Some
indicators of Motivation and de-motivation
Indicator of Motivation
|
Indicator of de-motivation
|
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Higher work efficiency
|
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Increase Absenteeism
|
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Willing work
|
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Excessive turnover/ need gap
|
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Be responsible and accountable
|
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Low output/ result/ productivity
|
-
Belongness in work
|
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Low profile discipline/ attitude
|
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Best result
|
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Frustration
|
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Regular in work
|
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Violent behavior
|
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Motivation is the inner power or energy that pushes
toward acting/ working, performing action and achieving goals.
-
Motivation means to inspire, instigate (activate) and
encourage a person to do their best.
-
Motivation strength the ambition, increase initiative
and its direction, courage, energy and the persistence to follow one goals.
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Motivation becomes strong when you have vision, a
clear mental image of what you want to achieve, and also a strong desire to
materialize it.
-
Motivation awakens and pushes you forward toward
taking action and making the vision a reality.
Motivation and Performance
There is an old saying, you can
take a horse to the water but you can’t force it to drink water. It will drink
only if it is thirsty so with people as same. They will do what they want to do
or otherwise motivate to do.
Job performance = Ability +
Motivation
ð Motivation
= Job performance – Ability
Motivation leads to job performance
(This is wrong).
Job performance leads to motivation
(This is correct).
The link between performance and
motivation is positive. Means increased motivation result in improved
performance. However improvement performance also reinforces motivation
resulting from the sense of achievement. So that job performance leads to
motivation.
In other word, relationship between
motivation and performance is something of chicken and egg situation.
Theory of motivation
The job of manager in the work
place is to get things done through employees. To do this the manager should be
able to motivate employees. But that’s easier said than done motivation
practices and theories are different subject where touching in several
discipline.
1. Abraham
Maslow’s “Need Hierarchy theory”: One of the widely mentioned theories of the
motivation is the hierarchy of needs theory, which puts forth by psychologist
Abraham Maslow. Maslow saw human needs in the form of hierarchy ascending from
the lowest to highest and concluded that when set of needs is satisfied, this
kind of need cease to by motivator. As per his theory this needs are:
-
Physiological need
-
Security / safety need
-
Social / love need
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Esteem need
-
Need for self actualization
I.
Physiological needs: These are important needs for
sustaining the human life. Food, water shelter, properly, etc. It also includes
protection against any emotional harm.
II.
Security or safety needs: These are the needs to free
of physical danger and of the fear of losing job. E.g. security, safety
shelter, warm clothes, etc.
III.
Social/ love needs: Since people are social beings,
they need to be belonging and be accepted by others. People try to satisfy
their needs for affection, acceptance and friendship.
IV.
Esteem needs: This kind of need produces such
satisfaction as power, prestige, status, self confidence. It includes both
internal esteem factors like self respect, autonomy and achievement and
external esteem factors such as status recognition, attention, physical
personality and etc. Esteem need cannot be met without fulfillment of the lower
level needs.
V.
Need for self actualization: Maslow regards this as
the highest need in this hierarchy. It is the drive to become what one is
capable of becoming. It includes growth, achieving ones potential and
self-fulfillment. It is to maximize one’s potential and to accomplish
something.
2. Frederick
Herzberg’s Motivation-Hygiene theory (This is two factor theories): Motivation
Hygiene theory – Frederick Herzberg, a professor of psychology at case Western
Reserve University, studied the attitudes of workers towards their job.
Herzberg proposed that an individual will be moved to action based on the
desire to avoid deprivation (deficiency). However this motivation does not
provide positive satisfaction because it deep not provides a dense of growth.
Herzberg’s research found that positive job attitudes were associated with a
feeling of psychological growth. The thought that people work for two reasons:
for financial reasons to avoid physical deprivation and for achievement because
of the happiness and meaning it provides. Herzberg also identified the concept
of job enrichment where by the responsibilities of a job are changed to provide
greater growth and challenge. Each motivation- hygiene theory is called two
factor theories.
Motivator (Esteem and self actualization need)
|
Hygiene factors ( Basic, Security and Social
needs)
|
-Achievement
-Recognition
for accomplishment
-Challenging
work
-Growth and
development
(Higher
Level Need)
|
-Policies
and administration
-Supervision
-Working
condition
-Interpersonal
relation
-Money,
security, benefits
(Lower Level
Need)
|
Maslow Theory Herzberg (Motivation –
Hygiene Theory)
Achievement, growth potential, work
itself
and responsibilities
Advancement,
recognition, status
Interpersonal
relationship with
Supervisor,
peers, subordinates
Job
security working condition, company policies
Administration,
supervision
Salary,
personal life, food, water, shelter
