INTRODUCTION TO MANAGEMENT-7(MOTIVATION)

Motivation

Some indicators of Motivation and de-motivation

Indicator of Motivation	Indicator of de-motivation
-         Higher work efficiency	-         Increase Absenteeism
-         Willing work	-         Excessive turnover/ need gap
-         Be responsible and accountable	-         Low output/ result/ productivity
-         Belongness in work	-         Low profile discipline/ attitude
-         Best result	-         Frustration
-         Regular in work	-         Violent behavior

-         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.

-         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

-         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

Basic Physiological

Security

Social

Esteem

Self actualization

                                    Advancement, recognition, status

                                                                                                                                Interpersonal relationship with

Supervisor, peers, subordinates

Job security working condition, company policies

Administration, supervision

Salary, personal life, food, water, shelter