1. MOTIVATION

2. In this topic we will study about –
•What is Motivation?
•Concept of Motivation
•Nature of Motivation
•Role of Motivation
•Theories of Motivation
•Motivational Applications

3. MEANING OF MOTIVATION
The term “motivation” has been derived from the word “motive” , which
means the urge to do or not to do something. Motivation may , therefore
, be defined as the process of stimulating or inducing people to take the
desired course of action.
The process of motivation begins with the awareness of a need . When a
person feel hungry , for example , he takes measures to satisfy his hunger
. He works to earn money to buy food . Once his need for food is
satisfied , he may feel a new need and will again act in order to satisfy it.

4. MAIN FEATURES OF MOTIVATION1)Motivation is a psychological phenomenon . It is an internal feeling which arise from
the needs and wants of a person.
2)Motivation is a continuous process because human needs are unlimited .
Satisfaction of one need give rise to another need.
3)Motivation causes goal oriented behaviour . It is a complex of forces starting and
keeping a person at work.
4)It is the responsibility of every manager to motivate his employee.
5)Motivation may be positive or negative .Positive motivation means inspiring
employee to work better , and appreciating a work that is well done ; in certain cases ,
by offering rewards or promotions . Negative motivation means forcing employee to
work by threatening or punishing them.

5. NATURE OF MOTIVATION
•Based on motives
•Affected by motivating
•Goal directed behavior
•Related to satisfaction
•Person is motivated in totality
•Complex process

6. Role of Motivation
•High Performance Level
•Low Employee Turnover and Absenteeism
•Acceptance of Organizational Changes

7. Theories of motivation
•MASLOW’S NEED HIERARCHY
•HERZBERG’S MOTIVATION – HYGIENE
THEORY
•McCLELLAND’S NEED THEORY
•EQUITY THEORY

8. Maslow’s Hierarchy of Needs

9. Herzberg’s Two-Factor Theory

10. Comparison

11. McClelland’s need theory

12. Equity Theory
Individuals compare their job inputs and outcomes with
those of others and then respond to eliminate any
inequities.
Ratio
Comparison*
Outcomes A <
Inputs A
Inputs A
Inputs A
*Where
Outcomes B
Inequity (Under-Rewarded)
Inputs B
Outcomes A =
Outcomes A
Employee’s
Perception
Outcomes B
Equity
Inputs B
>
Outcomes B
Inequity (Over-Rewarded)
Inputs B
A is the employee, and B is a relevant other or referent.

13. Motivation Applications
•Designing Reward System
•Job Design
•Empowerment
•Quality of work life
•Job Satisfaction
•Morale

14. •Designing Reward System
The keys to developing a reward program are as follows:
•Identification of company or group goals that the reward
program will support
•Identification of the desired employee performance or
behaviors that will reinforce the company's goals
•Determination of key measurements of the performance or
behavior, based on the individual or group's previous
achievements
•Determination of appropriate rewards
•Communication of program to employees

15. Job Design

16. Quality of work life

17. Job Satisfaction

18. Morale
Seven Ways to Boost Employee Morale
1. Keep employees feeling their work is more than just
a job.
2. Take time to creatively celebrate accomplishments.
3. Grant time off to employees to pursue projects they
are passionate about.
4. Mix up the company's usual way of doing things.
5. Don't forget to have fun.
6. Train employees to develop positive attitudes.
7. Offer time away from the office to do some good.