Motivation and Motivational Theories by Dinesh Singh.pptx

Motivation & Motivational theories

1. MOTIVATION AND MOTIVATIONAL THEORIES PRESENTED BY: DINESH SINGH (B.Sc. Nursing IV Year) (2020-2021)

2. INTRODUCTION Motivation is that force which impels or incites an individual’s actions, determines the direction and the rate of action. When the individual gets motivated, he experiences a tension and disequilibrium and becomes restless. His activities are then initiated.

3. CONCEPTS OF MOTIVATION Motivation is derived from a Latin word ’ movere ’, which means to move or to energize or to activate. In a literal sense, it’s a process which arouses energy or drive in the individual to proceed in an activity. Motivation is often used to refer to an individual’s goals, needs, wants, intentions and purposes. Motivation is a term that implies that one person, in the social context, induces another to engage in action (towards a goal) by ensuring that a channel to satisfy the motive becomes available and accessible to the individual.

4. MEANING OF MOTIVATION The term motivation is derived from the word motive. A motive is an inner state that activates, energizes or moves an individual and channelizes his behaviour towards goals. Motivation is the art of understanding these motives and satisfying them to direct and sustain behaviour towards the accomplishment of organizational goals. Motivation is concerned with how behaviour gets started, is energized, sustained, directed and stopped.

5. DEFINITION Motivation means a process of stimulating people to action to accomplish desired goals. It refers to the way which urges, drives, desires, aspires, stirs or needs direct control or explain the behaviour of human beings. -By W. G. Scott

6. NATURE OF MOTIVATION Psychological Concept Continuous and Dynamic Process. Motivation Circular Process Different From Satisfaction Difficult & Complex Function Can be Positive Or Negative

7. Motivation is a continuous and dynamic process as it deals with human beings, an ever-changing entity modifying itself every moment. It’s a psychological concept as it’s concerned with the intrinsic forces operating within a person that force him or her to act or not to act in a specific way. It’s a circular process. An unsatisfied need causes tension in people and they take action (drive) to overcome this tension. It’s different from satisfaction. It’s the process of encouraging an individual or a group of people to take desired action.

8. It’s a difficult and complex function. One specific need may cause different behavioural responses on the part of different people. Motivation can be positive or negative: Positive motivation means use of incentives. Negative motivation means emphasizing penalties.

9. MOTIVE Motive is a force that determines the activity of an individual. When a motive is at work, it creates tension and this arouses the individual towards an activity that will relieve the tension. It’s the force that initiates, sustains and directs the activity of an organism in contrast to a stimulus.

10. Definition: A need gives rise to one or more motives. A motive is a rather specific process which has been learned. It’s directed towards a goal. -By Caroll

11. Classification of Motives: Physiological Motives Classification Of Motives Unconscious Motives General Motives Hierarchy Of Motives Social Motives Instincts And Behaviour

12. (1) Physiological Motives: Temperature Pain Sleep Hunger Thirst Sex Maternal Drive

13. (2) General Motives: Activity Exploratory drive Curiosity Manipulation Affection Fear

14. (3) Social Motives: Affiliation Social Approval Status Power and Prestige Security Achievements

15. (4) Unconscious Motives: Not all our motives are conscious. A number of them operate without our being aware of them. The origin of unconscious motives can be found in the unconscious mind. Repression itself is a function of the unconscious. Hence, constant repression enlarges the domain of the unconscious.

16. (5) Instincts And Behaviour: An inherited or innate psychological disposition which determines its possessor to perceive and to pay attention to objects of a certain class, to experience an emotional excitement of a particular quality and upon perceiving such an object to act in regard to it in a particular manner or at least to experience an impulse to such action. - By Mc Dougall Instincts are innate tendencies that have a cognitive aspect and an emotive aspect, that is, to feel certain emotions towards these objects and to act towards them in a particular way.

17. (6) Hierarchy of Motives: The hierarchy of motives helps us to realize the potency of different motives in understanding man’s behaviour. Maslow’s Hierarchy of Needs is as follows: Behaviour of an individual at a particular moment is usually determined by his strongest need. These need to have a certain priority. The lower level needs ( eg . physiological needs) have the highest strength until they are reasonably met. When the lower level needs are met, man proceeds to satisfy the higher needs. The hierarchy needs are organized step by step to the satisfaction of other needs: physiological needs, safety and security needs, esteem needs, and self-actualization needs. A satisfied need is no longer a motivator of behaviour.

18. Hierarchy Of Needs Physiological Needs Safety and Security Needs Attachment Needs Esteem Needs Self- actualization

19. Physiological Needs: Basic fundamental needs include food, water, air, sleep, exercise, elimination, shelter, and sexual expression. Safety and Security Needs: Needs at this level are for avoiding harm, maintaining comfort, order and structure, physical safety, freedom from fear and protection. Attachment Needs: Needs are for giving and receiving affection, companionship , satisfactory interpersonal relationships and identifying with a group.

20. Esteem Needs: The individual seeks self-respect , respect from others, works to achieve success and recognition in work and desires prestige from accomplishments. Self-actualization: The individual possesses a feeling of self-fulfillment and the realization of his/her highest potential.

21. THEORIES OF MOTIVATION It’s difficult to understand motivation without considering what people want and expect from their work. DRIVE REDUCTION THEORY: One of the earlier theories of motivation was the drive reduction theory. It was proposed by Clark Hull. This theory proposes that organisms experience the arousal of a drive when an important need is not satisfied, and they engage in appropriate behavior to reduce the sensation of arousal and satisfy the need.

22. AROUSAL THEORY: The optimum level of the arousal theory states that drives do not necessarily motivate an organism to seek the lowest level of arousal. Instead they provide motivation to seek an optimum level of arousal. EXPECTANCY THEORY: This theory emphasizes the importance of rewards and goals as well as how a person’s expectations of consequences can influence his behaviour.

23. HERTZBERG’S TWO FACTOR THEORY: According to Hertzberg, there are nine factors called maintenance factors and five factors called motivational or satisfactory factors. Policy and Management Supervision Good interpersonal relationship with supervisor Good IPR with peers and subordinates Fair salary Job security Personal life Good working conditions Status Achievement Recognition Work itself Advancement Responsibility

24. MC CLELLAND’S NEEDS THEORY: Mc Clelland identified three types of basic motivating needs. These are the need for power, the need for affiliation and the need for achievement. DOUGLAS MC GREGOR’S “X” AND “Y” THEORY: Assumptions of theory “X” : Employees inherently do not like work and whenever possible, will attempt to avoid it. Employees dislike work, they have to be forced, coerced or threatened with punishment to achieve goals. Employees avoid responsibilities and do not work fill formal directions are issued. At the end, they get punished by their managers.

25. Assumptions of theory “Y” : Physical and mental effort at work is as natural as rest or play. People do exercise for self-control and self-direction 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. They fulfill the organizational goals and get a reward from the managers.

26. STEPS OF MOTIVATION Sizing up: This involves ascertaining motivational needs . Preparing motivational tools: It involves selection of specific tools of motivation. Selecting and applying motivators: An executive should decide about the words, tone of voice, gestures, etc. to be used ; he should also consider when and where motivation is to be applied. Feedback : It involves the finding of whether the individual has been motivated or not.

27. GUIDELINES FOR EFFECTIVE MOTIVATION Variability Self-interest Attainability Participation Proportionate rewards Human elements Individual group relationships

28. MOTIVATIONAL FACTORS 1. Monetary Factors: Salaries or wages Bonus Incentives Special individual incentives 2. Non monetary factors: Status or job title Appreciation and recognition Delegation of authority Working conditions Job security Job enrichment Workers’ participation Cordial relations Good superiors

29. METHODS FOR MOTIVATING EMPLOYEES Job rotation Job enlargement Job enrichment Flexible time Job sharing Employee involvement Variable pay programs

30. MEASURES TAKEN BY THE NURSE MANAGER TO FACILITATE NURSES’ MOTIVATION Act as a role model. Develop and maintain good personal relations. Post each nurse where she can work best. Use a participative style. Guide, encourage and support continuously. Reward good work. Build team work. Provide continuing education.

31. MORALE DEFINITION: Morale is the psychological aspect in improving organizational behavior. It’s the mental and emotional condition of an individual or group with regard to the function or tasks at hand.

32. TIPS FOR MORALE BUILDING Seeking feedback Performance appraisal Team building exercises Communication Monetary and Non-monetary benefits Treat them as individuals first and employees at second place.

33. CONCLUSION Motivation deals with complex human behaviour in order to determine the factors that prompt an individual to do his best. In order to motivate the employees, the management must, first of all, know what are the motivational factors that can influence the behaviour of persons.

34. I. Clement; Management Of Nursing Services And Education; Elsevier Publications; Page No. – 342-353. REFERENCES

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