Principle of management

Chapter 1 Motivation

Motivation is the psychological factors; it is directly concerned with the human behaviour. Motivation is the act of stimulating and encouraging others to contribute their extra efforts while performing the job. It can be also defined as an inner-force that energizes the person to perform the job with the effective manner.
To run the organization smoothly it needs different types of resources human, physical (machinery), financial, information, etc. Motivation is related to the behaviour of human resource proper motivation contributes better utilization of other resources. Without the motivation of employees proper planning, strategy and sufficient resources become useless. It helps to utilize the skills, ideas, knowledge while performing the job. Motivation is the act of inspiring and stimulating of employees towards for the assigned job.
According to Robbins and Decenzo, “Motivation is an individuals’ willingness to exert effort to achieve the organization’s goal co-ordinate by this effort ability to satisfy individuals’ needs.”
Motivation is the act of energizing people or employees to put more effort. It is willingness to contribute the maximum effort while performing the job. Without employees’ motivation, there is no possibility of optimum utilization of resources.

1. Psychological concept
2. Complex and unpredictable
3. Concerned with individual
4. Continuous process
5. Pervasive
6. Goal oriented

• Maslow’s need hierarchy theory:

Abraham Maslow, an eminent American psychologist, saw human needs in the form of hierarchy ascending from lowest to highest.
Some assumptions of Maslow’s need hierarchy theory are as follows.
Assumptions:

1. Human needs and motives are complex.
2. Needs form hierarchy.
3. Unsatisfied needs are the reasons of motivation.
4. People seek growth and development.

This can be shown with the help of following figure.

1. Physiological needs:

According to Maslow, physiological needs are basic needs which are essential to survive. It includes food, shelter, clothes, etc. In an organization to fulfill the physiological needs of employees, they should provide salary, maintaining good working environment providing other basic needs should be done for to motivate them.

2. Security needs:

Security needs is the second step of human needs, they may arise after the fulfillment of basic needs/physiological needs which includes free from accident, survive from danger, etc. In the organization point of view, management should provide the feeling of job security or permanent job, insurance, providing other safety measures so that employees feel safe while performing the job.

3. Social needs:

According to Maslow, it is the third step of human needs. Human beings are social animals who always want to live in society and want to consume social elements. After the fulfillment of physiological and safety needs human beings desire social needs like family, friends, society, etc. To fulfill such types of needs of employees, management should provide the feeling of team work, friendship, mutual co-operation and relation to each other.

4. Ego/Esteem needs:

After the fulfillment of social needs, human beings desire ego or esteem needs, it means respects by others or self-respect. To provide ego or esteem needs management should provide the chances of promotion, merit certificate etc.

5. Self actualization:

According to Maslow needs hierarchy theory, Self actualization needs are the highest level of needs. These needs are soul-searching and inner-oriented. After the fulfillment of such needs, there is no more desire of human being. To fulfill the self actualization needs of employees, management should provide the freedom in work, decision making, challenging jobs, etc.

1. Herzberg two factor theory:

This theory was developed by Frederick Herzberg. It is the modified theory of Maslow needs hierarchy theory. According to Herzberg two factors theory, human beings behaviour is affected by two factors as:

1. Hygiene factors:

Hygiene factors are not motivating factors, they are just the matter of treatment of dissatisfaction. Such type of factors brings the people from negative level to zero level. Without the treatment of hygiene factors, individuals cannot be motivated. According to Herzberg the following are hygiene factors:

1. Motivating factors:

After the treatment of hygiene factors, management can apply the different techniques to motivate the employees. Motivating factors encourage the person to contribute their effort towards for the goal achievement. According to Herzberg the following are motivating factors:
As we know that, two factors theory is modified form of Maslow’s theory. It is not quite a new theory, Maslow’s physiological, security, and social needs are included under hygiene factors. Similarly, Maslow’s ego/esteem and self actualization needs are kept under motivating factors.

Motivation through reward:

Reward is a positive motivational factor that encourages the person to do something with additional effort. At present, cash award is more popular positive motivational factor or reward system in the world that immediately motivates the person. In the similar manner, encouragement, participation, good relation, working environment, etc. also provide motivation to the person. On the basis of the measurement of cash or job motivation can be classified in two types.
Extrinsic reward:
Extrinsic reward is also called money-related. Generally such types of reward can be measured in terms of money. Extrinsic reward can be increase in salary, wages, providing bonus, profit sharing and other financial incentives. Money or extrinsic reward reduces the individual tension and other problems. To motivate the employees, management should provide the positive motivational factors related to finance that encourage the employees to perform the job with the best effort.
Intrinsic reward:
Intrinsic reward is also called job-related reward which cannot be measured in terms of money. Intrinsic reward provide the feeling of job satisfaction, encouragement or proud for hardworking. Intrinsic reward includes:

1. Freedom in work
2. Participation in management
3. Recognition
4. Good working environment
5. Feedback of job performance
6. Providing challenging job