High school Samples: 50 ( include faculty members, employee assistance, office helper and security personals

46. Tools used : Likert scale Result: Salary is the greatest motivating factors among various motivating factors Level of motivation among employee is lower than the expectation of the institution.