MKSSS SN COLLEGE OF NURSING

FOR WOMEN, HINGNA

NURSING
SUBJECT-

MANAGEMENT
SEMINAR ON-

MOTIVATION

SUBMITTED TO- SUBMITTED BY-

MRS. VANDANA S THANGAVEL Ms. RUPALI S KHARABE
ASSOCIATE PROFESSOR M.Sc (N) 2nd Year
MKSSS SN COLLEGE MKSSS SN COLLEGE
NURSING FOR WOMEN. NURSING FOR WOMEN.

SUBMITTED ON-
22/ 08 /24
Subject- Nursing Management

Unit- VI

Topic- Motivation

Group- M.Sc nursing 2nd year student

Place- Classroom of MKSSS SN College of Nursing for Women.

Date- 22/08/24

Time- 12pm to 1pm

Teaching method: Lecture cum discussion

A V aids- Power point presentation, chart, black board, flash card, flip cards, handouts.

Student pre requisite- Student have Basic Knowledge regarding the topic.

General Objective- At the end of the class the student will gain knowledge regarding Motivation.

Specific Objective- At the end of the lesson plan students will be to-

1. Describe the concept of Motivation.

2. Define Motivation.

3. Enlist the characteristics of Motivation.

4. Identify the Importance of Motivation.

5. Recognize the Approaches of Motivation.

6. Explain the process of Motivation.

7. Discuss the types of Motivation.

8. Identify the Leadership roles associated with creation of motivating work climate.

9. Enumerate the theories of Motivations

10. Elaborate the Motivational qualities of nurse leader

11. Enlist seven rules of Motivation.

 MOTIVATION
INTRODUCTION-
 Motivation’ is a Latin word, which means ‘to move’.
 Human behaviour is controlled, directed and modified through certain motives. When a person is
hungry and is searching for food, or constructing a house, or mating, or learning new skills, we will
always be able to trace a motive that guides his activities and behaviour to success or failure.
 It is the willingness of an individual to respond to organizational requirements.
 Motivation is a need or desire that energizes and directs behaviour. It means inspiring others with
zeal to do work for the accomplishment of the objectives of the organization.
 Motivation is an important function, which a manager has to perform to get things done from the
people.
 Motivation is an action that stimulates an individual to take a course of action, which will result in an
attainment of goals, or satisfaction of certain material or psychological needs of the individual.
 Motivation is that force which impels or incites an individual's action, determines the direction and
the rate of action. When the individual gets motivated, he experiences a tension and disequilibrium
and becomes restless. His activities are then initiated. He feels a push to behave in a certain direction.

CONCEPTS OF MOTIVATION

1. Motivation is derived from the Latin word movere which means to move or to energize or to activate. In a
literal sense, it is a process which arouses energy or drive in the individual to proceed in an activity.

2. Motivation is often used to refer to an individual's goals, needs, wants, intentions and purpose.

3. Motivation refers to those behaviours that are activated through the internal mechanism of an individual
to maintain homeostasis or internal balance against any disturbances of equilibrium.

4. Motivating is a term that implies that one person, in the social context, induces another to engage in action
(towards a goal) by ensuring that a channel to satisfy the motive becomes available and accessible to the
individual.

5. Motivation is an integral part of the process of direction and the core of management. In the course of
direction, the manager has to try to create in his subordinates the willingness to pursue organizational goals
enthusiastically.

6. Motivation is an effective instrument in the hands of management for inspiring and creating confidence in
the workforce so that they are capable of achieving good results.
DEFINITION

1. W.G. Scott: Motivation means a process of stimulating people to action to accomplish desired goals. It
refers to the way which urges, drives, desires, aspires, stirs or needs direct control or explain the behaviour
of human beings.

2. Motivation refers to the degree of readiness of an organism to pursue some designated goal, and implies
determination, focus and degree of readiness.

CHARACTERSTICS OF MOTIVATION-

1. Energetic force- Motivation energies, directs and sustain human behavior. It is a desire and enthusiasm to
act and urge to accomplish a task. This force can originate ‘within’ or ‘beyond’ an individual.

2. As internal feeling- Motivation is mainly psychological. It relates to those forces within the individual and
directs to act in certain ways. It is related with needs, drives, desires, tensions and motives which are mental
states.

3. Goal-directed behavior- Motivation is a reported urge or tension to move in a given direction or to

achieve certain goal.

4. Either positive or negative- Motivation can be positive or negative. Positive motivation is based on
rewards like pay, praise, pride, participation etc. Negative motivation uses punishment. It is based on force
of fear. Depending on the situation, both are used organization.

5. Person to totality is motivated-not-in part Each employee is a self contained, and inseparable unit and all
his needs are interrelated. He can be motivated with total zeal enthusiasm.

6. Individuals differ in their motivation Man is motivated by different factors- as variety of needs and
desires which are different for different persons.

7. Motivation is not always conscious and visible -Only a small part of mind is conscious and visible. This is
why men cannot verbalize his motivation to achieve certain goals.

8. Motivations change-Motivation of each individual change from time to time. As one need is satisfied. It is
replaced by other unsatisfied need, people’s, wants change their behavior.

9. Essence of performance-Although factors like ability, resources, and conditions of performance are
important, without motivation these cannot produce good result. Motivation is also a kind of resource.

10. Individual Phenomenon-Motivation is highly individualistic. No two people are alike. Different people
differ in their needs, aspirations, backgrounds and they rank things differently. Thus management’s role is to
create a work climate in which persons with different needs and personalities can remain motivated.
IMPORTANCE OF MOTIVATION-

Motivation is very important to an organization, because it provides following benefits.

1. Improves level of efficiency of employees:

Willing to An employee may be competent but no activity can take place until the individual is perform the
activity. So motivated employees give greater performance. This will result into

 Increase in productivity
 Reducing cost of operations
 Improving overall efficiency

2. Leads to achievement of organizational goals:

The goals of an organization can be achieved only when the following factors takes place.

 There is best possible utilization of resources.

 There is co-operative work environment
 The employees are goal directed
 Goals can be achieved if co-ordination and co-operation takes place simultaneously which can be
effectively done through motivation.

3. Better organizational relations:

Motivation is an important factor which brings employees satisfaction. Increased labor productivity in turn
results in higher wages for employees.

This would help in -

 Effective co-operation which brings stability.

 Industrial dispute and unrest in employees will reduce.
 The employees will be adoptable to the changes and there will be no resistance to the change.
 This will help in providing a smooth and sound concern in which individual's interest will coincide
with the organizational interest.
 Their will result in maximum profit through increased productivity.

4. Optimum Utilization of resources:

 Through motivation human resources can be utilized by making full use of it. this can be done by
creating willingness in employees to work.
 This will help the organization to best possible utilization of resources.
5. Leads to stability of employees:

 The employees can remain loyal to the organization only when they have a participation in the
management.
 The skill and efficiency of employees will always be advantage t employers as well as employees.
 This leads good public image which will attract competent and qualified people into a concern.
 High motivation leads to job satisfaction of workers. As a resul labour absenteeism turnover are low.

6. Easy selection of employees:

An organization offers financial and non financial incentive, in the labour market. Therefore, it can easily
attract competent persons for filling various vacancies. Motivation is Important to an Individuals as:

 It helps him achieve his personal goals.

 If an individual is motivated, he will have job satisfaction.
 Motivation will help in self-development of individual.
 An individual would always gain by working with a dynamic team.
 Motivation is important to an organization or business:
 The more motivated the employees are, the team is empowered.
 The more is the team work and individual employee contribution, more profitable and successful of
the organization.
 During period of amendments, there will be adaptability and creativity.
 Motivation will lead to an optimistic and challenging attitude at work place.

MOTIVATIONAL APPROCHES

 Strong Approach
Traditionally, management has resorted to be strong.
This form of motivation in enterprise Emphasizes authority and economic rewards.
This rewards strategy consists of forcing people to work by threatening to punish or dismiss
them or to cut their rewards, if they do not work.
To prevent the people from going away from the work, there must be close supervision,
management must spell out every rule and given the workers the narrowest range for
discretion. This approach paid off fairly well in early days of industrial revolution.

 Be good or paternalistic Approach

This approach is a substituted for be strong approach.
The essence of this approach is conferring of various rewards and the organization members
in hope of increasing the productivity due to gratitude or loyalty to the organization.
 Be good approach or paternalism may fail to achieve its purpose. paternalism may create
resentment rather than gratitude.

 Efforts reward Approach

The third strategy tries to establish and relationship between efforts and rewards.
Reward in this approach is considered to be a functions of efforts put into reach the standard
set by the management.
Individual wage incentives and promoting individuals on the basis of accomplishment of the
manifestations of this approach.
This approach may also be called monistic approach because it assumes that people work for
money.

PROCESS OF MOTIVATION-
Need
deficiencies Need
reassessed by deficiency
emplyees

Rewards Search of
punishments Means

Performance
Goal directed
evaluation of
behavior
goals

The motivational process is circular as it repeats in a cycle and include.

1. Need deficiency -Need is a deficiency within man. It provides a spark which begins the sequence of
behavior. An unsatisfied need cause physical or psychological tension within the individual. It is an
energizer within the individual to trigger the behavioral responses.

2. Search of Means - People seek means to reduce need deficiencies and thereby reduce tension.

3. Goal directed behavior- Their activity is directed towards goal. They select a course of action and thus
an outcome directed behavior occurs.

4. Assessment- After a period of time managers assess and evaluate the goals accomplished.

5. Rewards punishments- The performance evaluation results in type of reward or punishment. Manager
offers something valuable to the person for good work other hand provide negative motivation of
performance is unacceptable.
6. Re evaluation of situation -The process is completed when the person weights the outcome and re
evaluate the needs and demands. He evaluates the extend of satisfaction obtained and make changes about
that behavior to follow. Discovery of changes starts and this in turn trigger the process.

TYPES OF MOTIVATION-

1. Extrinsic motivation
2. Intrinsic motivation
3. Other types of motivation

1. Intrinsic motivation:

 This is the actual self motivation; it originates from within the heart of the person.
 It is the inner gratification and feeling of fulfillment, rather than just achieving a goal.

Two important motivating factors; -

 Recognition means being appreciated, being treated with respect and dignity, feeling a sense of
belongingness. =
 Responsibility gives a person a feeling of belonging and ownership.

Factors for increasing intrinsic motivation;

1. Challenge; -people are more motivated when they pursue goals with personal meaning and when
attaining the goal is possible but not necessarily certain. -These goals may also relate to their self- esteem
when performance feedback is available.
2.Curiosity; -Internal motivation is increased when something is the physical environment grabs the
individual’s attention (sensory curiosity). - It also occurs when something about the activity stimulates the
person to want to learn more (cognitive curiosity).
3.Control; -People want to control over themselves and their environments and want to determine What
they pursue.
4.Cooperation and competition; -Intrinsic motivation can be increased in situations where people gain
satisfaction from helping others. - It also applies to cases where they are able to compare their own
performance favorably to that of others.
5.Recognition; - People enjoy having their accomplishment recognized by others, which can increase
internal motivation. Examples of intrinsic motivation; -Job contentment -Individual growth and
achievement.

2.Extrinsic motivation;
 This is a type of motivation that is received from external environment.
 Usually involves an incentive or anticipation of a reward.
  It comes from outside of the performer.

Examples; Money (incentives), Bonuses ,Allowances, Promotion, Rewards , Punishments ,Distinction

certificates, Appreciation certificates And Prices.

3.Other types of motivation

1. Affiliation motivation
- This type of motivation is a drive that relate to Staff on a social basis.
- This is strong desire to associate with different types of employees in social matters.
- The employees are complemented for their favourable attitude and co-operation.

2. Competence motivation
-competence motivation allows the staff to perform high quality work.
- The staff is motivated to solve the problems and strive to be skilful and creative .
- They learn from that experiences.

3.Achimental motivation
- In this type of motivation, the staff is concerned for more and more achievements and accomplishment.
- They wishes to achieve objectives and clean up on the ladder of success.

4. Fear motivation
- The staff gets motivated by known or unknown fear and act contrary to her original intention.
- It is good to accomplish the work quickly but for short time not always.

5.Incentive motivation
- This is the motivation that arises due to incentives, rewards to do the particular work.
- In some instances the nurses put an extra effort if awarded or gets the incentives in the form of money etc.

6.Attitude motivation
-It signifies the way the nurses perceive the future and their reaction regarding the forced occurrences.
- It reveals the self confidence among nurses.
- Nurses should have the positive attitude towards the work, then they will be motivated to do the work.

7.power motivation
- Power motivation is a very strong drive to influence the nurses and to bring out the changes in the
organization.
Leadership roles associated with creation of motivating work climate
1. Recognize each worker as a unique individual who is motivated by different things.
2. Identifies the individual and collective value system of the unit and implements a reward system which is
suitable.
3. Listen attentively to individual of collective work values and attitudes to identify the un met needs that
can cause dissatisfaction.
4. Encourage workers to “stretch” themselves to promote self growth and self actualization.
5. Maintain as positive and enthusiastic image as a role model to subordinates.
6. Encourage mentoring, sponsorship and coaching with subordinates.
7. Devote time and energy to create an environment that is supportive and encouraging to the discouraged
individual.
8. Develop a unit philosophy that recognize the unique worth of each employee and promotes reward
system.
9. Demonstrate a belief in subordinate through actions and words.
10. Self aware regarding own enthusiasm for work and takes steps to remotivate self as needed.

THEORIES OF MOTIVATION

1. HERZBERG'S TWO-FACTOR THEORY

1. According to Herzberg, "there are ten factors called maintenance factors and six factors called
motivational fac- tors or satisfactory"

2. The absence of maintenance factors cause dissatisfaction in the employees ,but their presence may not
produce motivation in the employees.

3. The presence of necessary to motivational factors produce motivation and job satisfaction in the
individual, but their absence may not produce strong dissatisfaction.
4. The maintenance factors are policy and management, supervision, good inter supervisor subordinates
personal relationship with good IPR with peers, and fair salary, job security, personal fe good working
conditions and status.

5. The motivational factors are achievement, recognition, work itself, advancement and responsibility.

6. The Herzberg model has given several insights. One of the insights is job enrichment. The idea behind job
enrichment is to keep maintenance factors constant or higher, while increasing motivational factors by
attaching more responsibility satisfying working conditions and power to the job.

2. MASLOW'S HIERARCHY OF NEEDS

1. The behavior of an individual at a particular moment

is usually determined by his strongest need.

These needs nave a certain priority.

2. The lower level needs (e.g. physiological needs) have

the highest strength until they are reasonably met.

When the lower level needs are met, man goes to

satisfy the higher needs.

3. The hierarchy needs organized step by step to the satisfaction of other needs- physiological needs, safety
and security needs, social needs, esteem needs, and self-actualization needs. A satisfied need is no longer a
motivator of behavior.

3. CARROT AND STICK APPROACH OF MOTIVATION

1. Carrot and stick approach of motivation comes from the old story

that the best way to make a donkey move is to put a carrot out in

front of him/her or beat him/her with a stick from behind.

2. The carrot is the reward for moving and the stick is the punishment for not moving.

3. In motivating people for better production in an organization, some carrots (re- wards) are used such as
money, promotion and other incentives.

4. Some sticks (punishments) are used to push the people for desired behavior or to retrain from undesired
behavior.

4. PSYCHOANALYTIC THEORY OF MOTIVATION

• This theory was developed by Sigmund Freud.

 • Freud believed that “all behavior stemmed from two opposing groups of instincts”

• Eros is the drive of life, love, creativity, and sexuality, self-satisfaction, and species preservation.

• Thanatos from the Greek word for "death" is the drive of aggression, sadism, destruction, violence,
and death.

• theory posits that unconscious psychological forces, such as hidden desires and motives, shape an
individual's behavior, like their purchasing patterns.

• theory is frequently applied to a number of disciplines, including sales and marketing, to help
understand the consumer's motivations when it comes to making a purchasing decision.

5. EXPECTANCY THEORY

• The expectancy theory was proposed by Victor Vroom in 1964

• the Expectancy theory states that employee’s motivation is an outcome of how much an individual
wants a reward (Valence).

• Valence is the significance associated by an individual about the expected outcome. It is an expected
and not the actual satisfaction that an employee expects to receive after achieving the goals.

• Expectancy is the faith that better efforts will result in better performance.

• Instrumentality is the faith that if you perform well, then a valid outcome will be there.

6. COGNITIVE THEORY

• This theory emphasises some sort of understanding or anticipation of events through perception or
thought or judgement, as in the estimation of probability or in making a choice on the basis of
relative value.

• According to this theory motivated goal seeking behaviour is regulated by these conations which are
bases on the past modified by circumstances of the present and include expectations about the
future.
 • Intrinsic motivation involves performing a task because it's personally rewarding to you.

• Extrinsic motivation involves completing a task or exhibiting a behavior because of outside causes
such as avoiding punishment or receiving a reward.

7.OPTIMUM LEVEL OF AROUSAL THEORY

• Given by Robert Yorker and John Dodson

• they discovered that optimal arousal level depends on the complexity and difficulty of the task to
be performed.

• According to this theory people are motivated to maintain an optimal level of arousal.

8. DRIVE REDUCTION THEORY

• One of the oldest theory

• developed By Clark Hull in 1943

• the body is motivated to engage in whatever behavior is necessary to fulfill an unsatisfied drive.

9. McClelland’s NEEDS THEORY

• McClelland identified three types of basic motivating needs

 1. Need for power

-Want to control and influence others. Enjoy status and recognition. Like to win arguments. Enjoy
Competition and winnings.

2. Need for affiliation

-To belong to the group. Want to be liked Don’t like high risk or uncertainty. Very Co-operative.

3. Need for achievement

-To set & accomplish challenging goals Self Motivated Likes to receive regular feedback on the
progress and achievements Perform better if monetary reward is linked with their achievements.

MOTIVATIONAL QUALITIES OF NURSE LEADER

1. Knowledge and skill

2. Responsibility

3. Effective communication of idea

4. Confidence

5. Commitment

6. Energy

7. Insight into the needs of others

8. Additional key qualities-

 Ability to listen
 Reserve judgement
 Give direct and positive feedback
 recognize individual value through respects for others
 Use humor

SEVEN RULES OF MOTIVATION

1) Set a major goal but follow a path

2) Finish what you start

3) Socialize with other of similar interest

4) Learn how to learn

5) Harmonize natural talents with interest that motivates

6) Increase knowledge of subjects that inspires

7) Take risks

A to Y STEPS IN MOTIVATION

A. Achieve your dreams

B. Believe in yourself

C. Consider things from very angle and aspects

D. Do not give up or give in

E. Enjoy

F. Family and friends

G. Give more than what is enough

H. Hang on to your dreams

I. Ignore those who try to destroy you

J. Just be yourself

K. Keep trying no matter

L. Learn to love yourself

M. Make things happen

N. Never lie, cheat or steal

O. Open your eyes

P. Practice makes perfect

Q. Quitters never win

R. Ready yourself

S. Stop procrastinating

T. Take control of your life

U. Understand others

W. Want it more than anything

X. Factor

Y. You are unique

CONCLUSION

• Motivation influences many aspects of life and help explain different causes of behaviour. It aids
survival, accounts for variation in any individual’s behaviour and guides the action.

• Motivation is the drive force which begins sustains and directs human activities.

• Motivation drives the human beings to reach their goals and Organization goals through every
challenge at constraint they face in their workplace, considering it as an advantage to go ahead in the
direction. they have put for themselves.

• The need of achievement always results in a desire to do extra effort to have something done better
and hove the desire for success.

BIBLIOGRAPHY-
1. BT Basavanthapa “Nursing Administration book” 3rd edition Published by JAYPEE Brothers.

Page no. 284-305

2. I. Clement “Management of Nursing Services & Education” 2nd edition Published by Elsevier.

Page no. 340-350

3. Nisha Clement “ Essentials of Management of Nursing Services & Education” 1st edition Published by.

JAYPEE Brothers. Page no. 451-462

4. Jogindar Vati “ Principles of Practice of Nursing Management & Administration” for B.Sc. & M.Sc.
Nursing 1st edition Published by JAYPEE Brothers. Page no. 443-450

5. M. Suneetha “Management of Nursing Services and Education” 2 nd edition Published by FRONTLINE

PUBLICATION. Page no.382-392

6. https://www.gijash.com/GIJASH_Vol.6_Issue.1_Jan2022/GIJASH04.pdf

7. https://www.slideshare.net/slideshow/motivation-power-point-on-nursing-management/266495721#22

8.https://www.researchgate.net/publication/
362180270_A_STUDY_ON_MOTIVATION_AND_ITS_IMPACTS_ON_EMPLOYEES'_PERFORMAN
CE_SPECIAL_REFERENCE_TOMANUFACTURING_INDUSTRY

RESEARCH
 A STUDY ON MOTIVATION AND ITS IMPACTS ON EMPLOYEES’ PERFORMANCE
SPECIAL REFERENCE TOMANUFACTURING INDUSTRY
Research Scholar Joseph School of Business, (Hospital Research Scholar, Joseph School of Business,
(HRM) Shiats University, Allahabad, U.P (India) Asst. Prof. Joseph School of Business (Pharmaceutical
Marketing) Shiats University, Allahabad, U.P (India)

ABSTRACT
The most challenging activity in the world is doing business. Motivated employee is a valuable asset which
delivers huge value to the organization in maintaining and strengthening its business and revenue
growth. Performance which leads to growth has unprecedented challenges which can be best defined by
internal and external environmental factors, to survive in profitable way in the highly challenging and
competitive global market economy, However, a motivated employee has that flair to exhibit his/her
maximum output, which leads to higher productivity. The objectives of the study were to identify the
various motivational tools used in the organization, to examine the intrinsic and extrinsic motivation on
employee performance, and also to examine the driving forces behind motivation and performance.
The researcher used survey as non-probability sampling method with a sample size of 30. However,
both primary and secondary data collection tools were used. It was find out that, employees turn to work
effectively when they are motivated by job enrichment, economic factors were the major driving force to
motivation. It was suggested that creating a sense of affiliation within the organization, management can
ensure higher levels of productivity and a higher retention rate.

METHODOLOGY
To ensure that all aspects of this descriptive research are analyzed critically before drawing relevant
conclusions, both quantitative and qualitative approaches were employed. The sample size of 30
respondents was used. The sampling technique used for the study was census sampling. Since the sample
size was small everybody stands a chance of been selected. This method was adopted because of its
conveniences, close at hand and easy access approach.

INTERPRETATION
It’s interpreted that 50.00% said job enrichment is the major factor that leads to employees‟ high
performance. It is seen from the table that 60.00% agreed that there are motivational packages in the
organization. From organizational activities 46.67% of the employees are put into Teams to ensure their
participation. From the table 43.33% of the employees strongly disagree with the fact that, management give
full attention to employees. From the table it could be observed that, 36.67% said managers‟ friendly
attitude can be easily coped with. It can be inferred that, 66.67% said the company takes into account the
minimum wage rate. From the table, 50% strongly agree that money is the only source of
motivation that can trigger high performance. 43.33% said they agree that social factors affect
employees‟ motivation. From the table 33.33% said they agree that technological factors affect
employees‟ motivation. However, 60% said they strongly agree that economic factors affect employees‟
motivation. 50% strongly agree that environmental factors affect employees‟ motivation.

CONCLUSIONS
By creating a sense of affiliation within the organization, management can ensure higher levels of
productivity and a higher retention rate. There is a close relation between motivation and retention of
employees in the organization. Demotivated and frustrated employees typically leave the job which has a
negative impact on production. Money is not the ultimate solution, rather job enrichment, affiliation, and
even simply expressing thanks can motivate employees and foster their performance. Important findings and
suggestions are made out of the study. They reflect the nature of the motivation and its effects on
employees‟ performance.