1. MOTIVATION By
Devpriya Dey

2. MOTIVATION
It is a set of forces that makes an individual to behave in a certain way towards attaining/ achieving a goal
KEY ELEMENTS OF MOTIVATION
Intensity: How hard a person tries
Direction: Which path/where is a person going ahead
Persistence: How long a person tries .

3. IMPORTANCE OF MOTIVATION
If we can identify which stage/which category of motivation does an employee fall into, it will help the employer to chalk out the respective ways to motivate & retain them

4. MASLOW’S HIERARCHY OF NEEDS
Physiological Needs – Food, Cloth, Shelter, Sex
Safety Needs – Physical Safety, Economic Safety, Freedom from threats
Social Needs – Love & Affection, Group Membership, Relationship
Esteem Needs – Status, Achievement, Responsibility, Prestige
Self-Actualization – Personal Growth & fulfillment, opportunities for innovation & creativity

5. ALDERFER’S ERG THEORY
Existence Needs: Basis Needs (food, cloth & Shelter)
Related Needs: Social Needs (Relationship, Love & Affection and Group Membership
Growth Needs: Personal Growth & fulfillment, opportunities for innovation & creativity

6. MC CLELLANDS’S NEEDS THEORY
Need for Achievement: Strive to Succeed
Need for Power: Seek Influence, Attention & recognition
Need for Affiliation: Relationship, Love & Affection and Group Membership

7. HERZBERG’S TWO-FACTOR THEORY (HYGIENE & MOTIVATIONAL FACTORS)
Hygiene Factors CANNOT MOTIVATE but ELIMINATE DISSATISFACTION
If motivational factors are not there, the effect is neutral, but if present then it will result into motivation
Hygiene Factors: Salary, Company Policies, Working Environment and Job Security
Motivational Factors: Job Enrichment, Career Growth and Recognition

8. Douglas Mc GREGOR’S THEORY X & THEORY Y
Theory X: Employees work as little as possible, lack ambition, dislike responsibility, resistant to change. So they need to be controlled, pressurized & bribed.
Theory Y: Employees are willing to work; they are creative & self-directed. Hence the management must arrange conditions & methods of operation so that employees can achieve their own goals best by directing their own efforts towards org objectives.
Theory Z: Long term employment, collective responsibility, collective decision-making, slow evaluation & promotion, concern for total people including their family

9. ADAMS’S EQUITY THEORY: How fairly employees are treated & rewarded at work
VROOM’S EXPECTANCY THEORY: Effort + Reward + Performance
GOAL SETTING THEORY: Setting a goal for an employee helps him/her to achieve the goals faster since the employee gets a direction to focus his attention & channelise all resources towards the goal.

10. MINNESOTA SATISFACTION QUSETIONNAIRE: A rating scale to measure job satisfaction survey.
HONEY MOON EFFECT: The tendency for people to enjoy high level of satisfaction on new jobs after they quit their previous job in which they were dissatisfied.
HANGOVER EFFECT: The level of satisfaction drops over a period of time in the same job.

11. 3 types ORGANISATIONAL COMMITMENT:
Continuance Commitment: continue working in an org since cant afford to leave
Affective Commitment: continue working in an org since you agree with it & desire to remain
Normative Commitment: continue working in an org since you face pressure from others to remain