Motivated or not?

 What are the differences? Group – ‘A’ Group – ‘B’

 What are the differences? Group –‘A’ Group -‘B’

WHAT MAKES THE DIFFERENCE ?

motivation  The word motivation derives from the Latin motivus, a form of movere, which means "to move."  According to vitiles, “Motivation represents an unsatisfied need which creates a state of tension or disequilibrium, causing the individual to make in a goal- directing pattern towards restoring a state of equilibrium by satisfying the need. ”  According to Dubin, “motivation is the complex of forces starting and keeping a person at work in the organisation”

Types of Motivation Positive Motivation Based on reward Offered incentives for achieving desired goal Employees Try to improve performance willingly Responsible for high standard of performance Negative Motivation Based on force or fear Fear acts as a push mechanism Employees work upto a level where punishment is avoided. causes anger and frustration

IMPORTANCE OF MOTIVATION  HIGH PERFORMANCE :- Motivated employees will put maximum efforts for achieving organizational goals. Better performance will also result in higher productivity.  LOW EMPLOYEES TURNOVER ABSENTEEISM :-When the employees are not satisfied their job then they will leave it whenever they get alternative offer. Dissatisfaction increases absenteeism.  BETTER INDUSTRIAL RELATIONS :-A good motivational system will create job satisfaction among employees.  BETTER ORGANISATIONAL IMAGE :- Those enterprise which offer better facilities to their employees have a better image among them.

Theories of Motivation

Maslow need hierarchy theory Introduction :- The need hierarchy model was propounded by Abraham Harold Maslow that explain the framework of certain level of needs. Abraham Maslow

The needs  Maslow need hierarchy theory divides human needs into five levels which they satisfy in hierarchical order.  The three sets of need at bottom of hierarchy are called deficiency needs called D-needs.  Physiological: - These are the basic needs required for survival comprising of - 1. hunger 2. thirst 3. shelter 4. rest 5. food 6. clothing

Safety :- it includes – physical safety physical danger, threats of violence economic safety including job security, security of source of income, provision for old age, insurance against risk.  Social needs :- This need includes- 1. need for friendship 2. affection 3. interaction 4. love 5. belongingness

 The two top sets of need are growth needs because they focus on personal growth and development.  Esteem needs :- it is concerned with 1. self respect, 2. self confidence, 3. recognition, appreciation, 4. applause, 5. power and control it provides a sense of self-worth and ego satisfaction  Self fulfilment or Actualisation Needs :- at this level a man has a desire for 1. personal achievement, 2. wants to do something challenging, 3. job enrichment which gives him a sense of psychological satisfaction.

Pyramid of Need hierarchy

Evaluation of model  According to Maslow….. It assumes that a person attempts to satisfy the more basic needs before directing behavior toward satisfying upper level needs.  His hierarchy of model is displayed as pyramid with lowest or base level of pyramids being our most basic human needs and complex needs at the top of pyramid.  Lower order needs must be satisfied before a higher order need begins to control a person’s behavior.  A satisfied need ceases to be a motivating factor

Criticism of need hierarchy theory Researchers has challenged the order of pyramid as suggested by Maslow. Some people may deprive of lower level needs but strive for self actualization needs. For e.g. Mahatma Gandhi. The needs does not follow Maslow's hierarchy. The hierarchy is determined by individuals differently. They follow their own pattern of need satisfaction. Every person has different hierarchal structure. It is pointed out that managers will not have leisurely time to diagnose of where every employee is on need hierarchy and due to presence of constraints like differences in pattern of need satisfaction,how can manager make practical use of Maslow's theory?

Herzberg’s two-factor theory Frederick Herzberg proposed motivation-hygiene theory also known as dual factor theory(1959) of job satisfaction. According to this theory, people are influenced by two sets of factors:- 1. Motivation factors 2. Hygiene factors

Motivation factors These factors are intrinsic in nature and have a positive effect on job satisfaction. These factors have a positive influence on morale, satisfaction, efficiency and productivity. These are known as job satisfiers and job content factors. These factors can be used in motivating employees.

Hygiene factors  These are the extrinsic factors which do not provide any satisfaction eliminate dissatisfaction.  These factors prevent damage to efficiency but do not encourage growth.  These are known as dissatisfiers and maintenance factors.  They are not motivators, as they maintain a zero level of motivation as they just eliminate dissatisfaction

His research emphasized on job enrichment rather than job enlargement According to Herzberg, satisfaction and dissatisfaction are not opposite poles of one dimension, they are two separate dimensions. Managers should cope with both satisfiers and dissatisfies. Improve hygiene factors –dissatisfaction is removed from minds of employees. Provide satisfiers, motivation will take place.

Critical Analysis of the Theory Not conclusive Methodology Job enrichment

McGregor’s Theory X Theory Y Douglas McGregor introduced these two theories i.e. Theory X and Theory Y, based on two distinct views of human beings. Theory X deals with one extreme, based on one set of assumptions and Theory Y deals with another set of assumptions.

McGregor, s approach Theory X  Production centered  Autocratic  Closer supervision  Directive  Management’s role :- organising, directing  Emphasis on control coercion and punishment  People are motivated strictly by personal economic concerns Theory Y  Employee centered  Democratic  General supervision  Supportive  Challenging jobs, growth opportunities employee involvement in decision  Emphasis on growth, autonomy and reward  People are motivated by self- control and self-development

Some Puzzle Questions 1) Which theory is right ? 2) Will a theory Y person be a good manager ? 3) Is it possible for a theory X person to become a theory Y person ?

EXPECTANVY THEORY  Theory was given by VICTOR VROOM.  He made an important contribution to the understanding of the concept of motivation and the decision processes that people use to determine how much effort they will expend on their jobs.

How to Motivate Employees?  Recognise individual differences  Match people to jobs  Use goals  Individual rewards  Link rewards to performance  Check the system for equity  Don’t ignore money

Techniques to increase motivation Every management tries to select certain motivational techniques which can be employed for improving performance of its employees. The techniques may be suitably employed in one concern, other may be useful in another concern and so on. It may be classified into two categories i.e., 1) Financial Motivators 2) Non-financial Motivators

1)Financial Motivators A natural way to motivate workers at any level is to offer them financial incentives for good performance. Using financial incentives to motivate people fits behavior modification.The economists and most managers consider money and financial incentives as important motivators.

1)Non-financial Motivators These methods of motivation include the following : 1) Participation 2) Job Enrichment 3) Integrating the Communication flow 4) Terms of Employment 5) Favorable Work Environment 6) Building Morale 7) Stimulating Leadership

morale  Morale is a mental condition or attitude of individuals or groups which determines their willingness to corporate.

Difference motivation 1) Inner- psychological drive 2) It is a one variable 3) High degree of motivation generally contributes to high moral among employees 4) Motivation has both positive and negative aspects 5) Direct relationship b/w motivation and productivity 6) Individual concept morale 1) Socio–emotional association 2) It is the result of all interacting variables association 3) If the morale of employees is high they may or may not be motivated 4) It involves only positive aspects 5) It regarded as secondary phenomenon 6) Group concept

CAUSES OF LOW MORALE  INSUFFICIENT WORK  QUALITY WORK  HEALTH  REWARD  PROMOTION

Warning signs of low morale High rate of absenteeism High labour turnover Strikes Wastage and spoilage Lack of pride in work

Signs of high morale  A feeling of belongingness and togetherness among the members of group.  A commonness of goals among the members of the group.  An ability of group to adapt itself to changing circumstances and to handle internal conflicts.  A passive attitude of members with respect to objectives of group and to its leaders.

Factors improving morale  Two way communication  Proper incentives system  Human relation approach  Welfare Schemes  Participation in management  Improves worker training

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