B.
Sc DEGREE COURSE IN
NURSING(BASIC)
Management in Nursing Services and Education
• UNIT:IV - ORGANIZATIONAL BEHAVIOUR
AND HUMAN RELATIONS.
Concepts and Theories of Motivation
Prof.R.Priscilla Inbarathi , Principal. 1
OBJECTIVES
After studying this topic, students should be
able to
• Define Motivation
• Identify the importance of Motivation
• Describe the Theories of Motivation
• Recognize the motivation climate
• To learn the strategies
2
Introduction
• Motivation is derived from the word “motive”
which means needs, desires, wants or drives
within the individuals.
• It is the process of stimulating people to actions
accomplish the goals.
• The Psychological factors stimulating the
peoples behaviour can be desire for money,
success, reorganization, job satisfaction and
team work.
3
Definition
• “Motivation is the act of stimulating some one or
oneself to get a desired course of action or to
push the right bottom to get a desired reaction.”
By. Michal, J. Jucius
• Motivation is the process of arousing the action,
sustaining the activity in process and regulating
the pattern of activity. - Young
4
Importance of Motivation
• Puts human resources into action.
• Improves level of efficiency of employees.
• Leads to achievement of organizational goals.
• Builds friendly relationship.
• Leads to stability of work force
5
Contd...
• Motivation means the classes of operations
used to produce and measure changes in
performance and changes in energy output.
By- Underwood
• Motivation refers to all the internal conditions
that stir up activity and sustain activity of an
individual. By- Guilford
6
Theories of motivation:
• Drive Theory
• Incentive Theories
• Maslow Theory of human Motivation
• Motivation –Hygiene Theory.
7
Drive/Push Theory.
• The Behaviour is pushed towards goals by
driving states with in a person.
• When an internal driving state is aroused the
individual is pushed to engage in behaviour
which will lead to a goal that reduces the
intensity of driving state.
8
Contd.......
Motivation consists of
• A driving state
• The goal directed behaviour initiated by the
driving state.
• The attainment of an appropriate goal
• The reduction of the driving state and
subjective satifaction and relief when goal is
reached
9
Incentive/Pull Theory
• Incentive means the motivational value of a
reinforcer
• In contrast with the push/drive theory, incentive
theory is pull theory of motivation because of
certain characteristics they have the goal which
pulls the behaviour towards them.
• Incentives can be positive (Wages, salary, vacation
, bonus...) and negative (Punishments....)
10
Maslow Theory of human Motivation
• According to him, needs at the lower levels of
the hierarchy dominate an individual’s
motivation as they are unsatisfied.
• Once these are adequately satisfied, however,
the higher needs occupy the individual’s
attention and efforts.
• Needs were categorised as five levels of lower
(Physiological, safety needs ) to higher order
needs(Social, esteem, self actualization).
11
Contd...
12
Contd....
• Physiological Motivation: Provide ample breaks
for lunch , pay salaries that allow workers to
buy life's essentials.
• Safety Needs: Provide a working environment
which is safe, relative job security, and freedom
from threats.
• Social Needs: Generate a feeling of
acceptance, belonging by reinforcing
team dynamics.
13
Contd.....
• Esteem Motivators: Recognize
achievements, assign important projects,
and
provide status to make employees feel
valued and appreciated.
• Self-Actualization: Offer challenging and
meaningful work assignments which enable
innovation, creativity, and progress according
to long-term goals.
14
TWO FACTOR THEORY
• According to Herzberg, Intrinsic factors that
result in job satisfaction while extrinsic factors
are associated with dissatisfaction
• Motivators – factors such as Recognition, sense
of achievement, growth and promotional
opportunity, responsiblity, meaning fullness of
work)
• Hygiene factors –(factors such as Pay, Company
policies, Fringe benefits, Physical working
condition, status, inter personal relations, job
security)
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Contd....
Motivating Factor Hygiene Factor
•Achievement
• Company policy
• Recognition
• Supervision
• Work itself • Relationship w/Boss
• Work conditions
• Responsibility • Salary
•Advancement
• Relationship w/Peers
•Growth 16
THEORY OF X & Y
• In 1960, Douglas Mc Gregor suggested this theory.
• Theory X & Y suggests 2 aspects of human
behaviour at work
• Theory X – Negative behaviour/pessimistic view of
employees. Assumption that employees dislike work
are lazy, dislike responsibility and must be coerced
to perform
• Theory Y – assumption that employees like work are
creative, seek responsibility and can exercise self
direction
17
ERG THEORY ( CLAYTON ALDERFER )
• There are three groups of core needs.
Existence, relatedness, and growth
• Existence: Provision of basic material
requirements
• Relatedness: desire for relationships
• Growth: desire for personal development
• Cocepts
• More than one need can be operative at the
same time.If a higher level need cannot to
be fulfilled, the desire to satisfy a
lower-level need increases
18
19
DAVID MCCLELLAND’S THEORY OF
NEEDS
• NEED FOR ACHIEVEMENT
The drive to excel, to achieve in relation to a
set of standards, to strive to succeed.
• NEED FOR AFFILIATION
The desire for friendly and close
interpersonal relationships.
• NEED FOR POWER
The need to make others behave in a way
that they would not have behaved otherwise.
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GOAL - SETTING THEORY ( EDWIN
LOCKE)
• Goal – setting theory
The theory suggest that specific and difficult
goals, with feedback, lead to higher
performance.
• Self – efficacy
The individual’s belief that he or she is
capable of performing a task.
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REINFORCEMENT THEORY
• Behavior is a function of its consequences
• CONCEPTS:
• Behavior is environmentally caused
• Behavior can be modified ( reinforced ) by
providing ( controlling ) consequences.
• Reinforced behavior tends to be repeated.
22
EQUITY THEORY
• Individuals compare their job inputs and
outcomes with those of others and then respond
to eliminate any inequities
• Refer comparisons
• Self – inside
• Self – outside
• Other – inside
• Other – outside
23
Contd….
• Distributive justice
• Perceived fairness of the amount and
allocation of rewards among individuals
• Procedural justice
• Te perceived fairness of the process used
to determine the distribution of rewards.
24
Creating motivating climate
The manager has to create:
• Conditions where workers energies are not
extended totally in meeting their basic need
• A climate for inter dependent work
• A competitive climate through recognition of
good work
• A productive climate through personal
example.
25
Contd.....
• Problem solving approach rather than avoidance
• Motivate individually through guidance and
counselling.
• Positive reinforcement in a specific or relevant
performance.
• Reward feedback system.
26
Other Strategies
• Have a clear expectations for workers and
communicate effectively.
• Be fair and consistent when dealing with all
employees.
• Be a firm decision maker using an appropriate
style.
• Develop the concept of team work.
• Know the uniqueness of each employee.
• Provide opportunity for growth.
27
SUMMARY
• The topic summarizes the following on
motivation . Definition, Importance, Various
theories of motivations such as Drive theory ,
Incentive theory, Maslow’s theory, Two factor
theory, E.R.G theory, David theory,
Reinforcement theory , Goal setting theory
,Equity theory. Creating motivation and
strategies .
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REFERENCE
• B. T Basvanthappa, Management of nursing
services and education ,Jaypee Publications
-2011.
• Pramilaa R. Nursing communication and
educational technology .Jaypee Publication
2010.
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