RTMNU 4th sem MBA Subject - TEAM DYNAMICS [ HR ] Module 1 Part 1 INTRODUCTION TO MOTIVATION

1. RASHTRASANT TUKDOJI MAHARAJ NAGPUR UNIVERSITY
MBA
SEMESTER: 4
SPECIALIZATION – HR
TEAM DYNAMICS
MODULE NO 1
INTRODUCTION TO MOTIVATION
PART 1
- By Jayanti R Pande

2. INTRODUCTION TO MOTIVATION
• Motivation is originated from the term ‘Motive’ [ motive means wants, needs, impulses, desires
of a person]
• Motivation = process of inspiring people for doing tasks and achieving goals & desires.
• It is a psychological occurrence that originates from the wants and needs of the people.
• Initiates a goal oriented behaviour and drives individuals into action.
• This force is the outcome of a state of tension which has arisen due to unfulfilled needs.
DEFINITION OF MOTIVATION
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.”
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.”

3. Q1. Describe Concept, Characteristics and Types of Motives.
Ans
CONCEPT OF MOTIVES
Motivation is the driving force that compels us to take action.
It can be triggered by a physical or mental need, such as feeling tired or wanting to achieve a goal.
Motives regulate our behaviour and influence almost all of our actions.
Motivation has three functions:
1. It gets us started
2. Keeps us going
3. Helps us achieve our objectives.
Essentially, motivation is the reason why we do what we do.
CHARACTERISTICS OF MOTIVES
INDIVIDUALISTIC DYNAMIC UNCONSCIOUS HIERARCHICAL
GOVERNS
BEHAVIOUR

4. 1 MOTIVES ARE INDIVIDUALISTIC
Each person has their own personal reasons and desires that drive their actions and behaviours.These motives
can vary greatly from person to person, and are influenced by their unique experiences, beliefs, and goals. In
other words, everyone has their own unique set of motivations that guide their actions.
2 MOTIVES ARE DYNAMIC
It means that Motives can change over time or in response to different situations. A person's motivations may shift
based on new experiences, changing priorities, or evolving goals. In other words, motives are not fixed or
permanent, but rather can be influenced by a variety of factors and can adapt as a person's circumstances and
needs change.
3 MOTIVES CAN BE UNCONSCIOUS
There may be underlying reasons for our actions and behaviours that we are not fully aware of.These
unconscious motives may be shaped by past experiences, hidden desires, or instinctual drives. In other words,
we may not always be fully conscious of the motivations that are driving our actions, and it may require some
introspection or exploration to uncover them.
4 MOTIVES ARE HIERARCICAL
it means that they can be put into an order of importance. Some motives are more basic and essential, like
needing food and safety, while others are more complex and less necessary, like pursuing personal growth.This
means that some motives are more important than others, and we must satisfy our more basic needs before we
can focus on our higher needs.Think of it like a pyramid, with the most important needs at the bottom and the
less important ones at the top.

5. 5 MOTIVES GOVERN BEHAVIOUR
When we say motives govern behaviour, it means that our actions are based on the reasons why we do
things. Our reasons, or motives, guide us in making choices and decisions, and they can affect how we act
in different situations. For example, if we really want to achieve something, we will work hard to make it
happen. In other words, our motives are like a powerful engine that drives our behavior, and they play a
big role in shaping who we are and what we do.
TYPES OF MOTIVES
1 PRIMARY OR BASIC
PHYSIOLOGICAL
MOTIVE
2 SECONDARY OR
SOCIO PSYCHOLOGICAL
MOTIVE
3 GENERAL
MOTIVE
• Also called as Unlearned motives.
• Fundamental biological needs necessary for our survival, such as hunger,
thirst, and sleep.They are rooted in our body's physiology and must be met
for us to stay healthy and function properly.
• Also called as Learned Motives.
• A secondary or socio-psychological motive refers to a motive that is based
on social or psychological factors, rather than biological needs.These
motives may include things like the need for achievement, social recognition,
or personal growth.
• Falls between primary & secondary motives.
• Includes manipulation, love, care, competence

6. Q2. Explain the Nature, Process & Types of Motivation.
Ans
NATURE OF MOTIVATION
1 PSYCHOLOGICAL PHENOMEMNON
Motivation is a psychological phenomenon that affects how intensely a person behaves. It is driven by desires,
needs, expectations, and satisfaction. Since everyone is psychologically unique, it can be challenging to figure
out what strategies and incentives will motivate each person to reach their goals.
2 ON GOING PROCESS
Motivation is an ongoing process because humans have unlimited needs and desires. As soon as one need is
met, another higher level need arises. It is impossible to satisfy all of our needs at once, and new ones will
continue to emerge.Therefore, motivation is a never-ending process that constantly drives us towards achieving
our goals.
3 CANNOT BE OBSERVED EASILY
Motivation cannot be easily observed as it requires analyzing a person's actions in the context of their
underlying motivation. However, this analysis can be prone to errors and may not reveal the true motivation of
the individual.Therefore, it can be concluded that motivation cannot be easily observed and analyzed.

7. 4 GOAL ORIENTED PROCESS
When a person is motivated and has a clear understanding of their goals, they can contribute greatly to
achieving both personal and organizational goals. In an organizational setting, motivated employees are more
productive and committed to their work, which leads to better outcomes. Similarly, in a personal setting,
individuals who are goal-oriented are more likely to succeed in their personal and professional lives.
5 AFFECTED BY SOCIAL & CULTURAL NORMS
Social and cultural norms and values can affect an individual's motivation at work.When a job or organization is
highly regarded by society and associated with respect, acceptance, and recognition, it can increase an
individual's motivation to work in that job or organization.
PROCESS OF MOTIVATION
MOTIVE
BEHAVIOUR
TENSION
REDUCTION
GOAL

8. 1.Motive
The process of motivation starts with a motive.This is the reason behind an individual's behaviour, and it
provides direction to the individual. Motives are personal and are based on an individual's thought process.
2. Behaviour
All the activities an individual performs when they are motivated towards achieving personal and
organizational goals make up their behaviour.The motive behind an individual's behaviour exhibits their
goals. Sometimes, these motives generate a situation of inequality as the physiological and psychological
conditions of the individual may become imbalanced. Hence, the behaviour directs the individual towards
goal attainment and strives to attain a balance between the two.
3. Goal
The goal of an individual is inspired by numerous factors such as customs, morals, inherited potentials,
personal learning and experiences, and social and physical surroundings.
4.Tension Reduction
In an organization, the cultural environment and the responsibility to achieve goals can create motivational
drives in employees.This can affect their job satisfaction and personal life.Tension reduction happens when
employees are motivated by the organizational culture and responsibility to accomplish goals.

9. TYPES OF MOTIVATION
INTRINSIC
vs
EXTRINSIC
MOTIVATION
POSITIVE
vs
NEGATIVE
MOTIVATION
RATIONAL
vs
EMOTIONAL
MOTIVATION
PRIMARY
vs
SECONDARY
MOTIVATION
FINANCIAL
vs
NON FINANCIAL
MOTIVATION

10. Intrinsic Motivation:
1.Internal: Intrinsic motivation comes from within, and is driven by personal interests, enjoyment, and a
sense of fulfillment.
2.Self-determined: It is self-determined, meaning that individuals engage in activities because they find
them personally meaningful and satisfying.
3.Long-lasting: Intrinsic motivation tends to be long-lasting, as individuals are motivated by their own
internal rewards rather than external factors.
4.Associated with higher performance: It is associated with higher levels of performance, creativity, and
engagement.
Extrinsic Motivation:
1.External: Extrinsic motivation is driven by external factors such as rewards, recognition, and
punishments.
2.Temporary: It tends to be temporary, as individuals are motivated to engage in an activity only as long as
they perceive the external rewards to be valuable.
3.Can lead to decreased intrinsic motivation: Overreliance on extrinsic motivation can lead to decreased
intrinsic motivation, as individuals may come to view the activity as a means to an end rather than as
inherently enjoyable or fulfilling.
4.Associated with lower performance: It is associated with lower levels of performance, creativity, and
engagement, particularly over the long term.
INTRINSIC vs EXTRINSIC MOTIVATION

11. Positive Motivation:
1.Focus on Rewards: Positive motivation is a type of motivation that focuses on rewards or positive incentives that
encourage an individual to engage in a behavior.
2.Promotes Growth: Positive motivation promotes growth and learning, as individuals are encouraged to strive
towards a desirable outcome.
3.Creates Enthusiasm: Positive motivation creates enthusiasm and excitement towards achieving the goal, which
further strengthens the individual's motivation.
4.Encourages Persistence: Positive motivation encourages persistence and a willingness to take risks, as
individuals are motivated by the potential rewards of their efforts.
Negative Motivation:
1.Focus on Consequences: Negative motivation is a type of motivation that focuses on the consequences or
negative outcomes of not engaging in a behavior.
2.Can Create Fear: Negative motivation can create fear, anxiety, or a sense of obligation in individuals, motivating
them to avoid punishment or negative outcomes.
3.Can be Demotivating: Overreliance on negative motivation can be demotivating, as individuals may feel coerced
or pressured to engage in the behavior.
4.Can Promote Resistance: Negative motivation can sometimes promote resistance or avoidance of the behavior,
as individuals may become resentful or hostile towards the source of the negative motivation.
POSITIVE vs NEGATIVE MOTIVATION

12. Rational Motivation:
1.Based on Logic and Reasoning: Rational motivation is based on logic, reasoning, and practical
considerations. It involves weighing the pros and cons of a particular behavior or action before engaging in it.
2.Driven by Goals and Outcomes: Rational motivation is driven by goals and outcomes that individuals want to
achieve. It requires planning, organization, and a systematic approach towards achieving the desired outcome.
3.Less Emotional: Rational motivation tends to be less emotional, as it is based on practical considerations
rather than personal feelings or emotional impulses.
4.Often Associated with Performance: Rational motivation is often associated with high levels of performance,
productivity, and success in a variety of settings, including education, work, and personal development.
Emotional Motivation:
1.Based on Feelings and Emotions: Emotional motivation is based on feelings, emotions, and personal
desires. It involves a strong emotional impulse or drive towards a particular behavior or action.
2.Driven by Personal Values and Identity: Emotional motivation is driven by personal values, identity, and
emotional attachments. It involves a sense of passion and enthusiasm towards achieving the desired outcome.
3.Can be Unpredictable: Emotional motivation can be unpredictable, as it is driven by personal emotions and
feelings that can change over time.
4.Can be Associated with Creativity and Innovation: Emotional motivation can be associated with high levels of
creativity and innovation, as individuals are often driven by a strong sense of personal passion and
commitment towards achieving their goals. However, it may not always lead to high levels of performance or
success in all settings.
RATIONAL vs EMOTIONAL MOTIVATION

13. Primary Motivation: Innate, biological needs such as hunger, thirst, and sleep that drive behaviors necessary
for survival.
Secondary Motivation: Acquired, learned motivations that arise from personal experiences, cultural and social
expectations, and desires for achievement, power, and affiliation.
Financial Motivation:
1.Driven by the desire for monetary rewards, such as salary, bonuses, and other financial incentives.
2.Often viewed as extrinsic motivation, as it is driven by external factors.
3.Can be effective for motivating individuals in jobs where money is the primary motivator, such as sales.
Nonfinancial Motivation:
1.Driven by factors other than monetary rewards, such as personal satisfaction, recognition, and autonomy.
2.Often viewed as intrinsic motivation, as it is driven by internal factors.
3.Can be effective for motivating individuals in jobs where non-monetary factors, such as creativity or social
impact, are important motivators.
PRIMARY vs SECONDARY MOTIVATION
FINANCIAL vs NON FINANCIAL MOTIVATION

14. Q3.What is the role of Motivation in Team Behaviour?
Ans
1) Motivation directs behaviour towards a particular goal - motivation is what drives or guides our actions
towards achieving a specific objective. In other words, our level of motivation determines how much effort
and energy we put into reaching a particular goal.
2) Motivation leads to Increased effort & energy - when individuals are motivated, they are more likely to
put in extra effort and expend more energy towards achieving their goals. In other words, motivation
enhances our drive and determination, leading to a higher level of engagement and productivity.
3) Motivation increases initiation of & persistence in activities - motivation plays a crucial role in both
starting and continuing with activities.When individuals are motivated, they are more likely to initiate a task
or activity, and once they begin, they are also more likely to persist and stay focused until the task is
completed.Thus, motivation helps to overcome procrastination and maintain momentum in achieving one's
objectives.
4) Motivation enhances performance - This statement means that motivation can have a positive impact on
an individual's performance.When individuals are motivated, they are more likely to put in the necessary
effort and attention to achieve their goals, resulting in improved performance.
5) Motivation affects cognitive process - Motivation affects how our brain processes information and
influences cognitive processes such as attention, memory, and learning. It plays a crucial role in shaping
our cognitive abilities and how we approach tasks and challenges.

15. Q4. Explain Applications of Motivation.
Ans
REWARDS
JOB
DESIGN
ECONOMIC
CONSIDERATION
MBO
PERFORMANCE
APPRAISAL

16. 1 REWARDS
Variable pay programs – They are a type of compensation where a portion of an employee's pay is based on
their individual or organizational performance. Examples include bonuses, profit-sharing, and piece-rate
plans. Unlike traditional base-pay programs, there is no guarantee with variable pay.These programs can be
attractive to employees because they offer the potential for higher earnings based on their performance.
Skill Based Pay Plans - Skill-based pay plans determine an employee's pay based on the number of skills
they have or the number of jobs they can perform. It's also known as knowledge or competency-based pay. It's
different from job-based pay and serves as an alternative.
Flexible Benefits - Flexible benefits allow employees to choose a benefits package that fits their individual
needs.This package is customized based on the employee's demands and circumstances. Fringe benefits
usually account for about 40% of an employee's salary.With flexible benefits, each employee is given a
flexible spending account, and a price is attached to each benefit.This is different from traditional benefit
programs that are designed to meet the needs of the typical employee and their family.
2 JOB DESIGN
Job design is the process of assigning tasks to a job, affecting employee and organizational objectives. A well-
designed job can motivate employees and help achieve goals, while a poor job design can cause problems
like absenteeism and lower productivity.

17. 3 MANAGEMENT BY OBJECTIVE [MBO]
Management by Objectives (MBO) is a process used in planning, motivating, organizing, and controlling
organizational activities.The SWOT analysis is used to devise objectives that can be measured and
verified.The performance of employees is matched with their corresponding objectives, and rewards are
given for achieving targets. MBO helps individuals feel motivated and satisfied with the attainment of their
objectives, which ultimately contributes to the overall performance of the organization.
4 ECONOMIC CONSIDERATION
Money and economic status hold social value and contribute to an individual's social status. Having more
money and assets is often associated with higher status and appreciation.Workers are often motivated by
economic incentives such as higher income, better benefits, and perks.
5 PERFORMANCE APPRAISAL
Performance appraisal is a tool for rewarding employees and has become a common practice in today's
workplace. It helps managers understand the strengths and weaknesses of employees and establish future
goals. By setting common goals, employees are encouraged to work together and agree to their
performance assessment outcomes. Managers evaluate various aspects of employee performance, such as
attendance, attitude, productivity, and capacity. Performance appraisal can be done using various
techniques and helps to bring perfection and motivation to the workplace.