Материал: Management-and-Organization-Behavior

the job and lives up to being described as “living, eating, and breathing the job”. Estrangement from immediate family members may occur. Though a high level of work orientation of members is good for the organization to achieve its goals, too much of it may lead to premature burnout and health problems.

In the above discussion, it is evident that personality traits are important for employees, managers and organizational effectiveness. With personality differences, we are able to understand, how they affect the behaviour of the people in organizations.

Review Questions

1.Define Personality?

2.How is Personality of an individual shaped?

3.What you know about psychoanalytical theory of personality?

4.Distinguish between introversion and extroversion.

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Lesson - 16 : Motivation

Objectives

After studying this lesson, you should be able to:

ӹӹUnderstand The Meaning Of Motivation And Its Importance In ;

ӹӹAcquaint With The Various Theories On Motivation; And

ӹӹLearn And Practice The Techniques In Your Own Operational Area.

Lesson Outline

ӹӹNeeds, Incentives And Motives

ӹӹMcgregor’s Participation Model

ӹӹMaslow’s Need Hierarchy Model

ӹӹHerzber’g Motivation – Hygiene Model

ӹӹMcclelland’s Three Need Model

ӹӹAlderfer’s Erg Model

ӹӹReinforcement Theory

ӹӹJob Enrichment

ӹӹJob Enlargement

ӹӹReview Questions

Motivation is an effective instrument in the hands of a manager for inspiring the workforce and creating a confidence in doing things effectively. By motivating the workforce, management creates ‘will to work’ which is necessary for the achievement of organisational goals. Motivation involves getting the members of the group to perform effectively, to give their loyalty to the group and to carry out properly the purpose of the organisation. The following results may be expected if the employees are properly motivated:

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-- The employees will cooperate voluntarily with the management and will contribute their maximum towards the goals of the enterprise.

-- They will improve the skills and knowledge so that they are able to contribute to the growth of the organisation. This will also result in increased productivity.

-- The rates of labour turnover and absenteeism among the workers will be low.

-- There will be good human relations in the organisation as friction among the workers and the management will decrease.

-- The number of complaints and grievances will come down. Accident rate will also be low.

-- Contributes for the improvements in quality of products. Better quality of products will increase the public image of the business.

Motivation - Meaning

The word ‘motivation’ has been derived from the word ‘motive’ which means any idea, need or emotion that prompts a man into action. Whatever may be the behaviour of a man, there is some stimulus behind it. Stimulus is dependent upon the motive of the person concerned. Motive can be known by studying his needs and desires. Generally, different motives operate at different times among different people and influence their behaviour. The management should try to understand the motives of individuals which cause different types of behaviour.

Dubin has defined motivation as “the complex of forces starting and keeping a person at work in an organisation. Motivation is something that moves the person to action, and continues him in the course of action already initiated”. Motivation refers to the way a person in enthused at work to intensify his desire and willingness to use his energy for the achievement of organisational objectives.

According to Dalton E.McFarland, “Motivation refers to the way in which urges, drives, aspirations, striving or needs direct, control or explain the behaviour of human beings”. Motivation has close relationship with the behaviour of human beings. It explains how and why human behaviour is caused. Thus, motivation is a term which applies to the entire class of urges, derives, desires, needs and similar forces.

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Needs, Incentives and Motives

Need is the starting point of motivation. An unsatisfied need creates tension that stimulates drives within the individual. These derives generate a search behaviour to achieve particular goals that will satisfy the need and lead to reduction of tension. The action taken by the individual will lead to reward which satisfies the need and reduces tension.

NeedTension Search PerformanceReward

Behaviour

Need Satisfaction

Figure 16.1: Drivers of Motivation

Management can do its job effectively only through motivating people to work for the accomplishment of organisational objectives. But, it is difficult to understand motivation without considering what people want and expect from their work.

Human needs may be classified as: (1) basic physiological or primary needs, and (2) social and psychological or secondary needs. Some of the physiological needs are food, water, sleep, air to breathe, sex, clothing and shelter. These needs arise out of the basic physiology of life and are important for the survival of a man. They are virtually universal among people, but they exist in different intensity. Needs are also influenced by the social environment. One man may require wheat to satisfy his hunger, other may require rice for the same purpose.

Secondary needs are related to mind and spirit rather than to the physiology of life. Many of these needs develop as one matures. Instances are belongingness, recognition, self-esteem, sense of duty, self-assertion and so on. Actually, these are the needs which complicate the efforts of managers because the secondary needs vary among people much more than primary physiological or basic needs.

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