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SEMINAR PROJECTONMOTIVATION & LEADERSHIP

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MOTIVATION

Motivation represents an unsatisfied need which creates a state of tension or disequilibrium, causing and individual to move in a goal oriented pattern towards a restoring a state of equilibrium by satisfying the need. Motivation implies any emotion or desire which so conditions ones will that the individual is properly held into action. So we can say that it is the willingness to expand energy to achieve a goal or reward. It is the force that activities dormant energies and sets in motion the action of the people. It is a function that kindles a burning passion for action among the human beings of an organization.

DEFINITIONS

Motivation has been variously defined by the scholars. Some definitions are discussed as follows :-

Barelson and Steiner : A motive is an inner state that energizes, activities or moves and directs or channels behaviour goals.

Lillis: It is the stimulation of any emotion or desire operating upon ones will and promoting or driving it to action.

The Encyclopedia of Management : Motivation refers to degree of readiness of an organism to pursue some designated goal and implies the determination of the nature and locus of the forces, including the degree of readiness.

Dubin: Motivation is the complex of forces starting and keeping a person at work in an organization.

Vance : Motivation implies any emotion or desire which so conditions ones will that the individual is properly lead into action.

Vitiles : Motivation represents an unsatisfied need which creates a state of tension or disequilibrium, causing the individual to make in a goal directed pattern towards restoring a state of equilibrium by satisfying the need.

Memoria: "A willingness to expend energy to achieve a goal or reward. It is a force that activates dormant energries and sets in motion the action of the people. It is the function that kindles a burning passion for action among the human beigns of an organisation."

NATURE OF MOTIVATION

Motivation is a psychological phenomena which generates within an individual. A person feels the lack of certain needs, to satisfy which he feels working more. The need satisfying ego motivates a person to do better than he normally does. From definitions given earlier the following inferences can be derived:

1. Motivation is an inner feeling which energizes a person to work more.

2. The emotions or desires of a person prompt him for doing a particular work.

3. There are unsatisfied needs of :t person which disturb his equilibrium.

4. A person moves to fulfill his unsatisfied needs by conditioning his energies.

5. There are dormant energies in a person which are activated by channelising them into actions.

TYPES OF MOTIVATION

When a manager wants to get more work from his subordinates then he will have to motivate them for improving their performance. They will either be offered incentive for more work, or may be in the space of rewards, better reports, recognition etc., or he may instill fear in them or use force for getting desired work. The following are the types of motivation:

1. Positive Motivation:- Positive motivation or incentive motivation is based on reward. The workers are offered incentives for achieving the desired goals. The incentives may be in the shape of more pay, promotion, recognition of work, etc. The employees are offered the incentives and try to improve their performance willingly. According to Peter Drucker, the real and positive motivators are responsible for placement, high standard of performance information adequate for self-control and the participation of the worker as a responsible citizen in the plant community. " Positive motivation is achieved by the co-operation of employees and they have a feeling of happiness.2. Negative Motivation:- Negative or fear motivation is based on force or fear. Fear causes employees to act in a certain way. In case, they do not act accordingly then they may be punished with demotions or lay-offs. The fear acts as a push mechanism. The employees do not willingly co-operate, rather they want to avoid the punishment. Though employees work upto a level where punishment is avoided but this type of motivation causes anger and frustration. This type of motivation generally becomes a cause of industrial unrest. In spite of the drawbacks of negative motivation, this method is commonly used to achieve desired results. There may be hardly any management which has not used negative motivation at one or the other time.OBJECTIVES OF THE MOTIVATION

The purpose of motivation is to create condition in which people are willing

to work with:

Zeal,

Initiative,

Interest and enthusiasm.

With a high personal and group moral satisfaction,

With a sense of responsibility,

Loyalty and discipline, and

With pride and confidence,

In a most cohesive manner so that the goals of an organization are achieved effectively. Motivational techniques are utilized to stimulate employee growth.

Clarence. Francis indicated this when he was Chairman of General Foods. He said: "You can buy a man's time, you can buy a man's physical presence at a given place; you can even buy a measured number of skilled muscular motivations per hour or day; but you cannot buy enthusiasm. You cannot buy initiative; you cannot buy loyalty; you cannot buy devotion of hearts, minds and souls. You have to earn these things."

TECHNIQUES TO INCREASE MOTIVATION

Every management tries to select certain motivational techniques which can be employed for improving performance of its employees. The techniques may be suitably employed in one concern, others may be useful in another concern and so on. Motivational techniques may be classified into two categories i.e., financial and non-financial. Both the categories of motivators are discussed as under.A. Financial Motivators

Financial motivators may be in the form of more wages and salaries, bonuses, profit-sharing, leave with pay, medical reimbursements, company paid insurance or any of the other things that may be given to employees for performance. The economists and most managers consider money and financial incentives as important motivators. Behavioural scientists, on the other hand, tend to place them low. Neither view is probably right.

B. Non financial Motivators

These motivators are in the nature of better status, recognition, participation, job security etc. Some of these motivators are discussed here:

1. Recognition:- Every person wants his work to be recognised by his superiors. When he knows that his performance is known to his boss then he will try to improve it more and more. The recognition may be in the form of a word of praise. a pat on the back, a word of praise, a latter of appreciation, entry in annual confidential report etc. There may also be awards, certificates plaque etc.

2. Participation:- Participation has been considered a good technique for motivation. It implies physical and mental involvement of people in decisionmaking process. It satisfies ego and self-esteem of persons. They feel important when asked to made suggestions in their field of activity. There is no doubt that most of the people know the problems they will face and their possible solutions. Participation results in motivation and knowledge valuable for the enterprise success

3. Status:- It refers to a social status of a person and it satisfies egoistic needs. A management may create some status symbols in the organisation. This can be done by way of giving various facilities to the persons. These may be superior furniture, carpets on the flood, attachment of peons, personal assistant etc. To get these facilities a person will have to show a certain amount of performance. When a person achieves certain facilities then he tries to get better status by working more. In this way status needs act as motivator.