MOTIVATIONMOTIVATION

DARSHAN.JIWANIRAMESH.VYAS

VISHAL.SONAWNEVIKAS.WAGHMARE

PRESENTED BY:

Guided by: Prof- M.Khan

INTRODUCTION TO MOTIVATIONINTRODUCTION TO MOTIVATIONDefinitions :

1. Motivation means a process of stimulating

people to action to accomplish the desired goal.W.G Scot

2. 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 resultsMichael jucius

What Is Motivation?

Direction

PersistenceIntensity

NEED WANT SATISFACTION NEED WANT SATISFACTION CHAINCHAIN

TENSION

Give rise to WANTSNEEDS

Which cause in

Which Give rise to ACTIONS

Satisfaction

Which results in

CHARACTERISTICS / FEATURES CHARACTERISTICS / FEATURES OF MOTIVATIONOF MOTIVATION

• Psychological process• Initiative by manager• Continuous activity• Goal and action oriented.• Broad concept• Beneficial to employees and

management• Varied measures available for

motivation

NEEDS AND IMPORTANCE OF NEEDS AND IMPORTANCE OF MOTIVATIONMOTIVATION

• Attending to human needs• Raising moral• Reduces absenteeism and labor turn

over• Maintaining human relations• Stimulating employees• Reduces accidents

Methods of motivation

1.Monetary(Financial)

• Salaries and Wages• Bonus• Incentives• Special individual incentives

2. Non Monetary (Non Financial)

• Status or Job title• Delegation of Authority• Working Conditions• Job Security• Job Enrichment• Worker Participation

Maslow’s HierarchyMaslow’s Hierarchyof Needsof Needs

Self

Esteem

Social

Safety

Physiological

Theory X and Theory Y

• Lazy• Routine• Avoid Responsibility• Follower• Orthodox• Lower Level

• Active• Challenging Job• Take Responsibility• Leaders• Flexible• High Level

Hertzberg's Two-Factor TheoryHertzberg's Two-Factor Theory

Hygiene FactorsHygiene Factors Motivational FactorsMotivational Factors

• Quality of supervision• Rate of pay• Company policies• Working conditions• Relations with others• Job security

• Career AdvancementCareer Advancement• Personal growthPersonal growth• RecognitionRecognition• ResponsibilityResponsibility• AchievementAchievement

High HighJob Dissatisfaction Job Satisfaction0

The TheoryThe Theoryof Needsof Needs

DavidDavidMcClellandMcClelland

Need forNeed forAchievementAchievement

(nAch)(nAch)

Need forNeed forPowerPower(nPow)(nPow)

Need forNeed forAffiliationAffiliation

(nAff)(nAff)

Cognitive EvaluationCognitive Evaluation

IntrinsicMotivators

ExtrinsicMotivators

• Specificity

• Intention

• Feedback

• Participation

• Difficult Goals

Goal-Setting TheoryGoal-Setting Theory

SELF EFFICACY THEORYSELF EFFICACY THEORY

• Meaning:

• Ability

JOINT EFFECTS OF GOALS AND SELF EFFICACY ON PERFORMANCE

Individual has confidence that givesLevel of performance

will be attained

Manager sets difficultSpecific, goals for job or task

Individual sets higherPersonal (selfset)

Goals for theirperformance

Individual has higherlevel of job or task

performance

Expectancy TheoryExpectancy Theory

Victor vroom’s Expectancy theoryVictor vroom’s Expectancy theory

Theory Focuses on 3 Relationships

3. Rewards-personal goals relationship

1. Effort-performance relationship

2. Performance-rewards relationship

ProcessProcess

IndividualIndividualPerformancePerformance

PersonalPersonalGoalsGoals

OrganizationalOrganizationalRewardsRewards

1 2

3

IndividualIndividualEffortEffort

Managerial Implications of Expectancy Managerial Implications of Expectancy TheoryTheory

• Identify good performance so that appropriate behaviors can be rewarded.

• Make sure employees can achieve targeted performance levels.

• Link desired outcomes to targeted levels of performance.

• Make sure changes in outcomes are large enough to motivate high effort.