Definition of Motivation
Motivation
is the desire that exists within a person that causes that individual to
act (Mathis et al., 2017, p.166). People usually act for a number of reasons.
These actions are often tied to goals that are either set by themselves or
others around them. Because of that, we can call the motivation is a goal
directed drive (Armstrong, 2014). The term ‘motivation’ is derived from
the word ‘motive’. Motivation can be further described by words such as need,
want and desire (Armstrong, 2014).
In an Organizational level, Motivation is
a key feature which inspires people to strengthen their desire and Willingness
for executing their duties effectively and for co-operating to achieve the
common objectives of an enterprise (Jain,
Gupta and Bindal, 2019). Further, the motivation is a method of
encouraging and energizing employees to work without any force but also with
their own passion, pleasure, confidence and jointly to accomplish given targets
(Mullins, 2005).
Many theorists and researchers have developed many models to understand and
describe the motivations. These approaches to understand the motivation can be
categorized in to two main categories (Dessler,
2017).
Intrinsic
Motivation:
Intrinsic Motivation is
motivation that derives from the pleasure someone gets from doing the Job or
Task (Dessler, 2017, p.388). which means the Motivation affected by
self-generated factors and not created by external incentives. Tasks which make a person feel important, the
work a person does being interesting and challenging, helping them to develop
the skills and abilities are few examples of intrinsic motivation. In an organization,
the areas like Job Role and design fall into this category (Armstrong, 2014).
Extrinsic
motivation:
The Motivation affected
by external factors is called as extrinsic motivation. (Dessler, 2017, p.388).
Incentives, Rewards, Promotions and Praise are few examples of the External
Factors that affect the motivation. In an Organizational level, the quality of
Working Life is affected by above factors which considered as extrinsic
motivation (Armstrong, 2014).
Figure 1-0 The process of motivation according to content theory
 |
| (Source: Armstrong, 2014) |
The content theory
shown in figure 1.0 and this theory give attention on the satisfied of
motivation in the shape of needs. It believes that unfulfilled requirements
create tension and imbalance. If employee established goal and identified the
way to satisfy the need, and behaviour will lead to achievement of the goal.
Principally behaviour is motivated by unsatisfied needs. Content theories argue
that we direct and sustain our behaviour towards meeting unmet needs (Armstrong,
2014).
References
Ø Armstrong, M. and Taylor, S (2014) Armstrong’s Handbook of Human Resource Management Practice. 13th Edn. Philadelphia.
Ø Dessler, G (2017) Human Resource Management. 15th Edn. USA: Pearson Education Limited.
Ø Jain, A., Gupta, B. and Bindal, M (2019) A Study of Employee Motivation in Organization, International Journal of Engineering and Management Research, 9(6), doi: https://doi.org/10.31033/ijemr.9.6.11
Ø Mathis, R.L., Jackson, J.H., Valentine, S.R. and Meglich, P.A. (2017) Human Resource Management. 15th Edn. Boston: Cengage Learning.
Ø Mullins,
L.J (2005) Management and Organisational behaviour. 7th Edn. England: Pearson Education Limited.
Hi Sarasi, Also, motivation is viewed as a process of stimulating people to achieve organizational tasks as well as process of stimulating oneself to action to gratify a felt need (Ajibola, 1976). In addition to this, Ajibola point out that employees are being encouraged to achieve not only the organizational goals but also their own goals through motivation. This shows that organizations cannot do without the employees as their bedrock (employees) in achieving success.
ReplyDeleteThanks Rayan, yes today’s business world Motivated and satisfied employees will have committed approach towards organisational goals; in turn organisations will also have to show comparable commitment towards employee aims (Varma, 2018).
DeleteGreat post Sarasi, Furthermore, Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform(Survival smith 1994)
ReplyDeleteAgreed Chathuri, Introducing Different type of job motivation factors are important predictors on job performance. It will motivate employees plus help to increase the productivity( Forson, 2021).
DeleteThis comment has been removed by the author.
ReplyDeleteAgreed Chathuri, Motivation is a phrase that has been conceptualized and examined by a large number of experts. In the early years, motivation was defined as an individual's readiness to do anything that consciously serves to meet his or her needs (Whiseand & Rush, 1988). Later, motivation was defined as something that energized a person to act in relation to the possibilities the person develops as part of his or her goal-oriented behavior (More, Wregner & Miller, 2003). Then, Fuller et al. (2008) defined motivation as an individual's direction, intensity, and persistence in achieving a certain objective.
ReplyDeleteThanks, Christeena, for your valuable comment. Yes In other words, it's defined as the psychological force that generates multifaceted cycles of goal-directed thought and behavior or as a willingness of an individual to put full effort to organization goals and at the same time satisfying his or her needs ( Tziner, et al., 2013).
DeleteI agree with your content and i would like to add at (Forson, 2021) finds compensation package, job design and environment and performance management system to be positively significant factors in explaining teacher’s motivation in the municipality
ReplyDeleteTrue, most public sector employees are motivated by extrinsic motivation methods. Using such a method result in better performance (Ritz, et al., 2016).
DeleteGreat post Sarasi. Agreed with the content, The force that motivates, regulates, and maintains behavior both inside and outside of the individual is referred to as motivation (Fisher, 2012) further, According to Baldoni (2005), "motivation is a complex force in creating and keeping an employee in a company."
ReplyDeleteAgree with your content Sarasi. Adding further, Daft (2003) states that motivation are the the internal and external forces that arouse enthusiasm and persistence in an individual to pursue a certain course of action while Pinder (2008) declares that it is a set of psychological forces that is created within a person that initiates and drives work-related actions and determines their form, direction, strength and intensity.
ReplyDeleteNicely demonstrated the idea, Sarasi. According to Bedeian (1993), employee motivation is one of the main concerns of managers. Employee motivation is extremely important because motivated employees perform well in achieving organizational goals. Since Hawthorne Studies, many theories have been considered and applied to improve employee motivation because of their impact on the workplace. Maslow’s hierarchy of needs, Herzberg’s Two-factor theory, and Reinforcement Theory by B.F. Skinner and Expectancy Theory by Vroom are some commonly used theories in employee motivation (Haque, Haque and Islam, 2014).
ReplyDelete