Functions of

Management:
MOTIVATING

Industrial Engineering Department, UBLC

Learning Objectives
After the discussion, students are able to:
• Define the meaning of Motivation
• Determine the theories of Motivation
• Enumerate Strategies of Motivation
• Discuss and elaborate Factors affecting motivation
 What is Motivation?
Motivation is the process of arousing the action,
sustaining the activity in process and regulating
the pattern of activity.
-YOUNG
Motivation refers to the states within a person or
animal that drives behavior toward some goals.
- MORGAN AND KING
What Is Motivation?

Motivation means the classes of operations used to

produce and measure changes in performance and
changes in energy output.
– UNDERWOOD

Motivation refers to all the internal conditions that stir up

activity and sustain activity of an individual.
- GUILFORD
MEANING OF MOTIVATION
Motivation is derived from the
Latin word „movere‟ which
means „to move‟ or „to
energize‟ or „to activate‟.
NATURE OF MOTIVATION

 Based on motives

 Affected by motivating

 Goal directed behavior

 Related to satisfaction

 Person is motivated in totality

 Complex process
MOTIVATIONAL CONCEPTS

INTRINSIC MOTIVATION
 EXTRINSIC MOTIVATION
THEORIES OF MOTIVATION

 DRIVE THEORY
 INCENTIVE THEORIES
 MASLOWTHEORY OF HUMAN
MOTIVATION
DRIVE THEORY
This theory might be described as „push theory‟
of motivation. Here, the behavior is “pushed”
towards goals by driving states within a person.
When an internal driving state is aroused, the
individual is pushed to engage in behavior which
will lead to a goal that reduces the intensity of
driving state.
DRIVE THEORY
 Motivation consists of

 a driving state

 the goal directed behavior initiated by the driving state

the attainment of an appropriate goal

 the reduction of the driving state and subjective

satisfaction and relief when goal is reached.
INCENTIVE THEORY
Incentive means the motivational value of a re
enforcer.
In contrast with the push of drive theories,
incentive theories are „pull theories of
motivation. Because of certain characteristics
they have, the goal objects pull behavior
towards them.
INCENTIVE THEORY
KINDS OF INCENTIVES
• Financial incentives: wages, salaries, bonuses or
fringe benefits
• Non-financial incentives: promotion, participation,
sense of achievement, recognition, growth
MASLOWTHEORY OF HUMAN MOTIVATION
According to him, needs at the lower levels of
the hierarchy dominate an individual’s
motivation as they are unsatisfied.
Once, these are adequately satisfied, however,
the higher needs occupy the individual’s
attention and efforts.
MASLOW’S HEIRARCHY OF NEEDS
MASLOW’S NEED HIERARCHY
1. PHYSIOLOGICAL NEEDS – BASIC NEEDS SUCH AS FOOD,
SHELTER
2. SECURITY OR SAFETY NEEDS – After satisfying the
physiological needs, this includes
A. avoidance of physical harm
B. safety against war, disease, natural calamity, crime
C. protection from wild animals, assaults, murder
D. building up of a reserve supply of life’s necessities
E. economic security in the form of pension, job security,
insurance
F. protection against arbitrary action, discrimination
MASLOW’S NEED HIERARCHY
3. Belongingness, affiliation or affection needs
- Getting companionship
- Seeking acceptance by fellow beings
- Giving & receiving love and affection
- Becoming a member of a group, club, etc
- Cooperating with others
- Protecting one’s child infant, weak and older people
4. Esteem needs
Self esteem – feeling of Competence, independence,
dominance, confidence
Esteem for others – need for recognition, attention or
appreciation from other people, reputation or prestige
MASLOW’S NEED HIERARCHY
5. Self-actualization needs
- Need helps a man to realize his own potential for continued
self –development and being creative or like become
something ideal, like expert consultant in electronics
engineering.
CREATING MOTIVATING CLIMATE
The manager should apply techniques, skills and
knowledge of motivational theory to help nurses to
achieve what they want out of work.

The manager’s role is to influence each individual’s

behavior and action towards achievement of some
objectives.
HOW TO MOTIVATE
For proper motivation among employees, the manager has to
create:
 Conditions where workers energies are not extended totally in
meeting their basic needs.
 A climate for inter-dependent work rather than dependency.
 A competitive climate through recognition of good work.
A productive climate through personal example
A climate approach and problem-solving rather than avoidance,
and
Motivate individually through guidance and counseling.
HOW TO MOTIVATE
One of the most powerful motivators the nurse manager can
use to create motivating climate, which is frequently overlooked
is positive reinforcement.
The following are the single approaches for an effective
feedback system that uses positive reinforcement are :
Positive reinforcement must be specific or relevant in a
particular performance.
The positive reinforcement must occur to the event as
possible.
The reward feedback system must be achievable.
 Rewards should be unpredictable and intermittent.
STRATEGIES FOR MOTIVATION
The following are essential strategies to create a
motivating climate for employees.
 Have a clear expectation for workers, and
communicate these expectations effectively.
Be fair and consistent when dealing with all
employees.
Be a firm decision maker using an appropriate
decision making style.
Develop the concept of teamwork. Develop group
goals and projects that will build team spirit.
STRATEGIES OF MOTIVATION
Integrate the staff’s needs and wants with the organizations
interest and purpose.
Know the uniqueness of each employee. Let each know that you
understand his or her uniqueness.
Remove traditional blocks between the employee and the work to
be done.
Provide experience that challenge or stretch the employee, and
allow opportunity for growth.
When appropriate, request participation and input from all
subordinates in decision making.
STRATEGIES OF MOTIVATION
 Whenever possible, give subordinates recognition and credit.
 Be certain that employees understand the reason behind decision
and actions.
 Reward desirable behavior; be consistent in how we handle
undesirable behavior.
 Let employees exercise individual judgement as much as possible.
 Create a trustful and helping relationship with employees.
 Let employees exercise as much control as possible over their
work environment.
 Be a role model for employees.
ROLES
The following are the roles and functions of
manager/administrator in creating a motivating climate:
 Recognize each worker as a unique individual who is
motivated by different things.
• Identify the individual and collective value system of the unit;
and implement a reward system that is consistent with those
values.
• Listen attentively to individual and collective work values and
attitudes to identify unmet needs that can cause dissatisfaction
ROLES
 Encourage workers to stretch themselves in an effort to promote
self-growth and self-actualization.
 Maintain a positive and enthusiastic image as a role model to
subordinates in the clinical setting.
 Encourage monitoring, sponsorship and coaching with
subordinates.
 Devote time and energy to create an environment that is
supportive and encouraging to the discouraged individual.
 Develop a unit philosophy that recognizes the unique worth of
each employee and promotes reward systems that make each
employee feel like a winner.
FUNCTIONS
 Use legitimate authority to provide formal reward
systems.
 Use positive feedback to reward the individual employee.
Develop unit goals that integrate organizational and
subordinate needs.
 Maintain a unit environment that eliminates or reduces job
dissatisfies.
Promote a unit environment that focuses on employee
motivators.
FUNCTIONS
 Create the tension necessary to maintain productivity while
encouraging subordinate job satisfaction.
 Clearly communicate expectations to subordinates.
Demonstrate and communicate sincere respect, concern, trust and
a sense of belonging to subordinates.
 Assign work duties commensurate with employee’s abilities and
post performance to foster a sense of accomplishment in
subordinates.
Identify achievement, affiliation or power needs of subordinates
and develop appropriate motivational strategies to meet those
needs.
FACTORS AFFECTING MOTIVATION
1. FACTORS LEADE=ING PRIMARILY TOWARDS MOTIVATION
A. ACHIEVEMENT : personal satisfaction in job completion and problem solving
B. ADVANCEMENT : promotion to higher level job/level
C. GROWTH : learning new skills which will offer greater possibility for
advancement
D. RECOGNITION : acknowledgment of a job well done
E. RESPONSIBILITY AND AUTHORTY ; in relation to one’s job
F. WORK ITSELF : actual job content and its positive or negative effect on the
worker
FACTORS AFFECTING MOTIVATION
2. FUNCTIONS LEADING PRIMARILY TOWARDS DIS SATISFACTION
A. COMPANY POLICY AND ADMINISTRATION – feeling about inadequacy of a company
organization and management, policies and procedures
B. JOB SECURITY – tenure, company stability or instability
C. INTERPERSONAL RELATIONS – relations with supervisors, subordinates and peers
D. SALARY – pay and fringe benefits
E. STATUS – for example, size of office, private secretary, aircon, regular or casual
F. SUPERVISION – competency or technical ability of supervision
G. WORKING CONDITIONS – physical environment associated with the job
H. PERSONAL LIFE – personal factors which affect the job
MEASURES OF JOB SATISFACTION
Some indication of job satisfaction are as follows :
1. Morale –

2. Productivity – increase or slowdown productivity over a period

3. Labor turn over – dis satisfied employees leave the industry

frequently
4. Absenteeism – reasons for absenteeism should be known

5. Grievances – Existing of more and more grievances represent an

increasing dis satisfaction amongst the employees about their
jobs.
CASE STUDY
Analyze the case study given below. Apply MOTIVATION.

You are an engineer manager in one manufacturing company. Recently, the

productivity had dropped. And many cases of first aid cases were reported by
company nurse from your team. Absenteeism is high.

How to motivate your team?