Motivation

1. DefineMotivation?
The set of forces that energize worker to do their
job and to sustain their behaviour.Introduction &
Definition to motivate means to provide motive, to
impel people to action, and to create incentives to
work.
“Motivation is the work a manager performs to
inspired, encourage, and impel people to take
required action” – Lewis Allen
“The act of stimulating someone or oneself to get a
desired course of action”- Michael J

2. What is the Importance of Motivation?
1.Puts human resources into action: Every concern requires physical,
financial and human resources to accomplish the goals. It is through
motivation that the human resources can be utilized by making full use
of it. This can be done by building willingness in employees to work.
This will help the enterprise in securing best possible utilization of
resources.
2.Improves level of efficiency of employees: The level of a subordinate
or an employee does not only depend upon his qualifications and
abilities. For getting best of his work performance, the gap between
ability and willingness has to be filled which helps in improving the level
of performance of subordinates.
3.Leads to achievement of organizational goals: The goals of an
enterprise can be achieved only when the following factors take place :-
4.Builds friendly relationship: Motivation is an important factor which
brings employees satisfaction. This can be done by keeping into mind
and framing an incentive plan for the benefit of the employees.

3. What are the Theories Of Motivation?
1. Maslow’s Hierarchy of Needs
a. Physiological
b. Safety and security
c. Social
d. Esteem
e. Self-actualization
2. Herzberg’s Two-Factor Theory
a. Establishing basic needs at work:
1. Salary and benefits
2. Working conditions
3. Company Policy
4. Status
5. Job security
6. Supervision and autonomy
7. Office Life
b. Heightening workplace motivation:
1. Achievement
2. Recognition
3. Job Interest
4. Responsibility
5. Advancement

4. 3. Acquired needs Theory:
a. Need for achievement
b. Need for power
c. Need for Affiliation
4. Goal setting Theory:
a. Specific goals lead to higher performance than do generalize do goals
b. Performance generally increases in direct proportion to go difficulty
c. For goals to improve performance, the employee must accept them
d. Goals are more effective when they are use to evaluate performance
e. Goals should be linked to feedback and reward
f. Goals setting is as important as individual goal setting
5. Expectancy Theory of Motivation
1. The individual believes effort (E) will lead to favourable
performance (P)
2. The individual believes performance will lead to favourable
outcome (O)
3. Outcome or reward satisfies an important need
4. Needs dissatisfaction is intense enough to make efforts seem
worthwhile
6. Theory I
1. Fear motivation
2. Incentive motivation
3. Change or growth motivation

5. What is the Supervision?
Supervision implies expert overseeing of subordinates -at work in order
to guide and regulate their efforts. Every manager has to supervise the
work of his subordinates to see that they do their work as desired. But
supervision is particularly important at the operating level of
management or at the low-level management.
1. Set realistic expectations: The expectations that are often left
unstated need to be openly discussed.
2. Establish clear goals: Goal setting gives purpose and direction to the
work of the individual subordinates as well as to the manager. It
ensures alignment to corporate strategy.
3. Communicate: Successful communication is a learned process that
must accommodate individual needs. As the boss, you establish the
norms. Solicit feedback, encourage discussion (especially alternate
points of view), and be accessible.
4. Support: A manager is not made by title alone. Anyone new to a
supervisory position needs to develop certain professional skills. Your
mentoring will be the key to success.
5. Be the Model Manager: Lead the way! Have others do as you say and
do.