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MOTIVATION

M- Make
O- Optional
T- Tune To
I- Individual’s
V- Vision
A- Attributing
T- Trust
I- In
O- Organizational
N- Needs

 Make optional tune to individual’s vision attributing trust in


organizational needs

 Motivation revolves against the management directing function

 Motivation is a motion in emotions

 The ability to get people to do, what they do not like to do

 Prepares people for their designed jobs and enable them to


provide that outcome as desired by management

 Links head and hand through heart involvement

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 Enables people to put their ideas into action

 Indicate employees attitude either following theory X or theory Y

 Motivation refers to the process by which a person’s efforts are


energized, directed & sustained toward attaining a goal

 People are the engines and motivation energize and fertile them

 It filters people grievances, stress, conflicts, annoyance and


boredom

 Motivation element is stuffed in animal and human body

From The Individual’s Stand Point

 Achievement of personal goals contribute to organizational goals


i.e. ranges from micro to macro approach

 A good Job Characteristic Model (JCM) raise the employees


interest and make their jobs meaningful

 Promotes job commitment and job involvement

 Motivation raise employees level of efficiency and wages as well

 Keeps a desired linkage in time taken and motions

 Quantum of rejections, reworks and replacements determine


employees degree of motivation

 Highly motivated HR result optimum quality outcome and low


motivated cause defective outcome which result wastage &
drainage of organization resources & revenue

 Elevate enrich employees performance for due recognition

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From The Organizational Stand Point

 Motivation not only achieve employees personal goals but also


contribute to an organization in terms of accelerated & optimum
quality outcome

 Benefit organization through cost effectiveness and high quality


output

 Enables to achieve zero defect level through TPM and result


higher profitability

 Management gauges human contribution through applying


various yardsticks like. Cost Of Output / Total Assets, Actual Cost
Vs Standard Cost, Cost Of Payroll / Sales Revenue etc.

 JCM, E-jobs, job automations, job counseling, DSS, MIS, use of


robotics, modern techniques and methods of production helps to
save human undue motions, economic resources and job hazards

 Gain sharing incentives prepare people to accept the employer


pressure of increased productivity

 People also gain motivation through delegation of authority down

 Role of union for job security and social security energize


employees

From The Societal Stand Point

 Economic issues like unemployment, energy crisis, narrow labor


markets, inflationary pressure, low employees wage bargaining
power, poor mental & physical health, low tech skills do matter
the motivation level

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 Michigan Institute Of Social Research report that people get
sluggish to perform their routine jobs

 Sheppard & Herrick surveyed that 1/3 of the people complain for
job alienation despite of financial incentives, shorter work hours,
job simplification and longer vacations

 HEW report in America confirmed the said pessimistic findings


for the both blue and white collar workers

 Organizational behavior studies must be applied before to launch


the phenomenal

MOTIVATION A NEED & PROCESS STUDY


 Motivation is a process that starts with a physical and
psychological deficiency and develop a need that activate human
effort to drive for the goal achievement

 It consists of three interacting and interdependent elements i.e.

NEED → DRIVE → GOAL

NEED

 Human needs arise due to a physiological imbalance e.g. need for


education, health, wealth, status, fame, food, hunger & thirst,
sleep, sex, affection & affiliation

DRIVE

 Drive determines the track or direction to materialize the needs

 Right drive may result to achieve the desired goals

GOAL

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 An end of motivation cycle, goal achievement restore motivation
& vice versa
Psychologists classify human primary and secondary motives

Primary Motives

 Which are mandatory for human survive and tend to arise


repetitively after regular or irregular intervals like hunger, thirst,
sleep, avoidance of pain and maternal concern

Secondary Motives

 Security & status are important secondary needs

(a). Need For Power

 Influencing people to change their attitude & behavior

 Defeating & dominating people

 Gaining control over people and resources

(b). Need For Achievement

 Doing better than competitors

 Achieving challenging goals

 Overcoming business complexities

(c). Need For Affiliation

 Being liked by many people and having cordial relations

 Role accepted by others

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 Marinating a good social interaction horizontally & vertically

(d). Need For Security / Safety

 Fear avoidance-oriented

 Protecting from life contingencies & hazards

(e). Need For Status

 People are pictured as a status seeker

 Status is a rank that people occupy in a group or society

 Status material symbols are right dress, address and car model

 People demand continuous growth in income status and


authority

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