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MOTIVATION

MOTIVATION. Motivation refers to states within a person that drives behaviour towards some goal. a state that drives behaviour arousal of behaviour by this physiological state direction of the behaviour towards a specific or selective goal.

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MOTIVATION

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  1. MOTIVATION • Motivation refers to states within a person that drives behaviour towards some goal. • a state that drives behaviour • arousal of behaviour by this physiological state • direction of the behaviour towards a specific or selective goal

  2. Drive : It is a physiological state, that leads one to activity. It is purely an energy which is mobilized and made available for activity. It is a consequence of unsatisfied need. • Goal :it is a reward, an incentive towards which behaviour is directed.

  3. Types of needs: • Primary Needs: Food, Water, Sleep • Secondary Needs: Need for Power, Achievement, Status, Affiliation

  4. Basic motivation process: Unsatisfied Need Tension Drive Mobilization of Behaviour Satisfied Need Drive Reduction

  5. Characteristics of Motivation: • Goal directed Behaviour • Can’t be directly observed • High energy concentration • Vary in different individuals and within individual

  6. Motivation and Performance: • Factors Affecting Performance : * Individual * Situational Motivation of the individual, sense of competence, ability, role perception, organizational resources, etc.

  7. Theories of Motivation: • Maslow’s Need Hierarchy Theory • Herzberg’s Two Factor Theory • Mc Clelland’s Theory of Need • Goal Setting Theory • Reinforcement Theory • Equity Theory • Expectancy Theory

  8. Maslow’s hierarchy of needs: -self actualization -esteem -social -safety -physiological

  9. Herzberg’s Two Factor Theory: • The factors leading to job satisfaction and job dissatisfaction are different. • Hygiene factors affect job satisfaction and motivation factors affect job dissatisfaction.

  10. Mc Clelland’s theory of needs: • The need for achievement (nAch) • The need for power (nPow) • The need for affiliation (nAff)

  11. Goal Setting Theory • Specific goals lead to increased performance ;difficult goals if accepted, will result in high performance than easy goals. • Reinforcement Theory: Behaviour is dependent on reinforcers.

  12. Equity Theory • Employees compare their own job inputs outputs with those of others and that employees can influence the degree of effort that employee exert.

  13. Expectancy theory • The strength of a tendency to work in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. • The three important variables are: 1.Effort –performance linkage 2.Performance -reward linkage 3.Reward –personal goal linkage

  14. Management By Objectives (MBO) MBO emphasizes on converting overall organizational goal into specific objectives for organizational units and individual members. Common to all MBO programmes, there are four elements: • Goal specificity • Participative decision making • An explicit time period • Performance feedback.

  15. MBO in practice… • Any organization ,while adopting MBO should be careful about certain factors like, unrealistic expectations regarding results, lack of commitment by top management and unwillingness to allocate rewards based on goal accomplishment.

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