1. Human Relation and Motivation

2. Motivation
“The act or process of stimulating to action, providing an incentive or motive, especially for an act”

3. Motivation
The term motivation has been derived from the Latin word, “ Movere” which means to make someone move.
To make someone move is not enough. We must make him move in the desired direction and that is what is Motivation.
It means, making someone move to the desired direction.
Motivation increases the will to work. It intensifies the desire to work.

4. Tools of managers to Motivate employees
Rewards and Punishments are the tools managers use to motivate employees.
Rewards can be Extrinsic or Intrinsic rewards.
Extrinsic rewards are those rewards which is given by others to influence you to do something. They are administered by someone else, such as –manager.
Examples- Pay, fringe benefits, recognition etc.

5. Tools of managers to Motivate employees
Intrinsic rewards are related directly to performing the job. It is an outcome that gives an individual personal satisfaction such as that derived from a well done job.
They are often described as self- administered.
For example- Feeling good about accomplishing an objective.
Punishment involves taking something away from a person or administering an undesirable consequence for a particular behavior.

6. Theories of Motivation
McGregor’s Theory X and Theory Y
Douglas McGregor has developed two sets of assumptions about the nature of people. These are commonly known as Theory X and Theory Y.
Theory X is pessimistic, static and rigid. Control is primarily external, that is imposed on the subordinate by the superior.
Theory Y is optimistic, dynamic and flexible, with an emphasis on self-direction and the integration of individual needs with organizational demands.

7. Theory X assumptions
These are the traditional assumptions about the nature of people. They are-
Average human beings have an inherent dislike of work and will avoid it if they can.
Because of human characteristic of disliking work, most people must be coerced, controlled, directed and threatened with punishment to influence them toward the achievement of organizational objectives.
Average human beings prefer to be directed, wish to avoid responsibility, have relatively little ambition and want security above all.

8. Theory Y Assumptions
The expenditure of physical effort and mental effort in work is as natural as play and rest.
External control and the threat of punishment are not the only means for producing effort toward organizational objectives. People will exercise self-direction and self-control.
The degree of commitment to objectives is in proportion to the size of the rewards associated with their achievement.
Average human beings learn under proper condition.

9. Theories of Motivation
Maslow’s Need Hierarchy Theory
One of the most widely mentioned theories of motivation is the hierarchy of needs theory put forth by psychologist Abraham Maslow.
He saw human needs in the form of a hierarchy, ascending from the lowest to the highest.
When one set of need is satisfied, this needs ceases to be a motivator.

10. Maslow’s Hierarchy of Needs Theory
Physiological needs: These are the basic needs for sustaining human life itself. These are the most basic needs for life-
Food
Water
Warmth
Shelter
Sleep
Until these needs are satisfied to the degree necessary to maintain life, other needs will not motivate people.

11. Maslow’s Hierarchy of Needs Theory
Security or safety needs: These are the needs to be free of physical danger and of the fear of losing a job, property, food or shelter.

12. Maslow’s Hierarchy of Needs Theory
Affiliation or acceptance needs: Since people are social beings, they need to belong, to be accepted by others.
People wish to be an accepted member of a group.
Friends
Companionship
Community

13. Maslow’s Hierarchy of Needs Theory
Esteem needs: Once people begin to satisfy their need to belong, they tend to want to be held in esteem both by themselves and by others. Esteem needs produces such satisfactions as:
-Power
-Prestige
-Status
-Self confidence

14. Maslow’s Hierarchy of Needs Theory
Self Actualization needs: Maslow regard this as the highest need in the hierarchy. It is the desire to become more than you are and all that you can:
Maximize Potential
Seek Knowledge
Self fulfillment.

15. Maslow’s Hierarchy of Needs Theory
Self
actualization
Self-Esteem
Belongingness
Safety/Security
Physiological

16. Maslow’s Hierarchy of Needs Theory
Abraham Maslow’s Need Hierarchy Theory can be summarized as:
Human beings have needs and wants which influence their behavior.
Since needs are many, they are arranged in order of importance.
A person advances to the next level of needs only after the lower level need is at least minimally satisfied.

17. The Motivation-Hygiene Approach
Maslow’s needs approach has been considerably modified by Frederick Herzberg and his associates. Their research claims to find a Two-factor theory of motivation.
One group of needs are called only dissatisfiers and not motivators. Because if they exist in a work environment in high quantity and quality , they yield no dissatisfaction. But their existence does not motivate in the sense of yielding satisfaction. Their lack of existence would, however, result in dissatisfaction.

18. The Motivation-Hygiene Approach
On this group, needs are such things as-
Company policy and administration
Supervision
Working conditions
Interpersonal relations
Salary
Status
Job security
Herzberg called them maintenance, hygiene or job content factors.

19. The Motivation-Hygiene Approach
In the second group, Herzberg listed certain satisfiers, and therefore motivators. Their existence will yield feelings of satisfaction or no satisfaction. These factors are really motivate people.
They include-
Achievement
Recognition
Advancement and growth in the job.