Name of the subject: Organisation Behavior

Class: FYBBA

Semester : IInd Semester

Unit number: UNIT 2-Motivation.

WORK MOTIVATION
Definition:
Motivation is willing to exert high level of efforts towards organizational goals to satisfy individual
needs.
The process that accounts for individual intensity, direction and persistence of efforts towards attaining
the goal.
Motivation refers to forces operating within an individual that push them to act or not to act
In a certain way.
Motivation is the word derived from the word ’motive’ which means needs, desires, wants or
drives within the individuals. It is the process of stimulating people to actions to accomplish the
goals. In the work goal context the psychological factors stimulating the people’s behaviour can
be -
desire for money
success
recognition
job-satisfaction
team work, etc.

Factors affecting motivation:

Intensity: Intensity determines how hard an individual has to try. It refers to level of effort
That a person is willing to put to attain the desired goal.
Direction: Motivation guides behavior in a particular direction. Hard work is of little use
Unless it is channelized in right direction.
Persistence: Dimension of motivation determines how long a person continues with his efforts
The person with high motivation will not quit until the goal is attained.

Model of Motivation:

Steps in motivation process:

• The process of Motivation begins with unfulfilled needs.
• The unsatisfied needs creates tension in an individual.
• In order to reduce tension the individual will engage in some activity.
• The effort will lead to performance, this kind of performance is influenced by individual ability.
• The performance will result in individual getting desired [Link] need is satisfied and tension
is reduced.

1)Mc Gregor theory of Motivation:

Theory X Theory Y
1) An average employee inherently 1)Employee find that work is as
dislike work and consider it as burden. natural as play or rest.

2)They must be Coerced or threatened 2)They welcome new technique

to get the work done. and ready to accept changes.

3)They resist change and like to 3)They learn not only to accept
work with traditional Methods but also seek responsibility.

4)They are less ambitious and 4) They are self-motivated and

lack creativity self-controlled.
 5)That are self-centered and 5) They are intellectual and
indifferent to organisations imaginative.

6) They work for economic and 6) They want to make maximum use
financial gain of their potential.

2)MASLOWS THEORY OF MOTIVATION:

Psychological needs: Psychological needs are hunger, thirst ,sleep,pain and other Material instinct.
Once the psychological needs are satisfied they donot motivate the person any [Link]
Until these needs are satisfied , People are not concerned for higher [Link] are the basic needs of an
individual which includes food, clothing, shelter, air, water, etc. These needs relate to the survival and
maintenance of human life.

Safety Needs: safety needs refer to need for secure environment physical as well as psychological. These
needs are also important for human beings. Everybody wants job security, protection against danger,
safety of property, etc.
It is need for freedom and safety from [Link] attempt to satisfy the need by providing
them with good working conditions ,safety equipment, health and life insurance etc.

Social Needs : Love needs, belongingness [Link] need to have friends to be accepted by other People.
People don’t work for money but for companionship. These needs are also important for human beings.
Everybody wants job security, protection against danger, safety of property, etc.

Esteem Needs: These needs are reffered to as “Ego Needs” .It need to be valued and respected by others.
It includes desire to achieve success ,recognition and have prestige within and outside the
[Link] needs relate to desire for self-respect, recognition and respect from others.

Self-Actualisation needs: The need for self-actualisation is top [Link] is highest level of need. self-
actualisation means to become all that is possible for a persom to [Link] are the needs of the
highest order and these needs are found in those person whose previous four needs are satisfied. This will
include need for social service, meditation.

3)Clayton Alderfer ERG theory:

• Existence Needs: these needs are similar to maslows physiological and safety needs . the
existence needs are connected with physical well-being of a person.
• Relatedness Needs: the relatedness needs are connected with an individual interpersonal and
Social relationship. They need to be similar to social and esteem needs Encompass social and
external esteem; relationships with significant others like family, friends, co-workers and
employers . This also means to be recognized and feel secure as part of a group or family.
Maslow's third and fourth levels..

Growth Needs: Growth needs are similar to Maslows self-actualisation needs includes
desires to be creative and productive, and to complete meaningful tasks.
• Even though the priority of these needs differ from person to person, Alberger's ERG
theory prioritises in terms of the categories' concreteness. Existence needs are the most
concrete, and easiest to verify. Relatedness needs are less concrete than existence needs,
which depend on a relationship between two or more people. Finally, growth needs are
the least concrete in that their specific objectives depend on the uniqueness of each
person.

4)Fredrick Herzberg two factor theory:

Motivational hygiene theory:

Questions:
What do people want from their job
He asked people to explain:
When they feel good?
When they feel Bad?
According to Herzberg, hygiene factors are what causes dissatisfaction among employees in the
workplace. In order to remove dissatisfaction in a work environment, these hygiene factors must
be eliminated. There are several ways that this can be done but some of the most important ways
 to decrease dissatisfaction would be to pay reasonable wages, ensure employees job security, and
to create a positive culture in the workplace. Herzberg considered the following hygiene factors
from highest to lowest importance: company policy, supervision, employee's relationship with
their boss, work conditions, salary, and relationships with peers Eliminating dissatisfaction is only
one half of the task of the two factor theory. The other half would be to increase satisfaction in the
workplace. This can be done by improving on motivating factors Motivation factors are needed to
motivate an employee to higher performance. Herzberg also further classified our actions and
how and why we do them, for example, if you perform a work related action because you have to
then that is classed as "movement", but if you perform a work related action because you want to
then that is classed as "motivation". Herzberg thought it was important to eliminate job
dissatisfaction before going onto creating conditions for job satisfaction because it would work
against each other.

1) Motivational factors
2) Hygeine factors
Satisfied People:
Intrinsic factor: 1) Advancement 2) Recognition 3) Responsibility 4) Achievement.
Unsatisfied People :
• Supervision 2)Pay 3)company Policy 4) Work condition 5) relationship with subordinates.

Factors related to dissatisfaction are different from [Link] the Motivator-Hygiene concept is
still well regarded, satisfaction and dissatisfaction are generally[who?] no longer considered to exist on
separate scales. The separation of satisfaction and dissatisfaction has been shown to be an artifact of the
Critical Incident Technique (CIT) used by Herzberg to record events. Furthermore, it has been noted the
theory does not allow for individual differences, such as particular personality traits, which would affect
individuals' unique responses to motivating or hygiene factors.

5)Vrooms Expectancy theory:

Vroom's expectancy theory separates effort, performance and outcomes, while Maslow and Herzberg
focus on the relationship between internal needs and the resulting effort expended to fulfil them.

Vroom's expectancy theory assumes that behaviour results from conscious choices among alternatives
whose purpose it is to maximize pleasure and to minimize pain. Vroom realized that an employee's
performance is based on individual factors such as personality, skills, knowledge, experience and abilities.
He stated that effort, performance and motivation are linked in a person's motivation. He uses the
variables Expectancy , Instrumentality and Valence to account for this.
1) Expectancy
2) Instrumentality
3) Valence.
The strength of tendency to act in a certain way depends upon the strength of expectations
That the act will be followed, within a given outcome and attractiveness of outcome to
Individual.

• Individual Effort
• Individual Performance
• Organizational Rewards
• Personal Goals.

• Effort Performance Relationship

• Performance Reward Relationship
• Reward Personal goal relationship

Why people are not motivated at work:

• My work is not counted
• If I get good performance appraisal ,It will lead to organizational Benefits.
• Even if I get rewards ,will those be personally attractive to me.
Theory has 3 elements:
Expectancy: Effort will lead to Performance
Instrumentality: Performance will lead to Outcome.
Valence: Outcome will led to Personal Goals.

Expectancy: Expectancy is a effort performance relationship..self-efficacy is an individual belief that he

or she can perform a task. Individual with high self efficacy have high expectancy assessment.
Instrumentality: Instrumentality is individual belief that his performance is rewarded.
Valence: Valence is defined as attractiveness towards goal or outcome .It is Perceived value of the reward
to the person. Valence may be positive or Negative.
Motivation= Expectancy * Instrumentality * valence.
Advantages:
1) Mental Process: Expectancy Model recognise the importance of mental [Link] doesnot
describe human behavior as simply the outcome of strong internal drive.
2) Individual Differences: The expectancy model explains why there are individual differences in
motivation. It encourages Manager to develop Motivational designs, keeping employees in mind.