MOTIVATION

Course Coordinator :
Miss Asbah Zia

Prepared by :
Umair Aslam 2012-TE-26
Askari Abbas 2012-TE-15
Abdul Rehman 2012-TE-42
Jazib Hassan 2012-TE-17

Definition :
Motivation is an internal process that makes a
person move toward a goal. Motivation, like
intelligence, cant be directly observed.
Instead, motivation can only be inferred by
noting a persons behavior.
Motivation is what causes us to act, whether it
is getting a glass of water to reduce thirst or
reading a book to gain knowledge.

Factors Affecting Motivation of

Staff:

Motivation of staff is affected by three

critical factors.....
1- The individual needs.
2- Job Design.
3- Work Environment.

1-The individual needs:

The needs of an individual are important

motivators. These make the person work
with enthusiasm & interest.

The significant individual

needs are :

a) Need for Power :

Which results in a strong desire to influence staff,
stimulate them to work, making them achieve positions
of leadership.

b) Need for Achievement :

results in a desire to do something better or more
efficiently than others. All the staff working in a
particular area should be given equal chance to attend
the refresher courses related to that particular area.

2- Job Design :

Job design is another motivator to

satisfy, signify and give value to
employees encouraging them to
perform well.

3-Work Environment :

There are many conditions in the

environment which could possibly effect
the motivation of staff. It is seen by
Behavior Modification Theorist that
employees perform positively if
environment is favorable for them.

COMPONENTS OF MOTIVATION :
Anyone who has ever had a goal (like wanting to
lose ten pounds or wanting to run a marathon)
probably immediately realizes that simply having
the desire to accomplish something is not enough.
Achieving such a goal requires the ability to persist
through obstacles and endurance to keep going in
spite of difficulties.
There are three major components to motivation:
activation, persistence, and intensity.

1. Activation
involves the decision to initiate a
behavior, such as enrolling in a
psychology class.

2. Persistence
It is the continued effort toward a goal
even though obstacles may exist, such
as taking more psychology courses in
order to earn a degree although it
requires a significant investment of
time, energy, and resources.

3. Intensity
It can be seen in the concentration and
vigor that goes into pursuing a goal.
For example, one student might coast
by without much effort, while another
student will study regularly, participate
in discussions and take advantage of
research opportunities outside of class.

INTRINSIC AND EXTRINSIC

MOTIVATION :
A motivation may be intrinsic, extrinsic, or
both. Intrinsic motivation is the motivation to
act for the sake of the activity alone. For
example, people have intrinsic motivation to
write poetry if they do it simply because they
enjoy it. Extrinsic motivation, on the other
hand, is the motivation to act for external
rewards. For example, people have extrinsic
motivation to write if they do so in the hopes of
getting published, being famous, or making
money.

THEORIES OF MOTIVATION :
1. Drive Reduction Theories

Drive reduction theories of motivation suggest that people act

in order to reduce needs and maintain a constant physiological
state. For example, people eat in order to reduce their need for
food. The idea of homeostasis is central to drive reduction
theories. Homeostasis is the maintenance of a state of
physiological equilibrium.
Drive reduction theories fail to explain several aspects of
motivation:
People sometimes arent motivated by internal needs.
Example: Some people fast for long periods for political
causes, despite feeling extreme hunger.

2. Maslows Hierarchy of Needs

In the 1970s, the psychologist Abraham Maslow suggested
that people are motivated by a hierarchy of needs:
First, most basic level: physiological needs, such as the need
for food, water, safety, and security.
Second level: needs for social interaction, such as the need to
belong.
Third level: needs for esteem, which include the need for
respect from oneself and others.
Fourth level: needs for self-actualization, or realizing ones
full potential.
Maslow believed people pay attention to higher needs only
when lower needs are satisfied.

Conclusion :
Motivation Leads To:

1- Motivation satisfaction:
Is the degree to which individuals feel positively or
negatively about their jobs.

2- Organizational commitment:
Refers to the degree to which a person strongly
identifies with and feels a part of the organization.

3- Job involvement:
Refers to the willingness of a person to work hard and
apply effort beyond normal job expectation.

4- Cause High Performance:

Rewards Cause Both Satisfaction and
Performance:
It suggests that a proper allocation of rewards can
positively influence both performance and
satisfaction.