Presentation on theme: " Motivation is the process of encouraging the employees towards organizational goals motivation is the force that energizes behavior, gives direction."— Presentation transcript:
Motivation is the process of encouraging the employees towards organizational goals motivation is the force that energizes behavior, gives direction to behavior. A person’s motivation is not directly measurable, but must be inferred from behavior.
Performance is a function of ability, motivation and working conditions. Some time employee is also motivated to divert his/her attention towards the job so that organization goals are achieved easily. Motivation is a tact to take many jobs from the employees
Intrinsic Motivator: A person’s internal desire to do some thing for his satisfaction, respect, prestige or loyalty Extrinsic Motivator: motivation that comes from outside (environment) or organization like pay, bonuses, tangible benefits etc
Theory X: Theory X was the assumption that employees dislike work They are lazy They seek to avoid responsibility They must be coerced to perform.
Theory Y was the assumption that employees are creative They seek responsibility, They are self motivator They don’t need direction
One of the most widely mentioned theories of motivation is the hierarchy of need The theory put forth by Abraham Maslow, one of the most widely known theories of motivation.
Physiological Needs Physiological needs are basic and include needs for food, water, and shelter. Maslow took the position that until these needs are satisfied to the degree necessary to maintain life, other needs will not motivate people.
Safety Needs: Safety needs pertain to the desire to be safe, secure and free from threats to our existence. These needs can be satisfied in the workplace by job continuity, or retirement benefits.
Social Needs: It includes belongingness, aff ections, acceptance and friendship Belongingness needs involve the desire to affiliate with and be accepted by others. These needs are satisfied for most people by family and community relationship outside of work
Self Esteem: Esteem needs are related to the two desires to have a positive self-image and to have our contributions valued and appreciated by others. Self esteem includes internal esteem such as self respect, autonomy, achievements, status, recognition.
Self Actualization: needs pertain to the requirement of developing our capabilities and reaching our full potential. Maslow regards this as the highest need in his hierarchy. It is the desire to become what one is capable of becoming- to maximize one’s potential and to accomplish something.
Existence Needs: include the various forms of material and physiological desires, such as food and water, as well as such work-related forms as pay, fringe benefits and physical working conditions Related Needs: Relatedness needs address our relationships with significant others, such as families, friendship groups, work groups and professional groups.
Growth needs ◦ impel creativity and innovation, along with the desire to have a productive impact on our surroundings
The need of achievement (nAch) The need for affiliation (nAff) The need for power (nPow)
The need of achievement (nAch) is the desire to accomplish challenging tasks and achieve a standard of excellence in one’s work. The need for affiliation (nAff is the desire to maintain warm, friendly relationships with others. The need for power (nPow) is the desire to influence others and control one’s environment.
Equity Theory, developed by J. Stacey Adams. He says that an employee perceives what he or she got from a job situation (outcomes) in relation to what he or she put into it (inputs) and then compares the inputs outcomes ratio with the inputs-outcomes ratios of relevant others and finally corrects any inequity.
If output/ input (self) < output/input others over rewarded.