Notes

who can motivate, influence and create good communication with employees to achieve specific goals.
motivation refers to process by which a persons efforts are energised, directed and sustained to achieve the goals of the firm.

early theory
1) maslows need theory - employees can be motivated depending upon the level of his or her needs.
its composed of 5 levels of needs.
a) physiological needs.
b) safety needs c) social needs d) esteem needs e) self actualisation.

2) Mcgregor's theory - looks at motivation from 2 angle - theory x and theory y.
theory x - Negative theory according to employee motivation. the employees are dissatisfied and dislike the work they do and therefore try to avoid responsibilities. In this scenario, higher control of employees are needed due to their lack of motivation.
theory y - its is a positive theory, where employees enjoy the work and are internally and highly motivated. They agree to accept responsibilities and execute the task through self control and direction.

3)herzbergs two factor theory -
(a) Intrinsic factors - linked to motivation and arise from the conditions of the job itself. the factors for job satisfaction include recognition, acheivement, opportunities for growth and advancement.
(B) extrinsic factors - are associated with job dissatisfaction and are linked to things such as job security, organisational politics, working conditions etc.

4) Mclelland's Theory (3 needs theory)
- need for affiliation - this is a need for friendly relationships and human interaction. there is a need to feel liked and be accepted by others and also feel like they belong to the firm and are respected.
- need for power - this is a need to lead others and make an impact. it is could be considered in 2 ways, either for personal power or institutional power (authority) - higher authority will lead to higher levels of achievement.
- need for acheivement- this is the need to achieve, excel and succeed. a person with this type of need will set goals that are challenging but realistic.

contemporary theories -
1) goal setting theory - major source of motivation is to work towards the organisational goal.
- goals maybe challenging or simple that can be achieved by any levels of the organisation.
- it requires long term commitment from the employees.

2) reinforcement theory - It states that an individuals behaviour is a function of its consequences. An indidivuals behaviour with positive consequences tends to be repeated but an individuals behaviour with negetive consequences tend to not be repeated.

3) Job design theory- the general concept is that workers are motivated to perform better when they find satisfaction in their jobs. For this, the job needs to be designed to reflect the skills, abilities and experiences of the employes.
there are 2 types of job design - 1) job enlargement -
2) job enrichment - to promote and train the employee professionally in his field of specialisation to do the job effectively.

4) equity theory - higher the individuals perception of fairness, greater the motivation level. while evaluating fairness, employees compares the job input (in terms of contribution) to output and compares the same with that of employees under the same category.

5) Expectancy Theory - an individual tends to act a certain way based on expectation the act will be followed by an outcome.
i) expectancy (effort - perfomance linkage) - the perception that better efforts will result in better performance.
ii) Instrumentality - the perception that if you perform well, then a valid outcome will be there
iii) Valence - the attractiveness/ importance of the performance reward to the individual.

FACTORS INFLUENCING MOTIVATION
i) cross cultural factors -
ii) professional motivation -
iii) flexibility of work and freedom to make decisions
iv) recognition
v) pay-for-performance.