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- Types of motivation.
Though Motivation is one of the most traditional topics in organizational behavior, it has become more
important in contemporary organizations as a result of the need for increased productivity and the
demand to be globally competitive in view of the rapid changes that organizations are undergoing. The
theories try to explain nature and concept of motivation in their own way and address different
outcome variables. Thus, some theories emphasise its role in productivity while other underscore its
importance in job satisfaction.
Definition of Motivation
A man cannot be pulled from the front or pushed from behind. He can only be moved
from within.
2. Behaviour
3. Goal
4. Feedback
Motive: It indicates the inner state of mind that energizes, activates or moves a person
and directs his behavior towards goals.
Behaviour: Behaviour is the sum of various activities and attitudes of a person
Goals: Motives generally create a state of disequilibrium physiological or
psychological imbalances within the individual. Attaining the goal restores this
balance.
Feedback: the system of feedback is important to understand and analyze the
motives, behavior, goals and incentives for motivation
Fear and Punishment Theory: This theory takes negative view of human behavior. This
theory states that a man can be made to work by creating fear and punishment.
Monetary Reward Theory: According to this theory, there is a positive relationship between
monetary rewards and execution of work.
Carrot and Stick Theory: This theory takes in to consideration both reward and punishment
and takes in to consideration both positive and negative measures for motivation.
Physiological needs- These are the basic needs of air, water, food, clothing and
shelter. In other words, physiological needs are the needs for basic amenities of life.
Safety needs- Safety needs include physical, environmental and emotional safety and
protection. For instance- Job security, financial security, protection from animals,
family security, health security, etc.
Social needs- Social needs include the need for love, affection, care, belongingness,
and friendship.
Esteem needs- Esteem needs are of two types: internal esteem needs (self- respect,
confidence, competence, achievement and freedom) and external esteem needs
(recognition, power, status, attention and admiration).
Self-actualization need- This include the urge to become what you are capable of
becoming / what you have the potential to become. It includes the need for growth
and self-contentment. It also includes desire for gaining more knowledge, social-
service, creativity and being aesthetic. The self- actualization needs are never fully
satiable. As an individual grows psychologically, opportunities keep cropping up to
continue growing.
Theory X Assumptions: The average human being is inherently lazy by nature and
desires to work as little as possible. He dislikes the work and will like to avoid it, if he
can.
• He avoids accepting responsibility and prefers to be led or directed by some other.
• He is self- centered and indifferent to organizational needs.
• He has little ambition, dislikes responsibility, prefers to be led but wants security.
• He is not very intelligent and lacks creativity in solving organizational problems.
• He by nature resists to change of any type.
• People can be self-directed and creative at work if they are motivated properly.
• Self-control on the part of people is useful for achieving organizational goal. External
control and threats of punishment alone do not bring out efforts towards
organizational objectives.
• People are not by nature passive or resistant to organizational needs. They have
become so as a result of experience in organisations.
Hygiene factors- Hygiene factors are those job factors which are essential for existence of
motivation at workplace. These do not lead to positive satisfaction for long-term. But if these
factors are absent / if these factors are non-existant at workplace, then they lead to
dissatisfaction. In other words, hygiene factors are those factors which when adequate /
reasonable in a job, pacify the employees and do not make them dissatisfied. These factors
are extrinsic to work. Hygiene factors are also called as dissatisfiers or maintenance
factors as they are required to avoid dissatisfaction. These factors describe the job
environment / scenario. The hygiene factors symbolized the physiological needs which the
individuals wanted and expected to be fulfilled. Hygiene factors include:
The Expectancy theory is based on three important propositions, these are: valence,
expectancy and instrumentality.
• Valence: Valence refers to the emotional orientations people hold with respect to
outcomes [rewards]. Management must discover what employee’s value.