Motivation

Kuntesh Patel 30Nishant Shah 42Bhavik Desai 06Jayesh Shetty 48Vimal Joshi 09Sagar Modi 20

Definition

In the Industrial setting it can be defined as “the willingness to exert high levels of effort towards organizational goals and to satisfy some individual need”Motivation “is the set of processes that arouse, direct and maintain human behavior towards attaining some goal”

Motivation conceptsIntrinsic and extrinsic motivation

Intrinsic motivation comes from rewards inherent to a task or activity itself - the enjoyment of a puzzle or the love of playing “This form of motivation has been studied by social and educational psychologists since the early 1970s.

Extrinsic motivationExtrinsic motivation comes from outside of the performer. Money is the most obvious exampleIn sports, the crowd may cheer the performer on, and this motivates him or her to do well. Trophies are also extrinsic incentives. Competition is often extrinsic because it encourages the performer to win and beat others, not to enjoy the intrinsic rewards of the activity.

MOTIVATIONIN

MULTINATIONAL COMPANIES

Multinational managers need to motivate employees with diverse backgrounds

Why do people work?Functions and work centrality?

WHY DO PEOPLE WORK?

The major functions of work

•providing needed income•secure job•contact with other people

0% 20% 40% 60% 80% 100%

Norway

Japan

Philippines

Brazil

USA

Mexico

Nigeria

S Africa

Russia

Lithuania

Distribution of Top Choice

Needed Income

Secure Job

Contact with People

Feeling ofAccomplishment

WORK CENTRALITY

•Work versus other activities•Higher levels of work centrality also match average •number of hours worked per week•High levels of work centrality may lead to dedicated workers

Differences In Work Centrality

BritianGermany

NetherlandsBelgium

U.S.A.IsraelJapan

0 0.2 0.4 0.6 0.8 1 1.2 1.4 1.6 1.8

Work Centrality

Motivational theories •The incentive theory of motivation

A reward, tangible or intangible, is presented after the occurrence of an action (i.e. behavior) with the intent to cause the behavior to occur again. This is done by associating positive meaning to the behavior.Studies show that if the person receives the reward immediately, the effect would be greater, and decreases as duration lengthens.

Need Hierarchy Theory

Abraham Maslow's hierarchy of human needs theory is one of the most widely discussed theories of motivation. The theory can be summarized as follows:•Human beings have wants and desires which influence their behavior. Only unsatisfied needs influence behavior, satisfied needs do not.

•Since needs are many, they are arranged in order of importance, from the basic to the complex. The person advances to the next level of needs only after the lower level need is at least minimally satisfied.

•The further the progress up the hierarchy, the more individuality, humanness and psychological health a person will show.

Clayton Alderfer’s ERG theoryClayton Alderfer’s, expanding on Maslow's hierarchy of needs, created the ERG theory (existence, relatedness and growth physiological and safety, the lower order needs, are placed in the existence category, while love and self esteem are placed in the relatedness category. ERG model is the refinement of Maslow’s need hierarchy theory.

Classified into Higher Level and Lower Level needs They are •Existence needs•Relatedness needs•Growth needs

Other FactorsAnother easily overlooked and important factor is attitude. If a supervisor or team leader approaches the workplace with a positive, upbeat attitude about the work projects, that enthusiasm should transfer to associates, thus creating a better work environment for all. Leaders and supervisors, who are serious about maintaining a productive work environment and motivating their staff to do their best, need to talk with the associates to find out what is important to them. However, managers cannot do the same thing over and over again to motivate people. They must investigate the issue and ask themselves questions about which associates prefer what, such as public or private recognition, and task-focused or relationship-focused. Public recognition can involve associate meetings, department newsletters, trophy presentations, or gifts of flowers at the office. Private recognition can involve gift certificates for favorite stores or restaurants, acknowledging accomplishment in written evaluations, or gifts of flowers delivered to associates' homes.

NATIONAL CONTEXT AND WORK MOTIVATION

Culture and supporting institutions influence

•the priority people attach to work•types of needs people satisfy at work•reactions to goal-directed behaviors at work

ConclusionMotivation can be properly or improperly achieved and can either hinder or improve productivity. Management must understand that they are dealing with human beings, not machines, and that motivation involves getting people to do something because they want to do it. This cannot be achieved without knowing what is important to associates. Management must use the proper incentives to achieve the desired results.