Motivation in organization.

1. Presented By:
Abhishek Pachisia
B.Tech-IT

2. It is a driving force that makes a person to achieve desired goal.
According to various theories motivation is one of the basic need
to achieve desired goal.
Factors influencing motivation are :
•Extrinsic factors-Comes from outside the individual.
•Intrinsic factors-Exists within the individual.
Motivation are positive and negative both. They can be intrinsic
or extrinsic.

3. 1. Activation
Decision to initiate a behavior.
2. Persistence
Continuous effort toward goal regardless of number of
obstacles.
3. Intensity
Concentration goes into pursuing a goal i.e how hard a
person is trying to achieve the goal .

4. •Intrinsic Factors
They are self generated factors as
Responsibility
Freedom to act
Develop skills and abilities
Interesting and challenging work
Opportunities for advancement
•Extrinsic Factors
Done by others as
Rewards
Promotion
Punishment

5. Motivation is mostly influenced by needs. On this basis Abraham
Maslow gave a hierarchy known as “Maslow's Hierarchy”.
Five needs are described in Maslow's Hierarchy
1. Physiological Needs
2. Security and Safety Needs
3. Social Needs (Love/Belonging Needs)
4. Self-Esteem Needs
5. Self-Actualization Needs

7. The most fundamental and basic four layers of the pyramid
contain "deficiency needs" or “d-needs”
Exception of the most fundamental need is physiological needs.
He also coined the term Metamotivation.
Metamotivated people are driven by B-needs (Being Needs),
instead of deficiency needs (D-Needs).

8.  For the most part, physiological needs are obvious — they
are the literal requirements for human survival.
 If these requirements are not met, the human body simply
cannot continue to function.
Some of these are:
•Air
•Water Metabolic Requirement
•Food
•Clothing
•Shelter

9.  It is second most important need.
Safety and Security needs include:
Personal security
Financial security
Health and well-being
Safety net against accidents/illness and their adverse impacts

10.  It is the third important layer of human need.
Deficiencies in this need can have effect on individual’s ability
to form and maintain emotionally significant relationship as:
Friendship
Intimacy
Family

11.  It is the Fourth important layer of human need.
Esteem presents the normal human desire to be accepted and
valued by others.
 Imbalances at this level can result in low self-esteem or an
inferiority complex.
Two versions of esteem needs
 A lower one
A higher one.

12.  It is the Fifth and the last layer of human need.
 Its about
“What a man can be, he must be.”
 Described by Maslow : What one desires to be.
Typically it is defined as “The full realization of one's potential”.
Few people attain it.

13. Developed by Douglas McGregor.
Two theories are described
•Theory X
•Theory Y
These theories relates to Maslow’s Hierarchy
Theory Y relates to Self Actualization and Self Esteem.

14. Assumes Average person as:
 Dislike work and avoid it where possible.
 No(or lack in) ambition, dislike responsibility and would follow
than lead.
Desire security.
Self Centered
Resists Change
Gullible

15. Hard Approach
 Environment of command and control.
Purposely low output.
Soft Approach
Permissive & Seek Harmony
Request more Rewards
Both the extreme approaches are not optimal.

16. Characterize workers who,
 Consider work can be natural like rest or play
 Do not dislike work
 Seek responsibility
 Self Directed
 Committed to their Job.

17.  Align personal goal with organizational goal
No soft approach
Some employees are not Mature enough
Motivation Techniques
Decentralization and Delegation
Job Enlargement
Participative Management
Appraisals

18. Also known as “Herzberg's motivation-hygiene theory”.
Nature of the work.
Distinguished between
Motivators
Hygiene Factors

19. Achievement Company policy
Recognition Supervision
Work itself Relationship with boss
Responsibility Work conditions
Advancement Salary
Growth Relationship with peers
Security
 Satisfaction and dissatisfaction are not two sides of same thing.

20. Provide Hygiene Factors
Provide Job enrichment for intrinsic motivation
Sufficient Challenge in Job.
More responsibility to employees.
Replacing employee of high level skill with low level
skill employee.

21. Example:
I need to be paid on time each month so I can pay my bills. If I am not paid on
time, I get really unhappy. But when I get paid on time, I hardly notice it.
On the other hand, when my boss gives me a pat on the back, I feel good. I don't
expect this every day and don't especially miss not having praise all of the time.