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Process Approach Motivation Krittika UpadhyayRoll. No. 20Kranti Dayal Roll No. 19

DefinitionMotivation is defined as inner burning passion caused by need, wants and desire which propels an individual to exert his physical and mental energy to achieve desired objectives. Efficiency of a person depends upon performance. Performance= Ability MotivationApproaches to MotivationProcess Approach to Motivation Cognitive Evaluation Theory (CET)Cognitive Evaluation Theory is a contemporary theory of motivation. It is also known as CET and is well-supported by various researches, studies and reports.The theory suggests that the extrinsic rewards have a negative effect on an individuals intrinsic motivation. In other words, the inclusion of extrinsic rewards decreases the overall level of intrinsic motivation.Extrinsic rewards can further be divided into two different types: verbal rewards and tangible rewards.Studies suggest that it is the tangible extrinsic rewards (money) decrease the intrinsic motivation. While the verbal extrinsic rewards (praise and appreciation) can actually boost the intrinsic motivation of an individual.

Reinforcement Theory Reinforcement theory of motivation was proposed by BF Skinner and his associates. It states that individuals behavior is a function of its consequences. It is based on law of effect, i.e., individuals behavior with positive consequences tends to be repeated, but individuals behavior with negative consequences tends not to be repeated.The managers use the following methods for controlling the behavior of the employees:Positive Reinforcement Negative Reinforcement PunishmentExtinction

Types of Reinforcement Positive Reinforcement-Immediately praising an employee for coming early for jobNegative Reinforcement-This implies rewarding an employee by removing negative / undesirable consequences. Punishment- Suspending an employee for breaking the organizational rulesExtinction-If an employee no longer receives praise and admiration for his good work, he may feel that his behavior is generating no fruitful consequence

Goal Setting TheoryIn 1960s,Edwin Lockeput forward the Goal-setting theory of motivation. This theory states that goal setting is essentially linked to task performance. It states that specific and challenging goals along with appropriate feedback contribute to higher and better task performance.Goal Setting Theory: Eventualities Self-efficiencySelf-efficiency is the individuals self-confidence and faith that he has potential of performing the task.

Goal CommitmentGoal setting theory assumes that the individual is committed to the goal and will not leave the goal.

Equity theoryIn this theory employee constantly assesses their level of effort against fellow workers and the reward they receive for their effort. If they perceive there is a significant difference between their level of effort and their fellow workers, they will endeavor to bring about equality of effort for everyoneby adjusting up or down their own performance or by taking measures to adjust the level of their fellow workers. Likewise, the relative reward for effort is also monitored. The message for managers is that employees need to be seen to be rewarded on a fair and equitable basis, and inequities quickly adjusted.Expectancy Theory This has been an important theory in the history of the study of motivation. This theory highlights that motivation is partly a decision-making process that evaluates effort for outcomes. The actual evaluation process is broken down into a number of parts:If I put in effort, can I expect to perform at the required task?Will performing this act or task achieve a desired outcome?Can I expect the outcome will be available and forthcoming?