OB Motivation(Soft Copy)
-
Upload
reshma-yathav -
Category
Documents
-
view
130 -
download
1
Transcript of OB Motivation(Soft Copy)
Motivation
DONE BY:
RESHMA SURESH
I M.A.(HRM)
Definition of Motivation:
Motivation is the driving force by which humans achieve their goals.
Motivation is said to be intrinsic or extrinsic. The term is generally used for
humans but it can also be used to describe the causes for animal behavior as
well. This article refers to human motivation. According to various theories,
motivation may be rooted in a basic need to minimize physical pain and
maximize pleasure, or it may include specific needs such as eating and resting,
or a desired object, goal, state of being, ideal, or it may be attributed to less-
apparent reasons such as altruism, selfishness, morality, or avoiding mortality.
Conceptually, motivation should not be confused with
either volition or optimism. Motivation is related to, but distinct from, emotion.
Motivation represents unsatisfied needs which create a state of tension or
disequilibrium, causing the individual to move in a goal directed pattern
towards restoring the state of equilibrium by satisfying the needs.”
Motivation has two components: internal needs (intrinsic motivation) and
external objects (extrinsic motivation).
Extrinsic motivation comes from external rewards (including besides money
other benefits that can satisfy your inner needs) and feedback when you are
treated as a human being. In the case in which you are a “very important
resource”, motivation will come from getting paid, punishment if you break
something and critics.
Intrinsic motivation is represented by internal forces that energize and direct
you towards your goals. The inner needs do not address only your work
environment, but your purpose of living. Therefore there is not always a good
fit between what your job requires from you and what you really need.
Organisational
Behaviour Motivation:It is understood that the effectiveness of a change is an end result of how
efficiently the change has been implemented and executed by the employees
without sacrificing the business objectives. For a company which is planning to
launch its set of Organizational Behaviour initiatives, it is extremely important
that it motivates its employees for them to execute the organizational behaviour
practices across the board. Professionals understanding Organizational
Behaviour categorize this as Organizational Behaviour Motivation - the factor
which seamlessly ensures that employees implement the Organizational
Behaviour principles day in and out.
How does one motivate the employees to implement Organizational
Behaviour practices?
Visualize and get the employees to visualize the big picture - This is
one of the classical motivational methods for employees of a company
where organizational behaviour practices have been launched. The
business owner and the employees are enforced to think at factors like
how the practices would improve the standing of the company in the
industry, how the practices will enable to company to boost sales etc. The
employees being empowered to visualize the big picture will enable them
to see the benefits of implementing these practices.
Provide incentives or manage performance around implementation
of Organizational Behaviour practices - We must understand this
clearly that what keeps the business running year after year is the money.
And hence, at the end of the day what counts for a company is how an
employee has performed on productivity and quality. At the same time,
discipline and ethics are some things which the company cannot forsake
in lieu of productivity and quality. Business owners could ensure this by
attaching metrics to the implementation of the Organizational Behaviour
principles. This will ensure that employees would treat the initiatives as a
part of their performance drivers and hence the business owner can
ensure that the initiatives are implemented.
Reverse Motivation - Not many companies have used this technique, but
in some cases, this has proved to be a highly effective tool for motivating
employees. As per Reverse Motivation, employees are motivated by
telling them the consequences of them not implementing the
Organizational Behaviour practices. The whole stream of Reverse
Motivation works on a completely negative aspect of motivating the
employees.
It is important that employees are motivated to ensure that Organizational
Behaviour strategies and initiatives are implemented across the board. Strategies
can only be implemented properly which can be achieved if all the employees
contribute to implementing them. Employees would be implementing the
initiatives if they are motivated enough to do the same. And to do the same one
would need to understand the motivational needs of every employee.
Motivation - An Inner
Drive:
NEED (Deficiency):
Needs are created or come into existence whenever there is a
physiological or psychological imbalance. A need exists when cells in the
body are experiencing a shortage of food or water.
DRIVE (Deficiency with direction) :
A drive is a deficiency with a direction. Drives denote actions and
intention to act by individuals and they are exhibited to alleviate needs.
Drives and motives are terms used interchangeably. Drives provide an
energizing thrust toward reaching an incentive or goal.
GOALS/INCENTIVES (Reduces drives & fulfills deficiencies):
Anything that will alleviate a need is an incentive or goal in the
motivation cycle. Attaining an incentive or goal will tend to restore
physiological or psychological balance and will reduce the drive up to
zero level.
Importance Of
Motivation:
Motivation helps in identifies employee potentialities.
These potentialities are converted into performance by means of
motivation.
Motivation converts a normal employee into a loyal and a committed
employee.
Motivation helps in optimum utilisation of resources and also helps in
bringing in innovative & creative skills of the employees.
Motivation helps to increase the productivity.
Motivation helps to build cordial relationships among employees at
various levels of the organisation.
Motivation helps in Human Resource Development.
Nature Of
Motivation:
i. Continuous process:
Motivation is a continous process. It is not a time bound programme or a
touch-and-go affair.Human needs are infinite. As soon as one need is
satisfied new ones arise. In the words of Mc Gregor,” Man is a wanting
animal, as soon as one of his needs is satisfied another appears in
place.This Process is unending. “Satisfaction of one need gives feeling
of another and the process goes on.
ii. Psychological
Concept:
Motivation is a Psychological concept. It is based on human needs which
generate within an individual. Needs are feelings in the mind of a person
that he lacks certain things. Such feelings influence the behaviour and
activities of the individual.
iii. Entire Individual is
Motivated:
Motivation is total, not piece-meal. A person cannot be motivated in
parts. An Employee is an indivisible unit and his needs are interrelated.
He cannot be motivated by fulfilling some of his needs partly.
iv. Incentives:
Motivation may be Financial or Non-Financial. The form of motivation
depends upon the type of needs. Financial Incentives include pay,
allowances, bonus and perquisites. Non- Financial Incentives consist of
recognition, praise, responsibility, participation in decision- making,
challenging jobs , etc.
v. Goals leads to
Motivation:
Motivation causes Goal-directed behaviour. A person behaves in such a
way he can satisfy his goals and needs. A Person will work so long as he
feels his actions are fulfilling his strongly felt needs. He will not pursue
the activity and will lose interest in work , if he feels that it is not
satisfying his needs.
vi. It is a Complex
Process:
Motivation is a complex process. There is no universal theory or
approach to motivation. More over, individuals differ in what motivates
them. Therefore, a manager has to analyse and understand variety of
needs and has to use variety of rewards to satisfy them. He should not
expect over night results.
Features Of
Motivation:
1. Individual’s Inner
Feeling.
2. Concerned with the Total
Person.
3. Motivation=Anticipated
Values x Percieved
Probability.
4. Willingness to Exert.
5. Involves the arousal,
direction, and maintenance
of behaviour towards a
goal.
Types Of
Motivation:There are two types of motivation, Intrinsic and Extrinsic motivation. It's
important to understand that we are not all the same; thus effectively motivating
your employees requires that you gain an understanding of the different types of
motivation. Such an understanding will enable you to better categorize your
team members and apply the appropriate type of motivation. You will find each
member different and each member's motivational needs will be varied as well.
Some people respond best to intrinsic which means "from within" and will meet
any obligation of an area of their passion. Quite the reverse, others will respond
better to extrinsic motivation which, in their world, provides that difficult tasks
can be dealt with provided there is a reward upon completion of that task.
Become an expert in determining which type will work best with which team
members.
Intrinsic Motivation:Intrinsic motivation means that the individual's motivational stimuli are coming
from within. The individual has the desire to perform a specific task, because its
results are in accordance with his belief system or fulfills a desire and therefore
importance is attached to it.
Our deep-rooted desires have the highest motivational power. Below are some
examples:
Acceptance: We all need to feel that we, as well as our decisions, are
accepted by our co-workers.
Curiosity: We all have the desire to be in the know.
Honor: We all need to respect the rules and to be ethical.
Independence: We all need to feel we are unique.
Order: We all need to be organized.
Power: We all have the desire to be able to have influence.
Social contact: We all need to have some social interactions.
Social Status: We all have the desire to feel important.
Extrinsic Motivation:Extrinsic motivation means that the individual's motivational stimuli are coming
from outside. In other words, our desires to perform a task are controlled by an
outside source. Note that even though the stimuli are coming from outside, the
result of performing the task will still be rewarding for the individual
performing the task.
Extrinsic motivation is external in nature. The most well-known and the most
debated motivation is money. Below are some other examples:
Employee of the month award
Benefit package
Bonuses
Organized activities
Financial
Incentives:
Non-Financial
Incentives:
Theories Of
Motivation:
1. Maslows
Hierarchy Of Needs
Theory:A sequence of human needs (personal requirements) in the order of their
importance:
Physiological needs—survival
Safety needs—physical and emotional safety
Social needs—love and affection and a sense of belonging
Esteem needs—respect, recognition, and a sense of our own
accomplishment and worth
Self-actualization needs—to grow and develop and become all that we
are capable of being
2. McGregor’s
Theory X and
Theory Y:Two distinct views of human beings: Theory X (basically negative) and
Theory Y (positive).
Managers used a set of assumptions based on their view
The assumptions molded their behavior toward employees
No empirical evidence to support this theory.
Examples :
Theory X :
Theory Y:
3. Alderfer’s ERG
Theory:Three groups of core needs:
Existence (Maslow: physiological and safety)
Relatedness (Maslow: social and status)
Growth (Maslow: esteem and self-actualization)
Removed the hierarchical assumption
Can be motivated by all three at once
Popular, but not accurate, theory
Conclusion:It is important first to recognize that if you have not succeeded in learning
what you first wanted, that you have not failed. Success is not always
determined by quantity of knowledge. We are not all meant to be brain
surgeons, soccer players, plumbers, or even spellers. But we can
recognize that some subject matter can be gained/enjoyed in other ways:
consulting a specialist; watching or refereeing a game; hiring a plumber;
using a spell checker.
Success in learning is also determined by an evaluation of your process,
and what you have learned from this process. Motivation to learn is
paramount to student success. The sources of motivation are complex.
The motivation to learn is personal and comes from within an individual,
but can be influenced by external factors. Educators must keep the
principles of motivation at the fore front of all instructional design. The
applications of motivation theory are limited only by one's imagination.
The concepts learner motivation underline the importance of learner
analysis in instructional design.