Motivation in organisation behaviour

               MOTIVATION 

Meaning and Definition of Motivation 

'Motivation is derived from the word 'motive'. Motive refers to the needs, wants, drives, impulses within individuals.

Motivation may be defined as the process of stimulating people to action, to accomplish desired goals. It involves arousing needs and desires in people to initiate and direct their behaviour in a purposive manner.

According to Likert, "It is the core of management which shows that every human being gives him a sense of worth in face-to-face groups which are most important to him. A supervisor should strive to treat individuals with dignity and recognition of their personal worth".

According to S.P. Robbins, "Motivation is the willingness to exert high levels of effort toward organisational goals, conditioned by the effort and ability to satisfy some individual need".

According to Dalton E. McFarland, "Motivation refers to the way in which urges, drives, desires, aspirations, strivings or needs direct, control or explain the behaviour of human beings".

Motivation is a psychological phenomenon which arises from the feeling of needs and wants of individuals. It causes goal-directed behaviour.

Motivation can be described as the driving force within individuals that propels them to action. This driving force is produced by a state of tension, which exists the patterns of action they undertake to achieve their goals are the results of individual thinking and learning. It portrays motivation as a state of need induced tension that exerts a "push" on the individual to engage in behaviour that a he or she expects will gratify a need and thus reduce the tension.

As the result of an unfulfilled need. Individuals strive both consciously and subconsciously to reduce this tension through behaviour that they anticipate will fulfil their needs and thus relieve them of the stress they feel. 

Nature/Characteristics of Motivation 

Characteristics of motivation are shown in figure below:

1) Motivation is a Psychological Concept: Motivation is concerned with the psychological aspects of the human being. The levels of satisfaction, contentment, etc., by using the same reward/incentive vary from person to person. This is due to variations in aspirations, attitudes, feelings and perceptions of the individuals. Thus, motivation is reaction of the organs a the human body to the inducements/incentives offered.

2) Motivation is a Continuous Process: As we have studied in economics human wants are unlimited. It is said that, "Even" God cannot satisfy human wants. With the satisfaction of one want, another want preferably f the higher order is created. Thus, new wants emerge when the present want are satisfied. Further, all the wants cannot be satisfied at the same time." Wants are to be satisfied one after another continuously. Hence, motivation is also a continuous and an unending process.

3) Motivation is Dynamic and Situational: The motives, behaviour and go all are dynamic in nature. What drive a person today may not drive him! tomorrow. His needs, drives, expectations, value judgment remam changing and hence the process of motivation is highly dynamic.

Motivation is also situational. In a set of organisational climate, structur physical facilities and nature of work, one may be highly motivated, but aty change in them may have an adverse effect on his motivation.

4) Motivation is not Easily Observed Phenomenon: The actions of a perso can be observed and then we try to interpret the actions which constitute his behaviour in terms of his underlying motives and satisfaction. In this interpretation, there can be a wide error of judgment.

5) Motivation is a Goal-oriented Process: The motives of a person drive him to achieve goal to relieve his tension.

6) Motivation is Influenced by Social and Cultural Norms: Social and cultural values, customs and attributes play important role in motivation. If society attaches respect, recognition and acceptance to a job or organisation, the individual is motivated to that job or organisation.

7) Entire Individual is Motivated: Motivation is a psychological concep interacting with the total organs of an individual. Further, each individual is an integrated and comprehensive system. The entire system of a individual reacts to the motivation. Thus, the entire individual motivated.

8) Frustrated Individual Fails to be Motivated: Some individuals at frustrated despite of the rewards due to the wide gap between his/her aspirations and rewards. Some of the frustrated persons become mentally ill and these persons cannot be motivated.

9) Goals Lead to Motivation: Goals form a part of the motivational process Goal achievement results in the satisfaction of wants. Goal fulfilment leads to reduction of drives and fulfills deficiencies. Thus goal achievement and the motivation process. 

10) Self-Concept as a Unifying Force: Self concept is the life position of a person that he formulates about himself during his childhood. He thinks himself in the same way during his life time until and unless a major change takes place in the rest of the life time. Therefore, those who formulated a positive view about themselves during the childhood, will be motivated by themselves in the rest of the life time and the vice versa is true in case of negative self concept.

11) Motivation is System-Oriented: It is the result of interplay of three factors known as:

1) Influences operating within an individual (refers to his needs, values and goals), 

ii) Influences operating within an organisation (refer to organisation structure, technology, physical facilities, nature of job, etc.), 

iii) Forces operating in the external environment (refer to culture, customs, and norms of society).

12) Motivation can be Positive or Negative: Positive motivation implies use of incentives like increase in pay, reward, promotion, etc. Negative motivation emphasizes penalties like reprimands, threat of demotion, and fear of loss of job.

13) Used to Stimulate the Individual: Motivation can be used to enthuse the individual completely by developing his outlook and personality and providing him with necessary requirements for achievement.

Importance of Motivation

The importance of motivation arises from its effects on organisational functions, which are shown in figure below:

1) Motivation Sets in Motion the Action of People: In every organisation there are physical, financial and human resources. The utilization of physical and financial resources depends on the ability and willingness of people to work. Motivation puts human resources into action. Motivation builds the will to work among employees and enables the management to secure the best possible utilization of all resources. 

2) Motivation Improves the Efficiency of Work Performance: Motivation influences the level of performance of employees which depends not only on individual's abilities but also on his willingness to achieve a high level of performance. Motivation bridges the gap between the ability to work and willingness to work. Thus, it helps in increasing productivity, reducing the cost of operations and securing overall efficiency.

3) Ensures Achievement of Organisational Goals: Management can achieve the goals effectively by motivating subordinates to contribute their bes efforts towards the fulfilment of the assigned tasks. If people motivated, no purpose can be served by planning, organizing and staffing functions. By meeting individual needs through a satisfactory system or rewards, the management can secure the cooperation of subordinates towards the accomplishment of organisational goals.

4) Motivation Creates Creates Friendly and Supportive Relationships : Motivation brings about employee satisfaction through monetary rewards, recognition of efficient work and promotional opportunities. Hence, it leads to cordial and friendly relationship between the employer and the employees. Industrial disputes are reduced and there is high morale. Effective motivation helps management to overcome resistance to change. Motivated employees support all changes that are in the organisational interest as they identify their own advancement with the prosperity of the enterprise.

5) Motivation Leads to the Stability in the Workforce: Motivation creates confidence in the subordinates and secures their loyalty to the organisation. The rate of absenteeism and turnover is reduced. This results in maintaining a stable workforce. The skill and experience of employees continue to be available to the advantage of the organisation as well as the employees. The organisation thereby builds a better image and is able to attract qualified and competent people.

6) Acceptance of Organisational Changes: Organisations are created in the society. Because of changes in the society changes in technology, value system, etc. Organisation has to incorporate those changes to cope up with the requirement of the time. When these changes are introduced in the organisation, there is a tendency to resist these changes by the employees. However, if they are properly motivated, they accept, introduce, and implement these changes keeping the organisation on the right track of progress.

Types of Motivation 

1) Positive versus Negative Motivation

i) Positive Motivation: It seeks to create an optimistic atmosphere in the Positive motivation involves identifying employee potentialities and makes him realize the possible result by achieving his potentialities. People are said to be motivated positively when they are shown a reward and the way to achieve it. Such reward may be financial or non-financial.

ii) Negative Motivation: One can get the desired work done by installing fear in the minds of people. In this method of motivation, fear of consequences of doing something or not doing something keeps the worker in the desired direction. This method has got several limitations. Fear creates frustration, a hostile state of mind and an unfavourable attitude towards the job which hinders efficiency and productivity. So the use of it should be kept to its minimum.

2) Rational versus Emotional Motivation 

i) Rational Motivation: Traditionally the term rationality is associated with persons who carefully weigh the pros and cons of all the alternatives and then choose the one that gives them the greatest utility. In the marketing context we can say that consumers who are 'rational' will select the goals after ascertaining various objective criteria such as size, weight, price, etc.

ii) Emotional Motivation: As against this emotional motive are those goals, which are selected on the basis of emotion's involvement. Usually such goals are selected purely on personal or subjective criteria such as desire for recognition of status, fear, pride, esteem, love, etc.

3) Primary Motivation versus Secondary Motivation 

i) Primary Motivation: Many motivation drives and motives are unknown to the individual, although they exist in them and motivate them indirectly. Since these drives and motives are physically attached to people, they are known as primary motivations. They are biological, and the word primary does not mean that these motives take precedence over other motives. Primary motivations are basically related to human needs for psychological satisfaction. Primary motivations are unlearned and natural, relating to physiological needs. Primary motivation may be of general types which are naturally felt by the individual. They are competence motives, curiosity and affection. These primary motivational drives use manipulation and activity to achieve satisfaction. Satisfaction here means the fulfilment of basic human needs.

ii) Secondary Motivation: Secondary motivation is learned whereas primary drives are unlearned and are as natural as feelings of thirst, hunger, etc. Secondary motives are learned and realized as a result of development. As human beings develop and learn many new ways of satisfaction and comfort, secondary motives crop up, which prevail in a cultured and educated society. Secondary motives do not remain secondary in a developed organisation; rather they become essential for moving the activities of educated people. They become prime movers of developed people, because it is natural to feel these needs. Many authors have emphasized the separation of secondary motivation from motivation to retain the identity of each. Secondary motives are always learned. They are achievement motivation, affiliation motivation and power motivation. 

4) Intrinsic Motivation & Extrinsic Motivation 

i) Intrinsic Motivation: It refers to motivation that comes from inside of an individual rather than from any external or outside rewards, such as money or grades. People may work at a job because it gives them feelings of competence and a sense of personal control, doing the job is fun, the work is a matter of pride, the tasks are challenging, and so on. In this situation, the individual is intrinsically motivated to work. Thus, intrinsically motivated behaviours are ones for which there is no apparent reward except the activity itself. People may be motivated by intrinsic needs, for example, the need for the satisfaction that accompanies performing meaningful, interesting, enjoyable or challenging work, a desire to belong to a social group, a sense of responsibility, achievement, self esteem, creativity and making the difference in some way.

ii) Extrinsic Motivation: It refers to motivation that comes from outside an individual. The motivating factors are external, or outside, rewards such as money or grades. These rewards provide satisfaction and pleasure that the task itself may not provide. Extrinsic motivation drives the performance of an activity to gain a specific externally offered or required outcome. The motivation that leaders or managers through their actions create in people is extrinsic. People are motivated to do. something or not to do it as a result of a manager's or a leader's behaviour. Motivation is not just a consequence of good leadership. People may be motivated to achieve the required results through bullying or fear in order to avoid unpleasant consequences. This is negative reinforcement. People may be motivated by the prospect of extrinsic rewards, such as money recognition and other externally provided rewards and benefits. Extrinsic motivation entails a feeling of compulsion to do things for an external source to achieve an outcome that satisfies usually lower-order needs like money to survive. Extrinsic motivation entails seeking and securing a reward to work. Extrinsic motivation occurs when an activity is rewarded by incentives that are not inherent in the task, i.e., extrinsic motivation is external to the individual; rewards such as money are presented for engaging in tasks.

5) Financial and Non-Financial Motivation/Incentives: The term 'incentive' means an inducement, which rouses or stimulates one to action in a desired direction. An incentive has a motivational power, it influences the decisions of individuals on putting in efforts towards tasks performance. In modern organisations, a large variety of incentives are used to motivate the people. These incentives are of two types, as given below:

i) Financial or Pecuniary Incentives: These are monetary in natures as they involve flow of money from the organisation to its staff. The examples of pecuniary benefits are wages, salaries, allowances, bonus, fringe benefits, etc.

ii) Non-pecuniary Incentives: Non pecuniary incentives do not involve much financial commitments on the part of the organisation. They do not add to the money income of those who receive them. They take the form of job enrichment, participative management, praise, opportunity for growth, etc.