Motivation can be defined as the mental strength set in motion to achieve a definite goal. It is the most important factor to accomplish a most excellent standing in business world. Motivation is also described by marvelous success or not a success. It even refers to all aspects with causes that manipulate employees of an organization to perform their jobs in well manner. If a manager knows what motivates people at work he is next to his control the most powerful gadget to deal with them and get the best possible result.
It was to be said that motivation is something that is injected from outside but it is now clear that different people are motivated by numerous unusual forces. Managers motivate their assistants in order to make them do those things that they expect them to do in a desired manner. Management experiences it is the most important chore to motivate others as it encompasses the capability to communicate, to challenge, to give confidence, to attain feedback and to delegate.
Employee motivation in a desired path always leads organization to advantages and that is because when employee receives positive attitude, good salary, and their basic needs then they try more to work hard in interest to get more benefits. Effort: It is the basic characteristic of individual’s job related efforts that how much he or she work hard for their job. Such as, workers might put on greater force on their work while loading or unloading a truck by carrying heavy cages where as, a software engineer might apply greater force by designing fabulous software. Both apply greater force but in different approach suitable to their jobs.
Persistence: The management would not possibly think the worker is highly motivated if he or she is like who work extremely hard for an hour or two and then goof-off for another five hours. Direction: It means the direction in which the worker is applying their efforts and persistence. Is it in the favor of organization? Or it is leading organization to suffer loss. In other words, does the organization get any benefit of their constant effort? Employers look forward to motivated software developers to developers to develop software either playing poker and motivated agents to recommend their clients of good investment opportunities.
This would increase the possibility that persistent exertion is in right direction and in acknowledged directorial outcomes. Goals: It is comprehensible that all motivated behaviors have few objectives. From an organizational point of view it is assumed that motivated workers do something to improve objectives of association. Artistic decisions, good amount of productivity, punctuality and good attendance could be included in employee goals or objectives. Types of Motivation Intrinsic Motivation Intrinsic motivation is mostly self-applied, or is about emotional rewards.
On the whole it is the straight relationship between the worker and individual managers. Such as, opportunity to exercise one’s ability, a sense of challenge, accomplishment and achievement, competence and optimistic recognition, and being treated in a kind, self-esteem, considerate and manner are the examples of intrinsic motivation and is generally determined by individual managers. Not related to job, sports and other hobbies are mostly intrinsic motivations. Example: If someone enjoys doing his or her job or want to eat and wear good because it is good for his health then it is “Intrinsic Motivation”
Extrinsic Motivation Extrinsic motivation is when someone is motivated by external features such as promotion, pay rise, tangible rewards, fringe benefits, loyalty cards, etc. It is usually applied by someone other than the person who is being motivated and is largely not under control of individual managers. Example: when an individual is working hard to gain a reward or promotion or to please someone then it is said to be “Extrinsic Motivation” Theories of Motivation There are many theories of motivation and each theory must be somewhat true at least.
These theories elucidate the behavior of certain people at certain moments. It is often grueling for employers to motivate their employees in both short n long term and that is because of the intricacy of motivation and the verity that there is not any particular thing that motivates people to work and that is why every different theory is important to different manager. These different motivational theories are divided into two divergent methodologies: (a) content theories (b) process theories Content theories:
There are three major theories included in content theories and they explain specific things that in reality motivate individual employees at their work. These theories also attempt to identify people’s needs, strength and the target that they pursue in order to assure these necessities. Maslow’s Hierarchy of Needs Model Abraham Maslow, by profession he was a psychologist, who refined a wide-ranging theory of human development and motivation. Maslow’s state that people are desperate to get more and more in their life and they always want something more than that they already have.
He made a five series set of human needs arranged in chain of command order, in other words in hierarchy array and that set is usually displayed in pyramid form beginning with the most essential and undeniable needs. This theory is a revitalizing part of theory X of Freud. Those theories are as under: Psychological needs: It is the most underlying stage in Maslow’s hierarchy, the psychological needs are usually related to the unlearned basic requirements such as, hunger, thirst, need for oxygen, sleep are few examples of psychological needs.
Once those needs are fulfilled, they do not motivate any individual again. Example: a gasping person would try hard to obtain a glass of water that is within reach. Conversely, after consuming his or her full of water, the some one will not strive to get any more and will be motivated by subsequently upper rank of desires. Organization that might fulfill these basic needs will also include pay that is at least enough to live with.