Motivation Concepts

What Is Motivation?
The process that accounts for an
individual’s intensity, direction,
and persistence of effort toward
attaining a organizational goal.
 Intensity – the amount of effort put
forth to meet the goal
 Direction – efforts are channeled
toward organizational goals
 Persistence – how long the effort is
maintained

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  The word Motivation derives from the Latin word
“Movere”. The Latin word “Movere” means “To move”,
“To drive” or “To drive forward”.

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 Carrot and Stick Approach of
Motivation
The Carrot and Stick Approach of Motivation is a
traditional motivation theory that asserts, in motivating
people to elicit desired behaviours, sometimes the rewards
are given in the form of money, promotion, and any other
financial or non-financial benefits and sometimes the
punishments are exerted to push an individual towards the
desired behaviour.

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 Process of Motivation

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 1. Unsatisfied need. Motivation process begins when there is
an unsatisfied need in a human being.
2. Tension. The presence of unsatisfied need gives him
tension.
3. Drive. This tension creates an urge of drive in the human
being an he starts looking for various alternatives to satisfy
the drive.
4. Search Behavior. After searching for alternatives the
human being starts behaving according to chosen option.
5. Satisfied need. After behaving in a particular manner for a
long time then he evaluates that whether the need is
satisfied or not.
6. Reduction of tension. After fulfilling the need the human
being gets satisfied and his tension gets reduced.
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 ARCS Motivational Model
ARCS stands for
 Attention,
 Relevance,
 Confidence and
 Satisfaction.
These are the elements necessary for learners to be motivated.

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 Early Theories of Motivation
 Maslow’s Hierarchy of Needs Theory
 McGregor’s Theory X and Theory Y
 Herzberg’s Two-Factor (Motivation-
Hygiene) Theory
 McClellan’s Theory of Needs (Three Needs
Theory)

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 Maslow’s Hierarchy of Needs Theory

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 Douglas McGregor’s X & Y
Theory X
 Inherent dislike for work and
will attempt to avoid it
 Must be coerced, controlled or
threatened with punishment
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Theory Y
 View work as being as natural as
rest or play
 Will exercise self-direction and
self-control if committed to
objectives
 Herzberg’s Two-Factor Theory
Not Dissatisfied Satisfied

Motivation Factors
• Quality of • Promotional
Hygiene Factors

supervision opportunities
• Pay • Opportunities for
• Company policies personal growth
• Physical working
• Recognition
conditions
• Relationships • Responsibility
• Job security • Achievement

Dissatisfied Not Satisfied

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 McClelland’s Theory of Needs

 McClelland affirms that we all have three

motivating drivers, which do not depend on our
gender or age.

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  The three motivators are:
• Achievement: People with a high need for achievement
prefer tasks that provide for personal responsibility and
results based on their own efforts. They also prefer quick
acknowledgment of their progress.
• Affiliation: a need for love, belonging and social
acceptance. People with a high need for affiliation are
motivated by being liked and accepted by others.
• Power: a need for controlling own work or the work of
others. People with a high need for power desire situations
in which they exercise power and influence over others.

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 Types of Motivation

 Motivation may be classified on following bases:

1. Positive or negative
2. Extrinsic and intrinsic
3. Financial or non-financial

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 Positive and Negative Motivation

• Positive motivation: It is the process of attempting to

influence the employees’ behavior through recognition &
appreciation of employees’ efforts and contribution
towards achievement of organisational goal. Examples of
positive motivators are – taking interest in subordinate’s
benefits, appreciation and credit for work done, delegating
the authority and responsibility of subordinates etc.
• Negative motivation: It is based upon fear i.e. demotion,
lay off etc. The fear of punishment affects the behaviour
towards changes. Though punishment has resulted in
controlling the misbehaviour and contributed towards
positive performance but it may also lead to poor
performance & lower productivity

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 Extrinsic and Intrinsic Motivation

• 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.

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  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 fulfils a
desire and therefore importance is attached to it.

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 Financial and Non-Financial Motivation

• Financial Motivation: It is associated with money. It

includes wages and salaries, fringe benefits, bonus,
retirement benefits etc
• Non-financial Motivation: This type of motivation is
not associated with monetary rewards. It includes
intangible incentives like ego satisfaction, self-
actualisation and responsibility

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 Intrinsic Motivation Vs Extrinsic
Motivation
Intrinsic Motivation
 The act of being motivated
by internal factors to
perform certain actions
and behaviour is
called Intrinsic Motivation.
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Extrinsic Motivation
 Whenever an individual
performs an action or
behaviour because the
individual is affected by the
external factors such as
rewards or punishments,
such form of motivation is
called Extrinsic Motivation.
  There is neither pressure
nor any sort of reward for
the actions you perform
due to intrinsic motivation.
 Intrinsic motivation can be
a lengthy process,
requiring special
treatment.
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 You get rewarded as
promised for the actions
you perform due to
extrinsic motivation.
 Extrinsic Motivation often
occur instantly as soon as
the subject understands the
perks of performing
certain actions.
  Intrinsic Motivation lasts
for longer periods and
often leads to higher level
of success.
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 Extrinsic Motivation might
only occur for limited
period of time, and the
individual stops
performing actions after
the punishment or reward
is applied.
People skill
 People skills are patterns of behaviour and behaviour
interactions, among people; it is an umbrella term for skills
under three related set of abilities: personal effectiveness,
interaction skills, and intercession skills.
 British dictionary definition is "the ability to communicate
effectively with people in a friendly way, especially in
business" or personal effectiveness skills.
 Good people skills are an asset in nearly every line of work.
 In general, good people skills are defined as the ability to
listen, to communicate and to relate to others on a personal
or professional level.
 Good people skills also extend to include problem-solving
abilities, empathy for others and a willingness to work
together toward the common good.
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Communication:

 Good people skills in the communications

includes the ability to take in information, clarify
comments and participate in effective verbal and
written exchanges.
 These skills can be developed by learning to
participate in active listening in which you focus
on the speaker’s words rather than using the time
to formulate your own point of view or response.
  Good communication skills involve choosing your
words carefully, issuing clarifying statements and
reiterating complex conversations to verify
information.
 Communication skills are an especially valuable
people skill in publishing, advertising and media
roles.

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Empathy

 Empathy skills allow you to put yourself in another person’s

place and recognize the thoughts, emotions and experiences
that person is having.
 The ability to have empathy allows a person to give more
personal levels of attention and care and to provide a
sympathetic listening platform.
Conflict Resolution

 Conflict resolution involves the ability to clarify a specific

dispute, listen in a non-judgmental manner to both
perspectives and offer suggestions for reaching an equitable
compromise.
 Conflict-resolution skills can help keep peace in a workplace,
stem inner-office issues and maintain high customer
satisfaction levels.
Patience

 Patience involves being able to maintain an even temper, to

repeat and explain information as necessary, and to control
anger in even the most trying situations.
 Patience is an important people skill to have in areas such as
customer service, complaint departments and human
resources roles.
Tolerance

 Professional workplaces are made up of people from all walks

of life.
 Having tolerance and understanding for the differences of
others is vital to long-term business success.
 Tolerant people have the ability to accept differences, even
when they don’t personally agree with them.
General Awareness
What is Communication (Process) Awareness?
 This learnable skill helps in all interpersonal situations,
including interactions among your dynamic subselves.
"Communication (process) awareness" is intentionally
noticing at least eight of over 50 factors in and between you
and a communication partner.
 Are our true Selves in charge now?
 What R(espect) messages are we each receiving?
 Do our communication needs match or clash now?
 Where are we each focused?
 Are we problem-solving, or doing something else?
 Where are our respective E(motion)-levels?;
 What communication skill/s are called for here? and...
 Was our communication effective? If not, why not?

The way people try to resolve relationship problems often
becomes another problem. Habitual process awareness raises
the odds that the way you problem-solve will not amplify
your needs.
AWARENESS 1) Who's guiding each of us now - our true
Selves or a false self?
AWARENESS 2) What R(espect)-messages are we each
receiving from our partner now?
"You're 1-up: you (seem to) rank your current needs as more
important than mine"; or...
"You're 1-down: you (seem to) rank your current needs as less
important than mine"; or...
"We're equal: you (seem to) rank your needs and dignity and
mine as equally valid and important now."
AWARENESS 3) Do our respective communication needs match
now?
Humans behave in order to reduce discomfort (needs) and
gain pleasure. Four needs adults and kids try to fill by
communicating are to...
gain or keep respect (a constant); plus the needs to...
give or get information; and/or to...
vent (be empathically heard and accepted); and/or to...
cause action (change) in your partner(s), including shifting
the emotional distance between you. This can also be the
need to feel locally powerful, vs. powerless.
AWARENESS 4) "Where are we each focused now?"
Four "focus zones" are ...
Who - are we focusing on me, on you, on us, or none of these? Important
communications work best if each person is mainly focused on us (a "2-
person awareness bubble”)
Time - are we focusing on the past, the present, or the future? Primary needs
always exist now;
Topic - are we both focusing on (a) the same topic, (b) different topics, or
(c) do we have no clear topic? Communications degrade if anyone
changes the topic without being sure everyone feels "done" with the
current topic.
And a vital focus zone is...
Need level : are we focused on filling surface needs, primary needs, or
something in between?
AWARENESS 5) Are we problem-solving, or doing
something else?
Personal and social "problems" are unmet needs
(discomforts). "Problem solving" is intentionally...
identifying each person's current primary needs;
valuing them equally, except in emergencies; and...
trying to fill each person's needs "well enough" as mutually-
respecting teammates, regardless of age, rank, social role,
color, or gender.
Self Respect and self Esteem
 Having self-respect is very important. It is a form of self-
love, showing that you accept yourself for who you are, no
matter what others say. If you are lacking self-respect, you
can easily be ridiculed and put down by others.
 Self-respect is a feeling of confidence and pride in your
own ability and worth.
 Self-esteem comes from how you think and feel about
yourself. It refers to the value that you have for your specific
abilities. If those abilities and skills are challenged, it is up to
you to deflect those challenges, thereby maintaining both
your self-respect and self-esteem.
  Self Esteem is how you value yourself.
 If you appreciate the things you have, you're satisfied that you
do wonderful things and praise yourself then you have good
self esteem.
 On the other hand when you doubt on yourself, feel insecure
about your position, not satisfied with the things you have
then you are likely to have low self Esteem.

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 Cycle of low self Esteem

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