Motivation Princ Edudhatra 9724949948

8/7/2019 Motivation Princ Edudhatra 9724949948

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A PRESENTATION ONA PRESENTATION ONMOTIVATIONMOTIVATION

PREPARED BY: - SUBJECT IN-CHARGE: -PREPARED BY: - SUBJECT IN-CHARGE: -Prince dudhatraPrince dudhatra Tambe sirTambe sir

Parul institute of managementParul institute of management

prince dudhatra-9724949948prince dudhatra-9724949948


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CONTENTSCONTENTS

IntroductionIntroductionDefinitionDefinitionSeven rules of motivationSeven rules of motivation

Theories of motivationTheories of motivationJob enrichmentJob enrichmentReferencesReferences



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INTRODUCTIONINTRODUCTION

MotivationMotivation

is the set of reasons thatis the set of reasons thatdetermines one to engage in a particulardetermines one to engage in a particularbehavior.behavior.

MotivationMotivation may be rooted in the basicmay be rooted in the basicneed to minimize physical pain andneed to minimize physical pain andmaximize pleasure.maximize pleasure.

It applies to entire class of drives, desires,It applies to entire class of drives, desires,needs, wishes & similar forces.needs, wishes & similar forces.

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DEFINITIONDEFINITION

According to one of the universally accepted definitions of According to one of the universally accepted definitions of

motivation, it is an internal state of being, or an internalmotivation, it is an internal state of being, or an internalcondition that activates one's behavior, giving it direction.condition that activates one's behavior, giving it direction.

Motivation has also been defined as a desire or needMotivation has also been defined as a desire or needwhich directs and energizes behavior that is orientedwhich directs and energizes behavior that is orientedtowards a goal.towards a goal.

Another definition of motivation states that it is theAnother definition of motivation states that it is theinfluence of the needs and desires on the intensity of influence of the needs and desires on the intensity of behavior and direction it will follow.behavior and direction it will follow.

Motivation is the arousal, direction, as well as persistenceMotivation is the arousal, direction, as well as persistenceof one's behavior.of one's behavior.

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SET A MAJOR GOAL BUT FOLLOW A PATH.SET A MAJOR GOAL BUT FOLLOW A PATH.

The path has mini goals that go in manyThe path has mini goals that go in manydirections. When you learn to succeed at minidirections. When you learn to succeed at mini

goals, you will be motivated to challenge grandgoals, you will be motivated to challenge grandgoals.goals.

RULE NO. 1



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RULE NO. 2

FINISH WHAT YOU START. A half finished project is of no use to anyone.

Quitting is a habit. Develop the habit of finishingself-motivated projects .



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RULE NO.3RULE NO.3

SOCIALIZE WITH OTHERS OF SIMILARSOCIALIZE WITH OTHERS OF SIMILAR

INTERESTINTEREST ..

Mutual support is motivating. We will developMutual support is motivating. We will developthe attitudes of our ASSOCIATES. If they arethe attitudes of our ASSOCIATES. If they arelosers, we will be a loser. If they are winners, welosers, we will be a loser. If they are winners, wewill be a winner. To be a cowboy, we mustwill be a winner. To be a cowboy, we must

associate with cowboys.associate with cowboys.



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RULE NO. 4RULE NO. 4

LEARN HOW TO LEARN.LEARN HOW TO LEARN.

Dependency on others for knowledge supports theDependency on others for knowledge supports thehabit of procrastination. Man has the ability to learnhabit of procrastination. Man has the ability to learnwithout instructor. Infact, when we learn the art of without instructor. Infact, when we learn the art of

self education, we will find the opportunity to findself education, we will find the opportunity to findsuccess beyond our wildest dreams.success beyond our wildest dreams.



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HARMONIZE NATURAL TALENT WITH THEHARMONIZE NATURAL TALENT WITH THEINTEREST THAT MOTIVATES.INTEREST THAT MOTIVATES.

Natural talent creates motivation, motivationNatural talent creates motivation, motivation

creates persistence & persistence gets the jobcreates persistence & persistence gets the jobdone.done.



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INCREASE THE KNOWLEDGE THATINCREASE THE KNOWLEDGE THATINSPIRES.INSPIRES.

The more we know about the subject, the moreThe more we know about the subject, the morewe want to learn about it. A self propelled upwardwe want to learn about it. A self propelled upwardspiral develops within inside to get morespiral develops within inside to get moreknowledge.knowledge.



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TAKE RISK.TAKE RISK.Failure & bouncing back are the elements of Failure & bouncing back are the elements of motivation. Failure is a step towards success. Itmotivation. Failure is a step towards success. Itis a learning tool. No one has never achievedis a learning tool. No one has never achievedanything without failing even for once. Withoutanything without failing even for once. Withouttaking risk, chances for success are next to nil.taking risk, chances for success are next to nil.



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DOUGLAS McGREGORS THEORYDOUGLAS McGREGORS THEORY

Assumptions Of Theory XAssump tions Of Theory X

1)1) Average human beings have an inherent dislike for work &Average human beings have an inherent dislike for work &will avoid it if the can.will avoid it if the can.

2)2) Most people must be coerced, controlled, directed &Most people must be coerced, controlled, directed &threatened.threatened.

3)3) Average human beings prefer to be directed,Average human beings prefer to be directed, wish to avoidwish to avoidresponsibility and want security.responsibility and want security.

4)4) It gives rise to tough & soft management.It gives rise to tough & soft management.

5)5) Both are wrong as he needs financial rewards as well asBoth are wrong as he needs financial rewards as well asdeeper higher order motivation.deeper higher order motivation.6)6) Theory X managers dont give their staff any kind of Theory X managers dont give their staff any kind of

opportunities.opportunities.



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Assumptions Of Theory YAssump tions Of Theory Y

1)1) The expenditure of physical & mental effort in work isThe expenditure of physical & mental effort in work isas natural as play or rest.as natural as play or rest.

2)2) Commitments differ from external control & threats.Commitments differ from external control & threats.

3)3) Degree of commitment is directly related to the rewardDegree of commitment is directly related to the rewardreceived.received.4)4) Conditions of working are extremely important.Conditions of working are extremely important.5)5) Modernization adversely affects the potential of livingModernization adversely affects the potential of living

beings.beings.



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MASLOWS THEORYMASLOWS THEORY



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HERZBERGS THEORYHERZBERGS THEORY

MAINTAINANCE

FACTORS

Status

Interpersonal relationsQuality of supervision

Company policy & administration

Working conditions

Job securitySalary

MOTIVATORS

Challenging work

Achievement

Growth in job

Responsibility

Advancement

Recognitionprince dudhatra-9724949948prince dudhatra-9724949948


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THE EXPECTANCY THEORYTHE EXPECTANCY THEORY

Victor H. Vroom developed this theory.Victor H. Vroom developed this theory.

This theory is based on the saying of MartinThis theory is based on the saying of Martin

Luther which says that everything that is doneLuther which says that everything that is donein the world is done in hope.in the world is done in hope.

Force = valence * expectancyForce = valence * expectancy

Force depends on valence & expectancy.Force depends on valence & expectancy.



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GOAL SETTING THEORYGOAL SETTING THEORY

Settingobjectives

Planningactions

ImplementationControl &

appraisal



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McCLELLANDSMcCLELLANDSTHEORYTHEORY

McClellands theory of motivation is based on threeMcClellands theory of motivation is based on threetypes of motivating needs :-types of motivating needs :-

1) Need for power 1) Need for power

2) Need for affiliation2) Need for affiliation

3) Need for power 3) Need for power



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MOTIVATIONAL TECHNIQUESMOTIVATIONAL TECHNIQUES

1)1) MoneyMoney2)2) Other reward considerationsOther reward considerations3)3) ParticipationParticipation4)4) Quality of working lifeQuality of working life



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JOB ENRICHMENTJOB ENRICHMENT

Job enrichment is totally different from jobJob enrichment is totally different from jobenlargement.enlargement.

It may be done through challenging, includingIt may be done through challenging, including

variety, giving freedom to workers, etc.variety, giving freedom to workers, etc. Limitations of job enrichment are technology, cost,Limitations of job enrichment are technology, cost,

etc.etc.

It can be made effective by understanding,It can be made effective by understanding,opportunity to offer suggestions, etc.opportunity to offer suggestions, etc.



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REFERENCESREFERENCES

Essentials of management by Harold Koontz &Essentials of management by Harold Koontz &Heinz WeihrichHeinz Weihrich77 thth editioneditionpage 286 305page 286 305

www.wikipedia.com/aspx.motivationwww.wikipedia.com/aspx.motivation theory/McClellandtheory/McClelland

www.managementguru.comwww.managementguru.com

http://www.wikipedia.com/aspx.motivationhttp://www.wikipedia.com/aspx.motivationhttp://www.wikipedia.com/aspx.motivation


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Motivation Princ Edudhatra 9724949948

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