Motivation and motivation theory, technique of motivation

The word ‘Motivation’ is derived from the Latin word movere, meaning “to move”. It is referred to as a combination of motive and action. Theories of motivation or motivation theory are the study of understanding what drives a person to work for achieving a particular

1. The word ‘Motivation’ is derived from the Latin word movere, meaning “to move”. It is referred to as a combination of motive and action. Theories of motivation or motivation theory are the study of understanding what drives a person to work for achieving a particular goal or outcome. There are two types of motivational theories: Content motivation theories Process motivation theories

2. Discuss Objectives And Types Of Motivation

3. Discuss Financial And Non-Financial Motivators

4. Content Motivation Theories The content motivation theories are the motivational theories that concentrate on WHAT motivates people and it is related to the individual needs and goals.  A few main content theories are: Maslow’s needs hierarchy,  Alderfer’s ERG theory,  McClelland’s achievement motivation and  Herzberg’s two-factor theory

5. Process Motivation Theories The process motivation theories are the motivational theories that concentrate on HOW to motivate people. A few main process motivation theories are: Skinner’s reinforcement theory,  Victor Vroom’s expectancy theory,  Adam’s equity theory and  Locke’s goal-setting theory

6. American Psychologist

7. Maslow's hierarchy of needs Maslow's hierarchy of needs is a theory of motivation proposed by Abraham Maslow, outlining five levels of human needs that individuals are motivated to satisfy. The hierarchy, often depicted as a pyramid, progresses from basic physiological needs at the bottom to self-actualization at the top.

8. McGregor Theory X and Theory Y McGregor’s Theory X and Theory Y are two contrasting views of workforce motivation and management styles proposed by Douglas McGregor in the 1960s Theory X is based on the assumptions that employees don't really want to work, lack ambition, only work to collect a paycheck, and need constant supervision. Theory Y is based on the assumptions that employees want to work, want to take responsibility, and do not need much supervision .

9. Theory X Assumptions about employees: Workers People don’t like working and will try to avoid it. Employees need close supervision and control to be productive. Workers prefer to be directed rather than take responsibility. Motivation is primarily through rewards or punishment. Motivation occurs only at the physiological and security levels of Maslow’s hierarchy of needs Management style: Bossy and controlling. Uses strict rules, punishments, or rewards to make people work. Decisions are top-down with little employee involvement. Example: A factory manager who watches every worker all the time and yells if someone is slow. Employees just do the work because they are afraid of being punished.

10. Theory Y What it thinks about workers: Employees are self-motivated and seek responsibility . Motivation comes from doing a good job and learning. People are capable of creativity and problem-solving. Motivation can come from personal growth and achievement, not just money. Management style: Participative and empowering. Encourages teamwork, autonomy, and involvement in decision-making. Focuses on developing employee potential. Implications: Can lead to higher job satisfaction and innovation. Effective in environments requiring creativity, flexibility, and initiative.

11. Aspect Theory X Theory Y View of workers Lazy, need supervision Self-motivated, seek responsibility Management style Authoritative Participative Motivation Extrinsic (rewards/punishment) Intrinsic (growth, achievement)

12. Herzberg’s Two-Factor Theory , also known as the Motivation-Hygiene Theory Frederick Herzberg conducted studies in the 1950s and 1960s, asking employees about times when they felt exceptionally satisfied or dissatisfied with their jobs. He found that the factors causing satisfaction are different from those causing dissatisfaction. This led to the Two-Factor Theory : Motivators (Satisfiers): Factors that increase job satisfaction and motivation. Hygiene Factors (Dissatisfiers): Factors that prevent dissatisfaction but do not necessarily increase motivation.

13. Hygiene Factors These relate to the work environment and can cause dissatisfaction if missing, but improving them alone does not motivate employees. Examples: Company policies and administration Supervision quality Salary and benefits Job security Working conditions Relationships with peers and managers if hygiene factors are adequate, employees won’t feel dissatisfied , but it doesn’t make them feel motivated or excited about their work .

14. Motivators These relate to the nature of the work itself and lead to higher motivation and job satisfaction. Examples: Achievement Recognition Responsibility Advancement or promotion Personal growth Challenging work Motivators encourage employees to perform better and engage more with their work.

15. Satisfaction and dissatisfaction are not opposites—removing dissatisfaction does not automatically create satisfaction. Employers must focus on both: Fix hygiene factors to prevent dissatisfaction. Enhance motivators to actively encourage job satisfaction and productivity. So, Job design, performance appraisals, and reward systems should emphasize motivators while ensuring hygiene factors are adequate.

16. Different Motivational technique

17. Intrinsic motivation? those things that motivate a person with the aim of being rewarded internally. based on personal gratification or just for the fun of it without expecting external praise. going to the gym, learning new skills, playing games or sports, or helping someone cross the road because it gives you pleasure or a sense of purpose. Anything at all that makes you feel good within yourself is fueled by intrinsic motivation.

18. Saurav is a young footballer who loves what he does but isn’t good enough. Everybody trains for two hours a day at the stadium, but Peter takes an extra one hour after the training to do some more practice. He wants to be good at his passion, not for applause, but himself. This is a typical example of intrinsic motivation. In the end, he will get better because he is self-motivated to do so

19. Brenda loves animals, and has since she was young. She sometimes volunteers at the local animal shelter, but she isn’t quite fulfilled. Homeless animals are what really make her sad, and she wishes she could do more to help them. Brenda starts to set up programs to rehabilitate homeless animals and find foster homes for them. She doesn’t make any money doing it, but she feels good knowing that she’s helping animals in need find a good home.

20. Extrinsic motivation Motivation comes from someone or something else outside of the person being motivated. classified into two categories: compensation and punishment. For compensation, it can be salary, bonuses, goods, money, and an appraisal. Punishment might include fines, blame, judgment, and many others. This side of extrinsic motivation is usually mistaken to be negative, but it has quite a lot of positivity. Extrinsic motivation is shown when an employee does his job well and gets fairly paid At the same time, he comes to work on time because he knows if he comes late, he will lose money or even be fired. Also, he will be able to get a bonus from the supervisor if he achieves the goals set for him.

21. The sales department wasn’t performing as expected. The department head decided to motivate them and promised to give a team bonus if they achieve the month’s target goal. The monetary reward was inspiring. The team has reached the goal even earlier. This is the most common example of extrinsic motivation in the workplace

22. Jeevan has trouble waking up on time, and frequently sleeps through his alarm. As a result, he’s often late to work. He’s received plenty of warnings from his boss, but he still comes in late. One day, Jeevan’s boss is tired of giving him warnings and tells him that the next time he’s late, he’ll be fired. Jeevan knows he needs the job, and the money, and resolves to be on time from then on

23. Different Motivational Techniques Motivation techniques are intrinsic or extrinsic influences that contribute to productivity, satisfaction at work and meaningful contribution to work.

24. 1. Ask for employee input Regularly survey employees for their satisfaction. Conduct anonymous polls to show employees you care about their opinions and value their input. 2. Offer personal enrichment programs Creating a personal enrichment program could mean offering tuition reimbursement or sending employees to workshops and seminars where they can improve their skills. It will allow you to promote from within more easily. Look for opportunities to encourage employees to engage in professional development

25. 3. Feedback and Performance Appraisal: Providing constructive feedback on an individual's performance helps them understand their strengths and areas for improvement. Regular performance appraisals and feedback sessions can motivate individuals to work on enhancing their skills and competencies. 4.Goal Setting: Setting clear and achievable goals is a powerful motivational technique. Specific, measurable, and time-bound goals provide individuals with a sense of direction and purpose. Regularly reviewing progress toward these goals helps maintain motivation.

26. 5. Recognition and Appreciation: Acknowledging and appreciating individuals' efforts and contributions can enhance their motivation. Simple acts of recognition, such as saying "thank you" or giving awards, can go a long way in making individuals feel valued.

27. 6. Mindfulness and Well-being Programs: Promoting well-being through mindfulness practices, stress management, and wellness programs can improve motivation by reducing stress and enhancing mental and emotional health. 7. Employee Empowerment: Empowering employees by involving them in decision-making and giving them a say in how tasks are performed can increase motivation and engagement.

28. 8. Mentoring and Coaching: Having mentors or coaches who provide guidance, support, and encouragement can be highly motivating. They can help individuals set and achieve their goals while offering valuable insights and advice. 9. Employee Empowerment: Empowering employees by involving them in decision-making and giving them a say in how tasks are performed can increase motivation and engagement.

29. 10.Feedback and Performance Appraisal: Providing constructive feedback on an individual's performance helps them understand their strengths and areas for improvement. Regular performance appraisals and feedback sessions can motivate individuals to work on enhancing their skills and competencies.