MOTIVATION PROCESS

• A)Awareness of needs: Needs or motives of a person are the starting point in the
motivation process. Motives are directed towards the realization of certain goals which in
turn determines the behavior of individuals. The behavior leads to goal oriented behavior
i.e awareness of needs creates tension in the mind of the person
• B)Search for actin: in order to relieve his tension and satisfy his needs, the individual looks
for suitable action . He develops certain goals and meets an attempt to achieve them
• C)Fulfillment of need. Incase the individual is successful in his attempt, his needs are
satisfied and he feels motivated, if the attempt is unsucceful the need remains unsatisfied
and the individual engages himself in seraph for anew action. He engages himself in
constructive and defensive behavior.
• D)Discovery of new need: once one need is fulfilled, some other needs emerge and
individual sets a new goal. This process continues to work within an individual because
human needs are unlimited
Factors influencing motivation
Companies struggle with employee motivation on a daily basis. Unmotivated and
uninterested workers can decrease both productivity and profitability.
Understanding the factors that motivate employees can help business leaders to
cultivate a corporate culture that is engaging and enjoyable. The following factors
influence motivation:
Money
Money is an important motivator for many employees. While not everybody is
motivated by money, employers should consider using money to entice employees
to be engaged while on the clock. Companies should be cautious, however, not to
use money as their sole means of motivation. By using money as the primary
motivational tool, employers can create an environment where workers are
performing their job duties solely out of a desire to gain money, rather than to be a
contributing member of the team.
Effective Leadership
 A company that has ineffective leaders can be an emotionally draining environment for
employees, and such a situation can lead to a stagnate corporate culture. Employees who
are not led effectively by considerate supervisors may even begin to dread the thought of
going to work every day. Effective leaders, however, can stimulate employees to set and
meet goals that will provide a sense of pride, accomplishment and motivation by being role
models in behavior, guidance and training to provide leadership qualities.
Stability
 People have a general need for stability in their lives, whether it be at home or at work. Job
security contributes to this sense of stability. Employers can promote of sense of stability at
work by ensuring that productive employees feel that their positions are secure by showing
appreciation for their efforts and by conveying to them an image of stability themselves. A
study by an Ohio State University Research and Extension associate shows that job security
is among the top four motivational factors of employees
Recognition: People are more likely to be motivated if they work in an environment in which
they are valued for what they are and what they do. This means paying attention to the basic
need for recognition
work:
 Need for work which provides people with means to achieve their goals , a reasonable
degree of autonomy and scope for the use of skills and competences should be recognized.
provide for job enrichment eg decision making responsibility, and as much control as possible
in carrying out the work
The need for opportunity to grow by developing abilities and careers .provide facilities and
opportunities for learning eg personal developing planning processes , formal trainings,
develop career planning processes.
Cultural environment: shape of values and norms will influence the impact of any attempt to
motivate people by direct or indirect means .as a hr advise on the development of a culture
which supports processes of valuying and rewarding employees
Advancement Opportunities
• The potential for career advancement is a powerful way to keep employees motivated.
An employee who knows that he is likely to be rewarded for his high job performance
with a chance to climb the corporate ladder is more likely to push himself to produce
top results in his current position. Supervisors within the company need to make it a
priority to recognize the efforts of these employers and create avenues of growth for
these employees.
Providing challenges: setting and communicating tem objectives and providing scope
for individuals to take responsibilities as well as encouraging ideas and allowing
subordinates to implement
Constructive and objective system of performance appraisal and merit rating of
employees aiming at serving and improving them and not so much for appraising
them
• Prompt handling of workers grievances by having a short time bound procedure well known
to employees . In handling grievances to attitude of persons handling grievances should be
cooperative and positive and not negative and the worker should have the feeling that he
will be properly heard and justice done
• Participative and consultative style of management and supervision and increasing
autonomy in work may create necessary conditions for motivating workers to give their
best
• Job enrichment and enlargement are also essential fro making workers give their best as
this will not only reduce job boredom and frustration but also increase job satisfaction
hence self esteem and self actualization
• Self motivating by management: senior and middle managers and supervisors is essential if
persons working under them are to be motivataed . Before you motivate others you first
must be motivataed. Seniors are expected to provide their juniors with effective leadership
and set an example of dedication and superior skills
others
• Recognize individual differences
• Match people skills to their relevant jobs
• Ensure jobs are perceived attainable
• Link rewards to performance
• Check systems for equity
Features of a good motivational system
• A good motivational system must satisfy the following conditions:
1) Productive:
The system must introduce employees to work efficiently. It should result into positive increase in
productivity of labor
2) Competitive: The benefits of the system should be worth its cost. Comparable inputs should yield
comparable profits. The system should therefore be discarded whenever it can not yield gain in excess of its
cost
3) Comprehensive and inclusive:
A sound motivation system must provide for the satisfaction of all types of needs i.e physiological to self
actualization.it should cover employees of all levels of organization
4) Flexible: an effective system must be flexible in time and with respect to individuals. It shoul be capable of
being adjusted easily to changes in environment and conditions. The incentive should be designed and
applied according to individual differences . The individulal character of each employee should be taken into
consideration
5) Superior performance should be reasonably rewarded and should be duly acknowledged
6)Employees must be dealt in affair and just manner. The grievances and obstacles faced by them must be
dealt instantly and fairly
7)Carrot and stick approach should be implemented to motivate both efficient and inefficient employees.
The employees should treat negative consequences e.g fear of punishment as stick an outside push and
move away from it. They should take positive consequences such as reward as carrot which is an inner pull
and move towards it
8)Performance appraisal system should be very effective
9)Ensure flexibility in working arrangements: flexi-time (eg 10-6 instead of 8-4 called staggered
hours ),flexible work hours, flexible work locations, part time, job sharing, compressed work weeks (eg 9
day fortnight), telecommuting
Benefits of flexibility: smaller offices may be needed, fewer parking spots, reduced absenteeism, increased
productivity coz of fewer distractions
10) Motivational system must be modified to the situation and to the organization
11) A sound motivational system must be correlated to organizational goals thus individual employee goals
must be harmonized with the organizational goals
11) A sound system requires modifying the nature of individuals jobs. The jobs should be redesigned
or restructured according to the requirement of the situation e.g alternatives to specialization like
job rotation, enlargement, enrichment could be used
12) Participative management: Management approach should be participative. All subordinates and
employees should be involved in decision making
14)Should involve monetary as well as non-monetary rewards. Monetary rewards should be
correlated to performance.
15)Motivate yourself to motivate your employees should be the managerial Approach
16)Managers must understand and identify the motivators for each EMPLOYEE
17) sound system should encourage supportive supervision whereby supervisors share their views
and experiences with their subordinates, listen to subordinates views and assist subordinates in
performing designed jobs
Simple to understand by employees and easy to apply. complex one can not be fully understood by
employees
FORMS OF MOTIVATION
• Different types of motivation fall into two main categories

Intrinsic motivation. An individual being motivated by internal desires/

coming from within
 The individual has the desire to perform a specific task because its results are in accordance
with his belief system or fulfill a desire.
• Examples:
 acceptance; we all need to feel that we, as well as our decisions are accepted by our co-
workers
 Curiosity: we all have a desire to be known
 Honor: we all need to respect the rules and to be ethical
 Independence: we all need to feel unique
 Order: we all need to be organized
Work itself
Power: we all have the desire to be able to have influence
Social contact: we all have the desire to have some social interactions
Social status: we all have the desire to feel important
Challenges
Autonomy-given freedom
More opportunities for advancement
Learning like to develop eg seminars, training sessions
EXTRINSIC MOTIVATION Means that the individual motivational stimuli are coming from outside. In other words
our desire to perform a task are controlled by an outside source
• Examples:
 Employee of the month award
 Benefits package
 Bonuses
 Organized activities
 Promotions
 Money
 Rewards eg money, incentives, gifts, bonuses
 Increased pay
 Promotion
 Disciplinary action- indirect motivation esp if you know failure to work will lead to discipline
 Withholding pay
 Criticism
 job enrichment: assigning additional responsibility/ redesigning jobs so that they are more challenging to employee and avoid less
repititivenes to derive meaning to be discussed later