Motivation defination and it's importances.

MOTIVATION
Motivation is drive from the word motive. “A motive is an inner state that energizes activates or move and direct or channels behavior toward goals.”Motivation represent an unsatisfied need which creates a state of tension or disequilibrium, causing the individual to move in a goal directed pattern towards restoring a state of equilibrium by satisfying the need. According to the Encyclopedia of management, “ Motivation refers to the degree of readiness of an organization to pursue some designated good and implies the determination of the nature and locus (particulars position, point or place) of the force, including the degree of readiness.”Definition of Motivation:There are many definition\s pf motivation by different management theorists and practitioners. The term motivation is derived from the Latin word MOVERE, which means to move.Stephen P. Robins define motivation as “ The willingness to exert high levels of efforts towards organizational goal, conditions by the efforts ability to satisfy some individual needs.”PROCESS OF MOTIVATIONThe Basic Motivation ProcessNEED DRIVE GOOGDS/INSENTIVIES(DEFICIENCY) (Deficiency with Direction) (Reduction of drives and fulfills deficiencies)NEED: Need is deficiency. Needs are created whenever there is a physiological or physiological imbalance.DRIVE: Drive is a deficiency with direction. They are action oriented and provide and emerging thrust towards goal accomplishment. INCENTIVES: Incentives is anything that will alleviate a need to reduce a drive.MPORTANCE OF MOTIVATION:1. Effective use of resources.2. High efficiency.3. Accomplishment of organizational goals.4. Reduce labor turnover and absenteeism.5. Health industrial relation.6. Improved corporate image.
NEED THEORIES OF MOTIVATION:
Human behavior is basically a need-based phenomenon and it is, therefore, greatly influenced by the needs. These theories are based on the assumption that an individual behaves in a particular manner to satisfy his needs. These theories are also known as “content theories” and focus on inner needs that influence behavior of the individual. So provision to reduce or satisfy their needs would force them to behave in a particular way. Some of important needs of theory are being discussed as under:
NEEDS THEORIES OF MOTIVATIONMOSLOW’S NEED HIERARCHY
This theory of motivation has received more attention from the managers than any other theory. Abraham Maslow, an eminent U.S psychologist as classified human needs in a logical convenient way that has important implications for managers. In this theory he has pointed out and explain how needs influence human behavior. Maslow’s viewed human motivation as a hierarchy of the five needs ranging from most basic psychological needs the highest needs for self-actualization. SelfActualizationNeedsEsteem NeedsSocial Needs Safety and security Needs Physiological NeedsMOSLOW’S NEED HIERARCHYi) Physiological Needs: These are most basic needs including food, shelter, and clothing. These needs are most powerful motivators as individuals can’t survive without them. Psychological needs must be satisfied to some level or these should be partially satisfied. Before the individual moves to satisfy other higher category needs. Maslow observed “that man lives by bread alone, when there is no bread.”ii) Safety Needs: After the satisfaction of physical needs to a relative extent, one feels concerns about safety from future uncertainty, enemies and other threats. These are essential needs of self-preservations. At this stage and individual being to think for future and makes efforts to provide for rainy days. It is concluded by Maslow that employees needs sufficient wage to feed, to take shelter to protect them and their families and a safe working environment before attempting to satisfy other needs to the higher order. iii) Social Needs: After having secured satisfaction for physical needs and safety and protection for future, one focuses next on satisfying needs of love and affection, which are known as social needs. Social needs include the needs to love and beloved and the need to belong and be identified with a group. Though this needs in strongly felt by an individual is respect of family, it also affects work environment. As with the first two levels of needs, relative satisfaction of social needs gives rise to next higher level need.iv) Esteem needs: Employees in the organization who perceive themselves as worthwhile are said to have esteem needs. Self respect a key to such needs. Much of our self respect comes from being accepted and respected by others but esteem needs will emerge only when lower category of needs are satisfied to a relative extent esteem needs included need for self respect and appreciation from others status and prestige in the society etc.v) Self-actualization needs: At the top of Maslow’s hierarchy of needs there lies the need of self-actualization. It is an open ended need; because it relates to the need to become more and more what one is to become everything that one is capable of becoming. It includes need for realization of one’s full potentials of development, maturity and autonomy. On the relative satisfaction of this need an individual become growth oriented, self directed detached and creative. HERZBERG’S TWO-FACTOR THEORY:Herzberg a U.S behavioral scientist has proposed a theory of employee motivation based on satisfaction. His theory advocated that satisfied employee is motivated from within to work harder and dissatisfied employee is not self motivated. Since Herzberg research has discovered two sets of factors associated with satisfaction and dissatisfaction of tea employee therefore it is known as Herzberg’s two-factor theory. The first set of factors known as satisfiers or motivators are responsible for self-motivation of employees. These factors include job, its importance, opportunities it provides for advancement, achievement, recognition and sense of responsibility etc. These factors are known as job content factors and are real motivators because they are capable of providing satisfaction to the employees. These are known as intrinsic factors.The second set of factors called hygiene factors or maintenance facts or dissatisfiers which include working condition job security, salary, quality of supervision, organizational policies. Interpersonal relationships and other factors in the immediate work environment. They are job context and extrinsic to the job. Any deficiency or absence of these factors would simply create dissatisfaction demotivation and low performance but their presence lose not motivate the employees. They have been considered as hygiene factor or maintenance factors because their role is supportive just to maintain healthy and congenial atmosphere in work setting.By identifying and differentiating various factors as dissatisfiers and motivators, Herzberg has encouraged managers to think carefully about what actually motivates the employees. According to Herzberg the opposite of job satisfaction is nil, job dissatisfaction but rather no job satisfaction.

CONCLUSION:Motivation can be defined as a process that is initiated by a psychological or psychological deficiency or need, which triggers a specifics behavior or derive in order to achieve a goal or incentives. It consists of three interacting and inter dependent elements-needs, drives and incentives.Some emerging theories namely control and agency theories have been receiving attention in the recent years. One version of the control theory states that control is basically a cognitive phenomenon and determines people ability to control their lives or their jobs. Another version of this theory focuses on the management function of control. It states that controlling both the inputs and outputs of the organization is important for effective management. The agency theory assumes that an agency relationship exists in most organization. It hives a clear idea as to how the principal i.e, owners, board of directors, or top management can avoid their interests conflicting with those of the agents i.e., subordinates, middle management or shop floor employees.