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| By N2H | ||||||||||||||||||||||
Motivation theory
December 11, 2007
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MOTIVATION:
The word motivation is derived from the word motive which means any idea or emotions that prompts a person into action.
In the employment context the major concentration for management is the problem of getting the employees to work in such a way that the organization achieves its goals.
Importance of Motivation
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It improves efficiency with which the job is done.
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It leads to higher productivity and better quality work
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It creates confidence in employees
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It leads to lower supervisory cost
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It reduces labour turnover, absenteeism, complaints and grievances from the employees.
Motivation can also be defined as the urge or drive to take action to satisfy wants. The motivators are the actions or implements that will actually motivate employees to perform in a desired way.
Motivation Theories:
There are various ways of looking at motivation. The early motivation theories can be grouped under 3 headings
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Satisfaction Themes (Herzberg)
These theories are based on the assumption that a satisfied worker will work harder. Satisfaction may reduce labor turnover and absenteeism but will not necessarily increase individual productivity.
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Incentive Theories:
These theories are based on the assumption that individuals will work harder in order to obtain a desired reward. This is a positive reinforcement although most studies are concentrated on money as a motivator.
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Incentives theories can work if the individual perceives the increased reward to be worth the extra effort.
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The performance can be measured and clearly attributed to that individual.
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The individual wants that kind of reward.
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The increased performance will not become the new minimum standard.
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Intrinsic Theory
These theories are based on the belief that higher order needs are one more prevalent in modern man than he is given credit for. People will work hard in response to factors in the work itself e.g. participation, responsibility and so on i.e. effective performance is its own reward.
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