Chapter-2 (Motivation)

Definition of motivation
The word motivation comes from the Latin word “movere” that means to
move. Generally motivation means the incentives that persuade the employees to
attain the goal.

Almost all of the human behavior is caused by motivation. Although it

requires no motivation to grow hair but getting a hair cut needs motivation.

According to J. W. Newstrom & Keith Davis motivation is the willingness to

extract high level of effort toward organizational goal.

According to Robbins & Judge the processes that account for an individual’s
intensity, direction and persistence of effort toward attaining a goal is called
motivation.

At last we can say that motivation is a drive or force or incentive that

encourages and directs behavior toward the goal or action.
 Model/process of motivation-

Nearly all conscious human behavior is caused by motivation. Motivation is

a continuous process. A manager must need to identify the needs and drives of
employees to motivate them.
The role of motivation in performance can be summarized through the
motivational model below:

Environment Opportunity

Needs & Drives Tension Effort Performance Reward

Goals & Ability

incentives

Need Satisfaction

Fig: Model of motivation

In the above figure we see that internal needs and drives like needs for food
or good result create tension among the people that are affected by their
environment. On the basis of this tension he or she provides effort and this effort is
influenced by the opportunity and incentives. If he or she does not get any
opportunity or incentive then he or she will not provide effort. Then performance is
occurred according to their effort. Thus effort precedes performance. And this
performance depends not only on the amount of effort but also on the ability.
Performance may be good, bad, best or worst. Reward is given according to the
performance. In this way needs become satisfied and the new needs & drives are
emerged.
For example, a student wants to make a good result in the examination. This
creates a tension in his mind that is affected by surrounding environment.
According to his tension he will give his effort (e.g. study). This effort is
influenced by opportunity (e. g. library or internet facility) and incentive (e.g. what
grade he wants to get). Then he perform his effort (e.g. answer the questions fully)
with his ability. As a result, if he got good result (e.g. A+) his need is satisfied and
new need will be created.

Therefore we can say that motivation is a continuous process.

 Motivational Drives:

Drives are the heart of motivation. David McClelland of Harvard University

developed some motivational drives and pointed out their significance to
motivation. The most important drives are as follows:

1. Achievement motivation
2. Affiliation motivation
3. Competence motivation
4. Power motivation
 Now they are briefly discussed below:
1. Achievement motivation: Achievement motivation is the drive to pursue the
people to attain goals. Achievement oriented employees work harder when they
will receive personal credit for their effort and take responsibility for their actions
and results.

2. Affiliation motivation: It is a drive relate to people effectively. Achievement

motivated employees work better when they are praised for their favorable
attitudes and cooperation. This motivation emphasize on social dimensions.

3. Competence motivation: This is a drive to be good at something. It is related

to the capacity to do something. Competence oriented employees always think
“how well they can do the work” rather than the time factor.

4. Power motivation: Power motivation is the drive to influence people and

change the situations. Power motivated employees want to create an impact on the
organizations. This power may be used constructively or destructively. Power
motivated people become more successful if their drives are institutional power
instead of personal power.
Finally all these are the most important drives of motivation. Each of the
drives has its own characteristics.
 Various ways or methods of motivation-

A) Financial means of motivation:

1. Fair wages
2. Profit sharing
3. Bonus
4. Financial security
5. Advance
6. Accommodation facilities
7. Transportation facilities
8. Medicare facilities
9. Promotion
10. Rewards, etc

B) Non-financial means of motivation:

1. Personal power and rights
2. Fair working environment
3. Security
4. Fair treatment
5. Appreciation of worthwhile work
6. Training facility
7. Attractive work
8. Education facilities
9. Establishing equity
10. Others
 A) Financial means of motivation:
Human needs are unlimited and always arising new needs. For doing work
man wants some financial facilities. For this why organization needs to concentrate
the following financial factors for motivating the employee,-

1. Fair wages: High and reasonable salary always motivate the employee. So
reasonable salary is necessary to increase employees’ efficiency.
2. Profit sharing: Generally profit is enjoyed by the owner. But if a part of
profit is distributed among the employee, then they are motivated and give high
level of performance and try to increases the profit.
3. Bonus: Now-a-days employees expect some occasional bonus like Eid
bonus, Puja bonus, vacation bonus etc. which motivated the employee. So bonus is
a fruitful method of motivation.
4. Financial security: Future financial security is desired factors for the
employee. For this why pension, provident fund, insurance, gratuity facilities are
needed to motivate the employee.
5. Advance: Sometime employee need some advance which is meet from the
provident fund and monthly installment from employee salary. Advance helps to
motivate the employee.
6. Accommodation facilities: Accommodation is a basic need of human. So to
motivate the employee, accommodation facility plays a vital role.
7. Transportation facilities: Different employees come from different place,
so they need transport facility which motivated them.
8. Medicare facility: Sound health of the employee is essential for high
motivation. So the Medicare facility for employee and their family member
increase the efficiency of employees.
 9. Promotion: Financial method is related with promotion. So the promotion
helps to motivate the employee and need to promotion for applicable employee.
10. Rewards: For better work, employees expect some rewards and its helps to
motivate the employee to do the high performance.

B) Non- financial methods of motivation:

Besides the financial methods, Non- financial methods are also used to
motivate the employee. For motivating employee, non- financial methods plays a
vital role. The non-financial means of motivation are given below-

1. Personal power and rights: Every person wants to exercise power

and rights, it is a natural order. After meet up the basic needs human wants such
type of rights and needs. So to exercise these types of rights and power to the
employee helps to increases their job performance.
2. Fair working environment: For the better performance,
environment has a great impact. So need to create fair working environment to the
employee for high performance. Good working environment includes- cleanliness,
adequate lighting, adequate urinals and latrines, canteen, best room etc.
3. Security: If employee feels unsecured in their work, they also fall in
mental pressure which brings poor result. So need to assure the adequate work
security for the employee which helps to increase their performance.

4. Fair treatment: It is not necessary to pay money for fair treatment

and it brings good performance. So to motivate the employee, need fair treatment
with them.
 5. Appreciation of worthwhile work: Human automatically
motivated, if he gets the appreciation of his worthwhile work. So to motivate the
employee, need to appreciation.
6. Training facility: Training helps to increase the psychological and
physical ability of employee. So training facility helps to motivate the employee
for doing their job and work.
7. Attractive work: For doing attractive and contributive work,
employee always motivated. So according to the employee, work need to assign.
8. Education facility: For ensuring proper education facility for the
children of employee the motivation task may be done.
9. Establishing equity: Different types of biasness among the
employee may bring poor result. So need to establish equity for motivating
employee.
10. Others: Sports facility, picnic, goodwill of the organization,
entertainment facilities also play a role for motivating employee.
Theory X and Theory Y of motivation:

Douglas McGregor proposed two distinct views about human behavior, one is
negative treated as Theory X and the other is positive treated as Theory Y. He
developed some assumptions of Theory X and Theory Y, those are given below:

Assumptions of Theory X:
1. Employees dislike works, lazy and try to avoid it.
2. Employees prefer to be controlled and directed.
3. Employees seek security not responsibility.
4. Employees must be imitated by managers to perform.
5. Employees are motivated by financial rewards.
6. Employees have little ambition.
7. Employees avoid all responsibilities.
 Assumptions of Theory Y:
1. Employees view work as a natural part of life.
2. Employees prefer limited control and direction.
3. Employees will seek responsibility under proper working condition.
4. Employee performs better under proper working environment that are not
intimidating.
5. Employee’s motivation is not necessary.
6. Employees crave responsibilities.
7. Employees want to satisfy their various types of needs.

So manager must consider the above assumptions to motivate the employees

where theory Y assumptions are more valid than theory X.
Two factor model of motivation or the motivation hygiene theory:

Psychologist Fredrick Herzberg developed two factor model of motivation

in 1950, also known as a motivation hygiene theory.
Herzberg found two sets of factors_ motivational or intrinsic factors and
maintenance or hygiene or extrinsic factors, which influence motivation. The
motivational factors are related to job satisfaction and maintenance factors are
related to job dissatisfaction.
 In the figure we see that absence of maintenance/hygiene factors lead to high
negative feelings or job-dissatisfaction and the presence of motivational factors
lead to high positive feelings or job satisfaction. But if the maintenance factors are
present and the motivational factors are absence then it is neutral.

According to Herzberg when a manager want to motivate the employees he

or she must emphasize more on maintenance/hygiene factors because if there is no
negative feelings in minds, the employees must be motivated.

So we can say that maintenance factors are the basis on which motivational
factors build up strong motivation and high job satisfaction.
Goal-Setting theory of motivation:

In 1960s Edwin Locke proposed that intentions to work towards a goal are
the major source of work motivation. The theory given by him is called goal-
setting theory of motivation.
According to Edwin, specific and difficult goals with feedback lead to
higher performance, where goals are the target or objective for future performance.
The idea of this theory will be clear from the given figure:

Goals Need to be done Effort to be expanded Performance

Figure: Goal-setting theory

From the above figure we see that the goal tells the employees what need to
be done and how much effort will need to expanded. Higher level goals need high
effort and lower level goals need low effort that produces low output.

He said people under challenging goals become more motivated because it

direct our attention to the task at hand and it needs hard effort. Besides the
feedback on how well they are progressing toward goal is also a reason for
choosing difficult goal.
Under this theory the goals are self- set rather than assigned and goals are set
based on the personal capacity of employees
In conclusion we can say that setting specific and challenging goal for
employees is the best thing that manager can do to improve performance through
motivation.