Motivation

Presentation By RTI, Jammu

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Session Overview
In dealing with employees, an intangible factor of will or freedom of choice is introduced and employees can increase or decrease their productivity as they choose. This human quality gives rise to the need for positive motivation. An employees performance can be defined as being determined by the interaction between ability and motivation: Performance=Ability x Motivation The first(Ability) determines what he can do, the second (Motivation)determines what he will do. Therefore motivation is the key element in management of employees .It is of utmost importance.
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Learning Objective
By the end of this session ,the learner will be able to understand the need for motivating employees to perform to the best of their ability and various methods which supervisors should use for keeping the employees positively motivated.
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Basic Concepts
Motivation is the consequence of an interaction between the individual and the situation. People who are motivated exert a greater effort to perform than those who are not motivated. Motivation is the willingness to do something. It is conditioned by this actions ability to satisfy some need for the individual
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Motivational process
Unsatisfied need Tension Drives Search behaviour Goal achievement Need satisfaction Reduction of tension

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Definition
Motivation is a process which begins with a physiological or psychological need or deficiency which triggers behaviour or a drive that is aimed at a goal or an incentive.

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Types of Motives

Primary Motives General Motives

Secondary Motives
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Primary Motives
Hunger Thirst Clothing Sleep Maternal concern
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General Motives
Motives which can not be termed primary or secondary Primary needs try to reduce the tension or stimulation whereas the general need induces the individual to enhance the amount of stimulation. Also called stimulus motives-Love ,concern and affection.
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Secondary Motives
Learned drives become secondary motives Includes Curiosity Manipulation
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Achievement drive
The desire of an individual to perform in terms of a particular standard of excellence or the desire to be successful in competitive situations.

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Specific characteristics of a high achiever

Takes moderate risks. Prefers immediate feedback Derives satisfaction on the successful accomplishment of a task Has total concentration or preoccupation with the assigned task
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Theories of Motivation
Some important theories:
Maslows Hierarchy of Needs Theory Mcclellands Achievement Motivation Theory Herzbergs Motivation-Hygiene theory Expectancy Theory
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Maslows Hierarchy of Needs Theory

Works on the assumption that the behaviour of individuals at a particular moment is usually determined by their strongest need. Based on hypothesis that within every human being there exists a hierarchy of five needs.
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Maslows Hierarchy of Needs Theory(contd)

Five needs: 1. Physiological : Basic needs of hunger, thirst, shelter, sex and
other body needs. 2. Safety: security and protection from physical and emotional harm 3. Social: affection, belongingness, acceptance and friendship 4. Esteem: Need for both self esteem(self respect, autonomy and achievement) and external esteem (status, recognition and attention) 5. Self-actualization the drive to become what one is capable of becoming: includes growth, achieving ones potential, self fulfillment.

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Mcclellands Achievement Motivation Theory

Based on recognition of three needs in work-place situations:

Need for achievement Need for affiliation Need for power

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Herzbergs Motivation-Hygiene theory

Based on the conclusion that people have two different categories of needs:
o

Hygiene factors Motivating factors

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Expectancy Theory
This theory argues that the strength of a tendency to act 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 the outcome to the individual. It includes three variables:
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Expectancy Theory
1. Attractiveness: the importance that the individual places on the potential outcome or reward that can be achieved on the job. This considers the unsatisfied needs of the individual. 2. Performance-reward linkage: the degree to which the individual believes that performing at a particular level will lead to the attainment of each job outcome Rti, Jammu 19

Expectancy Theory
3. Effort performance linkage: the perceived probability by the individual that exerting a given amount of effort will lead to performance.

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MBO approach to Motivation

System of management that emphasizes on a particular set of goals that are tangible, verifiable and measurable. It is the method by which managers and employees jointly set goals for work performance and personal development, periodically evaluate the employees progress towards achieving these goals and integrating of individual, team, departmental and organizational goals. Rti, Jammu

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Management by Objective process

Goal setting Subordinate participation Implementation Performance appraisal and feedback
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Motivation programmes for employees

Monetary Incentives (Not so relevant for Government employees)
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Motivation programmes for employees

Non Financial Motivation Programmes

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Non Financial Motivation Programmes

Employee recognition programmes Employee involvement programmes Employee participation Job enrichment and job excitement Delegation
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Strategies for Motivating subordinates Reward risk taking instead of risk avoiding

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How to convert risk avoiders into risk takers?

Teach people that intelligent errors are part of the cost of progress. Use yourself as an example. Celebrate both successes and setbacks. Encourage smart risks, not foolish chances
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Strategies for Motivating subordinates Reward creativity instead of mindless conformity

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How to create a climate to encourage new ideas?

Tolerate failure Create a relaxed informal work environment Encourage competition
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Strategies for Motivating subordinates

Reward decisive action instead of paralysis by analysis
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Helpful tips for taking effective decisions

Write down the decision you have to make as clearly and simply as you can and set a deadline for making it If you need to further analyse alternatives, use the balance-sheet approach Obtain the best information you can within the time-limits. Take action, or reward those who do
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Strategies for Motivating subordinates Reward smart work instead of busy work
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How to convert actors into producers?

Make sure to have the right person for the job Define each jobs limits. Beware of proceduritis If people have finished their work, let them go home
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Strategies for Motivating subordinates

Reward simplification instead of needless complication

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Strategies for Motivating subordinates

Reward quietly effective behaviour instead of squeaking joints
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How to encourage effective behaviour Seek quiet employees and resolve to spend time encouraging and rewarding them. Keep alert for squeaking joints and do not oil them
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Qualities of dependable employees

They are rarely, if ever, absent. They work well under pressure They consistently turn out high-quality work on time They do not constantly pester others for advice and guidance. They are so quiet and unassuming that one hardly knows they are there except for their good work. They produce many more answers than problems.
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Strategies for Motivating subordinates Reward working together instead of working against
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How to build good teams?

Create self managed work teams and ensure that:
Each team is assigned a significant piece of work Work environment is arranged to foster plenty of communication and interaction between members of the team Jobs should be made interdependent

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Remember

Six important words are I admit I made a mistake Five important words are You did a good job Four important words are What is your opinion? Three important words are Lets work together. Two most important words are Thank you Single most important word is WE.
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Thank you

Be a good motivator

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