Motivation
Define
motivation:
Motivation
is the willingness to do something to achieve organizational goal and at the
same time to satisfy individual needs. It is an inner state of our mind that
activates, directs and sustain our behavior. Thus motivation can be defined as
the force within the person that affects his or her direction, intensity and
persistence of voluntary behavior. In such a way motivation consist of three
different aspects, the first one is direction, which means it is goal oriented,
second intensity which refer to the amount of effort of the employee and last
one is persistence which refers to the length of time spent for his/her work.
So these three aspect determine the motivation of the employee in an
organization. Employee in the organization are motivated by different factors
such as monitory, incentives, extra responsibility, promotion etc.
According
to Robbins: “Motivation can be defined as the willingness to exert high level
of effort toward organizational goals, conditioned by the effort’s ability to
satisfy some individual needs.”
Maslow’s
Hierarchy of Need Theory
Describe
Maslow’s Hierarchy Theory.
One of the
most well known theory of human motivation is Maslow’s need hierarchy. It is
based on the needs of the people that appear in a hierarchical fashion.
According to this theory lower ordered needs are experienced first which must
be satisfied before higher order needs are perceived. This theory is based on
following assumption.
-
Unlimited Wants
-
Unsatisfied need is motivator
-
Hierarchy of importance: Need have
priority and they are arranged according to a hierarchy of importance.
There are
five needs proposed by Maslow in hierarchical fashion, they are given below:
i)
Physiological needs: The first needs that occurs in human beings is the
physiological needs. These needs can be defined as the basic needs which
include food, water, clothing, sex etc. These needs are related to the survival
and maintenance of human life. So it should be satisfied first, and these needs
can be satisfied by wage, salary, in an organization.
ii)
Security and safety Needs: these needs come second in the hierarchy
order. They are concerned with the physical safety and economic security which
include safety of person and property, job security, old age provision,
security from risk etc. these needs can be satisfied in the workplace by job
continuity and adequate insurance and retirement benefits.
iii)
Social needs: Human beings lives in a society or in group. So they prefer to
live in such society which love them most. These needs include belongingness,
friendship, love, affection, association and social acceptance.
iv) Esteem
and Ego needs: these needs include self- esteem and public esteem, self esteem
means esteem in the eyes of (self, confidence, self respect etc.) public esteem
means esteem or image in the eyes of public as praise, power, prestige,
appreciation, recognition etc. In such a way these needs are concerned with
prestige and respect of the individual. Maslow has proposed this needs in
higher order needs.
v) Self-
actualization Needs: these needs are concerned with the desire to become
what one can become. Self development and being creative is the broadest sense
of the world. These needs are psychological and infinite. This needs become
important to an individual once he is reasonably satisfied with the esteem
needs. The manager can .......
Further
maslow has categorized these five needs into two categories one is lower order
needs and another one is higher order needs as primary needs which are finite,
these should be satisfied in any condition, these needs include physociological
and security or safety needs. They are infinite but they are satisfied only
after lower- ordered needs are satisfied.
Alderfer’s
ERG theory of Motivation.
Describe
ERG theory of Motivation.
The
propunder of ERG theory is Clayton Alderfer. In this theory he categorized
Maslow’s five needs into three broad perspective, which consist existence (E),
Relatedness (R) and growth (G) . Thus ERG theory is the sum of existence,
relatedness and growth.
i)
Existence Need: Existence need also refer to Maslow’s physiological and safety
needs, which include the need for human survival i.e food, shelter, social and
economic safety etc.
ii)
Relatedness Need: relatedness needs are concerned with satisfying interpersonal
relationship. Such need can be fulfilled by interacting with other people,
receiving public recognition and through the feeling of interpersonal safety.
These needs correspond to Maslow’s belongingness/ social need.
iii)
Growth Needs: Growth needs are concerned with continued desire for personal
growth and development. They consist of a person’s self esteem through personal
achievement as well as the concept of self-actualization presented in Maslow’s
theory.
ERG theory
doesn’t propose that people move up or down in hierarchy of need in a fashion
that described by Maslow’s. Instead ERG theory proposed that it is possible for
more than one needs may be achieved at
the same time for the employee
motivation. Not only that this theory also describe the new concept on human
motivation, which is a satisfactory- progression concept and a frustration-
regression concept.
McClland’s
theory of Need (Achievement)
Describe
the achievement theory of Motivation.
The
motivation theories described so far look at the individual’s primary needs and
their relative importance in life. However just fulfilling of primary needs is
not sufficient for one, people have secondary needs that are learned, parental
style and social norms. In this theory Mclelland focuses on three important
aspect of motivation they are given below:
i) Need
for achievement: it concerned with those people who have strong desire and
determination to do something better or more efficiently that it has been done
before. People with high need of achievement want to accomplish challenging
goals effectively through their own effort. Such people want to take the risk
and want to get immediate feedback also. They seek situation where they can
attain personal responsibility for finding solution to problem. Thus they
prefer working alone rather than in a group because of their strong need to
assume personal responsibility for tasks.
ii) Need
for Affiliation: It refers to a desire to establish and maintain friendly and
warm relation with other and avoid conflicts and confrontation. It is similar
to Maslow’s belongingness need and Alderfer’s relatedness need. People having
such needs prefer to work in a group which include interaction with other. They
can effectively accomplish the interacting job like sales.
iii) Need
for power: Need or Power refers to a desire to control others to influence
their behavior. People having such needs prefer to stay in competitive and
status position. They want to maintain their prestige. They are likely to make
more suggestion in meeting, evaluate situation, and communicate effectively.
In this
theory McClland proposed three needs which must be learned rather than
instinct( character). As a result of life experience these needs are acquired
over time. He also focuses that a respective working environment should be
created for a particular people having a particular needs.
Vroom’s
Expectancy theory
Define
expectancy theory of motivation.
Expectancy
theory explains motivation in terms of the expectation that people have about
their ability to perform effectively on the job and about the kinds of rewards
they expect to obtain if they perform the job effectively. According to this
theory the strength of an expectation is a power factor of motivation. People
are motivated by attractiveness of the outcome and they work hard because they
anticipate more rewards in future. Thus, this theory focuses on three
relationship that are given below:
i) Effort-
to performance expectancy: It refers to a person’s perception of the
probability that effort will lead to successful performance. Expectancy is
defined from the probability range between 0.0 to 1.0. If we believe our effort
will lead to higher performance, then the expectancy is very strong perhaps a
probability 1.0 where 1.0 equals obsolete certainty that the outcome will
occur. In other hands when a person is not certain about the desired
performance level than his/her expectancy is very low perhaps it may be 0.0.
This theory focuses on E-P expectancy which is necessary condition for the
existence of high levels of work motivation.
ii)
Performance to Outcome Expectancy: The performance to- outcome expectancy
refers to a person’s perception of the probability that performance will lead
to certain other outcomes. If a person’s think a high performer is certain to
get a pay raise then expectancy is closed to 1.0 . On the other hand if
the individual perceives that there is no certainty of high pay even after high
level of performance than P-O will be closed to 0.0. According to this theory,
the more strongly a person believes that positive outcomes will follow from
effective performance, the more motivated they will be to perform effectively.
iii)
Outcome Valances: the term valances refers to the anticipated satisfaction or
dissatisfaction that an individual feels toward an outcome. Pay raises,
promotion and recognition might have positive valances, where as fatigue,
stress, frustration might have negative valances. It range from (-1) to (+1).
When an individual gets high level of satisfaction from his/her outcome, they
are more likely to be motivated.
Ultimately
this theory provides a clear way for increasing employee motivation by altering
the person’s EP expectancies, P-O expectancies and outcome valances. For a high
level of motivation all three sources of expectancy model should be high.
Equity
Theory
Define
equity theory of motivation.
This
theory states that individual are motivated by their desire to be treated
equally in their work relationship. The motivation of employee is influenced by
the extent to which they feel they are being treated fairly and equitably by
the organization. Individual always want to avoid inequalities compared to
other and they are motivated to resolve these inequalities. According to this
theory individual in compare themselves to another in terms of their input-
outcome ration. They first evaluates themselves and compare the result
with other. Input are individual’s contribution to the organization such as:
education, experience, effort and loyalty. Outcomes are what the individual
receive in return such as: pay, recognition, social relationship etc.
If the
person find these ration to be equal or nearly equitable than he/she experience
a feeling of equity, but if the ratio are not nearly equitable, then inequality
exists and the person will be motivated to take some action to resolve such
inequality. The process of equity theory can be shown as:
i)
Self evaluation
ii)
Evaluation of others
iii)
Comparing of self with others.
iv)
Feeling of equity/ inequity
v)
Action to reduce inequity.
Frustration
Frustration
refers to the psychological phenomenon which may be occurred, due to the
difficulties, conflicts to their goal directive activities. Thus, frustration
is the feeling caused by a sense of privation (lack of something),
deprivation(blocking or interfering with) or conflict in relation to their goal
directive activities.
According
to Richard M. Strees “ Frustration refers to a psychological reaction to an
obstruction or impediment to goal oriented behavior.”
Causes of
frustration:
i)
When an individual is unable to
fulfill his/her needs, frustration occurs.
ii)
When a motivated drive is blocked
before a person reaches a desired goal, frustration occur.
iii)
It occurs due to lack of
interpersonal relation.
iv)
When people are assigned to job that
have contrasting characteristics, unequal degree of status, and frequently
foster completion.
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