MOTIVATION. Encouraging people to take more initiative and interest in the work assigned. Motivation...
-
Upload
chrystal-harvey -
Category
Documents
-
view
223 -
download
0
Transcript of MOTIVATION. Encouraging people to take more initiative and interest in the work assigned. Motivation...
MOTIVATION
Encouraging people to take more initiative
and interest in the work assigned.
Motivation means a process of stimulating
people to action to accomplish the desired
goals.
Characteristics / Features of Motivation
Psychological process
Initiated by managers
Continuous activity
Goal oriented and action orientedBroad Concept (Needs, human relations, satisfaction of employees)
Essence of management process
Beneficial to employees and management
Varied measures available for motivation
Motivation is different from satisfaction
Related to a person in totality
Need & Importance of Motivation
1) Securing employee cooperation
2) Stimulating employees
3) Maintaining human relations
4) Raising productivity and efficiency
5) Raising morale
6) Cordial industrial relations
7) Facilitates change
8) Reduces absenteeism & labour turnover
9) Reduces accidents
10) Change in attitute
Essential of a Sound Motivational Plan
Simplicity
Flexibility
Economical
Comprehensive
Productive
Advantages of Motivation
Advantages to Employers –
1)Better Cooperation from employees
Increase in the efficiency and productivity of employees
Reduction in wastages and industrial accidents
Reduction in employee turn over and absenteeism
Improving employee morale
Prompt achievement of business objectives
Developing positive attitude towards employees
Availability of right type of employee
Advantages to Employee
Employees get the benefit of financial and non-financial
incentives .
Job Security and job satisfaction
Opportunity to participate in management
Durability in Employment
Improvement in knowledge and skills
Fulfillment of basic needs
Factors of motivating Employees
☺ Attractove Salary / Wages & Allowances
☺ High rate of bonus
☺ Liberal monetary incentives
☺Allowances such as overtime allowances, medical
allowance, leave and travel allowances, house rent,
educational and re-creation allowances and so on.
☺ Special incentives.
Monetary Factors
Factors of motivating Employees
Non-monetary Factors
☺Job-security and job enrichment
☺ Fair treatment to employees
☺ Recognition of good work
☺Encouragement for self-development and career
development
☺Delegation of authority to subordinates
☺Congenial working conditions
☺ Helpful attitude of management
☺ Fair opportunity of promotion
☺ Labour participation in management
☺ Designation and status
Traditional Modern Theories Theories
I) ‘Be Strong’ Theory I) Maslow’s Theory
II) Efforts and Rewards Theory II) Mc Gregor’s Theory
III) Monastic Theory III) Herzberg’s Theory
IV) Carrot & Stick Theory IV) Mcclelland’s Theory
V) Paternalistic Theory V) Vroom’s Theory
VII) Equity Theory
Theory of Motivation
Be Strong Theory-
Fear & Punishment Theory
Used by the managers who become aggressive
and authoritarian.
Theory believes that employees would work
efficiently if they are driven by fear and
Punishment.
Military rule – DO OR DIE
Efforts & Rewards Theory (Taylor) Managers
should establish the standards of performance
and note the behavior of employees. This will
enable them to determine rewards and
penalties.
Monastic Theory – This theory assumes that
people work for money only. Increased effort
will provide increased wages which will further
motivate the workers to higher effort.
Carrot & Stick – Reward & Punishment who
perform the task well are given rewards in the
form of promotion, hike in pay, bonus, etc. and
those who fare poorly are like punished in the
form of demotion, transfer, termination, etc.
Theory states that rewards alone are not
adequate.
Paternalistic Theory – Managers to be kind and
generous toward employees and in return,
they expected respect, loyalty and durability
from the employees.
MASLOW – 1943 (NEED HIERARCHY THEORY)
•Physiological Needs (Biological need) can’t be postponed for long.
•Security / Safety Needs – Security of job, pension for old age and insurance cover for life, comes after physiological needs.
•Social needs – Affiliates with group and expects love, affection and recognition. This is called as basic social need of an individual.
•Esteem need – Personal ego – need to have prestigious position. The organization can satisfy this need by giving recognition to the good work.
• Self Actualization - At this level person seeks challenging work assignments for creativity and opportunities for personal growth and advancements.
A Self-actualized person is creative and independent.
MCGREGORS THEORY OF X & THEORY OF Y
Theory X is static rigid, conservative and pessimistic and
believe that average human being has an inherent
dislike for work.
Most people should be forced, controlled, directed or
threatened with punishment to achieve organizational
objectives.
People want security of job and income.
People want to avoid responsibility.
People want lack creativity and do not use their
intellectual potentialities.
MCGREGORS THEORY OF X & THEORY OF Y
Theory Y - Emerging viewpoint about people.
Average human learns to work / people want relative
freedom / exercise self-control and self direction to
achieve organizational objective / seek responsibility
partially use their intellectual potentiality.
HERZBERG’S TWO FACTOR THEORY OF MOTIVATION – based on two factor
Maintenance and Motivating Factors
Maintenance factor prevent dissatisfaction only not
motivating.
Hygiene Factors Motivators
Company Policies and administration AchievementSupervision Recognition for Working Conditions AccomplishmentInterpersonal Relations Increased Responsibility Opportunity for growth Challenging WorkSalaryJob SecurityStatus Personal life
Mcclelland Theory
– need for achievement / need for power and need for affiliation
•Managers motivated by need for achievement are goal oriented.
•Strong power need try to dominate, influence and control others•Need for affiliation are sensitive to other peoples feelings
Vroom
Vroom’s Expectancy Theory - This theory states that
motivation to work is strongly determined by an
individual perception that a certain type of behavior will
lead to a certain type of result.
EQUITY THEORY – 1965
Employees want fair treatment from their employers.
Employees think of equity through a four step process –
•Employees evaluate how they are being treated by the
firm.
•Employees think how they are compared with another
persons.
•This comparison may bring about either equity or
inequity.
If an employee feels there is equity in the treatment, he
may
Example-
• Dada Bhai Naoroji – Hope for India
• Mahadeo Govind Ranade – Father of reawakening
• Romesh Dutt
• Krishna is a motivator in Mahabharat
•How Bhishma Pitamah motivated Duryodhana. When
he was not sure even about victory.