International Journal of scientific research and management (IJSRM)

||Volume||4||Issue||06||Pages||4270-4278||2016||
Website: www.ijsrm.in ISSN (e): 2321-3418

Motivation and its impact on organization

Amrita Dhaliwal

Research Scholar at Punjabi University

(UGC AND JRF Qualified)

House number994,Phase3B2 Mohali

(Punjab) Pin number:-160060

Email id :- [email protected]

ABSTRACT
Motivation is an internal feeling which can be understood only by manager since he is in close contact with
the employees. Needs, wants and desires are inter-related and they are the driving force to act. These needs
can be understood by the manager and he can frame motivation plans accordingly. We can say that motivation
therefore is a continuous process since motivation process is based on needs which are unlimited. Motivation
is important to an individual as it will help him to achieve his personal goals. If an individual is motivated, he
will have job satisfaction . Motivation is important to a business as the more motivated the employees are, the
more empowered the team is. The more is the team work and individual employee contribution, more
profitable and successful is the business. Motivation will lead to an optimistic and challenging attitude at
work place.
Keywords

Motivation, Affiliation, Dynamism, Organizational goals

Introduction by the effort ability to satisfy some individual

need”. In the opinion of Gray and Starke
The term „motivation‟ has been derived from the “motivation is the result of processes, internal or
word „motive‟. Motive may be defined as an inner external to the individual, that arouse enthusiasm
state of our mind that activates and directs our and persistence to pursue a certain course of
behaviour. It makes us move to act. It is always action”.
internal to us and is externalized via our
behaviour. Motivation is one‟s willingness to Factors enhancing employees’ motivation
exert efforts towards the accomplishment of
his/her goal. Let us consider a few important Employees want to earn reasonable salaries, as
definitions on motivation that will help us money represents the most important incentive,
understand the meaning of motivation more when speaking of its influential value (Sara et al,
clearly. Fred Luthans defined motivation as a 2004). Financial rewards have the capacity to
“process that starts with a physiological or maintain and motivate individuals towards higher
psychological deficiency or need that activates performance, especially workers from production
behaviour or a drive that is aimed at a goal or companies, as individual may use the money to
incentive”. According to Stephen P. Robbins satisfy their needs. Therefore, pay has a
“motivation is the willingness to exert high levels significant impact in establishing employees‟
of efforts toward organisational goals, conditioned diligence and commitment, being a key motivator

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 DOI: 10.18535/ijsrm/v4i6.09

for employees. Nevertheless, studies have shown communication between the managers and the
that pay does not boost productivity on the long workforce can instigate motivation, as the degree
term and money does not improve performance of ambiguity decreases.
significantly (Whitley, 2002). Moreover, focusing
only on this aspect might deteriorate employees‟ Motivation Cycle or Process:
attitude, as they might pursue only financial gains. Motivation is a process or cycle aimed at
Fortunately, there are other non-financial factors accomplishing some goals. The basic elements
that have a positive influence on motivation, such included in the process are motives, goals and
as rewards, social recognition and performance behaviour. A brief mention of these follows:
feedbacks. Numerous researches have also pointed
Motives:
out that rewards lead to job satisfaction, which in
turn influence directive and positively the Almost all human behaviour is motivated. It
performance of the employees. Moreover, rewards requires no motivation to grow hair, but getting a
are one of the most efficient tools of management hair cut does. Motives prompt people to action.
when trying to influence individual or group Hence, these are at the very heart of motivational
behaviour, as to improve organization‟s process. Motives provide an activating thrust
effectiveness. The vast majority of companies use towards reaching a goal. The examples of the
pay, promotion, bonuses and other types of needs for food and water are translated into the
rewards to motivate employees and to increase hunger and thrust drives or motives. Similarly, the
their performance. To develop salary structures, need for friends becomes a motive for affiliation.
according to the importance of each job,
individual performance and special allowances. Goals:
Employees can also be motivated through proper Motives are generally directed towards goals.
leadership, as leadership is all about getting thing Motives generally create a state of physiological
done the right way. In order to achieve these or psychological imbalance. Attaining goals
goals, the leader should gain the employees‟ trust restores balance. For example, a goal exists when
and make them follow him. Nevertheless, in order the body of the man is deprived of food or water
to make them trust him and complete their tasks or one‟s personality is deprived of friends or
properly for the organization, the employees companions.
should be motivated .The leaders and the
employees help one another to attain high levels Behaviour:
of morality and motivation. Trust represents the
Behaviour is a series of activities to be
perception of one individual about others and his
undertaken. Behaviour is directed to achieve a
willingness to act based on a speech or to comply
goal. For example, the man goes to saloon to cut
with a decision. Therefore, trust is an important
his hair. Diagrammed simply, the cycle or process
factor for an organization that wants to be
of motivation is presented in Figure 17.1 as
successful, as it has the ability to enhance
follows:
employees‟ motivation and foster interpersonal
communication. Irrespective of the degree of
technical automation, attaining high levels of
productivity is influenced by the level of
motivation and effectiveness of the staff.
Therefore, developing and implementing
employee training programs is a necessary
strategy to motivate workers. In addition, a good

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 DOI: 10.18535/ijsrm/v4i6.09

 Intrinsic Motivation:- Intrinsic motivation

means that the individual's motivational
stimuli are coming from within. The
individual has the desire to perform a
specific task, because its results are in
accordance with his belief system or fulfils
a desire and therefore importance is
attached to it.
Motivation is a theoretical construct used to
explain behaviour. It represents the reasons for Examples:-
people's actions, desires, and needs. Motivation
 Curiosity: We all have the desire to be in the
can also be defined as one's direction to
know.
behaviour, or what causes a person to want to  Honour: We all need to respect the rules and
repeat a behaviour and vice versa.[1] A motive is to be ethical.
what prompts the person to act in a certain way, or  Independence: We all need to feel we are
at least develop an inclination for specific unique.
behaviour.  Order: We all need to be organized.
 Power: We all have the desire to be able to
Types of motivation have influence.
 Social contact: We all need to have some
It's important to understand that we are not all the social interactions.
same; thus effectively motivating your employees  Social Status: We all have the desire to feel
requires that you gain an understanding of the important.
different types of motivation. Such an
understanding will enable you to better categorize  Extrinsic Motivation:-Extrinsic motivation
your team members and apply the appropriate means that the individual's motivational
type of motivation. You will find each member stimuli are coming from outside. In other
different and each member's motivational needs words, our desires to perform a task are
will be varied as well. Some people respond best
controlled by an outside source. Note that
to intrinsic which means "from within" and will
meet any obligation of an area of their passion. even though the stimuli are coming from
Quite the reverse, others will respond better to outside, the result of performing the task
extrinsic motivation which, in their world, will still be rewarding for the individual
provides that difficult tasks can be dealt with performing the task.
provided there is a reward upon completion of that
task. Become an expert in determining which type Extrinsic motivation is external in nature. The
will work best with which team members. most well-known and the most debated motivation
is money. Below are some other examples:

 Employee of the month award

 Benefit package
 Bonuses
 Organized activities

Other types of Motivation

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 DOI: 10.18535/ijsrm/v4i6.09

 Incentive:-A form of motivation that  Power:-The motivation of power can either

involves rewards, both monetary and take the form of a desire for autonomy or
nonmonetary is often called incentive other desire to control others around us.
motivation. Many people are driven by the We want to have choices and control over
knowledge that they will be rewarded in our own lives. We strive for the ability to
some manner for achieving a certain target direct the manner in which we live now
or goal. Bonuses and promotions are good and the way our lives will unfold in the
examples of the type of incentives that are future. We also often aspire to control
used for motivation. others around us. The desire for control is
 Fear:-Fear motivation involves stronger in some people than others. In
consequences. This type of motivation is some cases, the craving for power induces
often one that is utilized when incentive people to harmful, immoral, or illegal
motivation fails. In a business style of behaviour. In other situations, the longing
motivation often referred to as the, “carrot for power is merely a desire to affect the
and stick,” incentive is the carrot and fear behaviour of others. We simply want
is the stick. Punishment or negative people to do what we want, according to
consequences are a form of fear our timetable, and the way we want it
motivation. This type of motivation is done.
commonly used to motivate students in the  Social:-Many people are motivated by
education system and also frequently in a social factors. This may be a desire to
professional setting to motivate belong and to be accepted by a specific
employees. If we break the rules or fail to peer group or a desire to relate to the
achieve the set goal, we are penalized in people in our sphere or in the larger world.
some way. We have an innate need to feel a
 Achievement:-Achievement motivation is connection with others. We also have the
also commonly referred to as the drive for need for acceptance and affiliation.A
competency. We are driven to achieve genuine and passionate desire to contribute
goals and tackle new challenges. We and to make a difference in the lives of
desire to improve skills and prove our others can be another form of social
competency both to others and to motivation. If we have a longing to make a
ourselves. Generally, this feeling of contribution to the world around us, it is
accomplishment and achievement is generally a sign that we are motivated by
intrinsic in nature. However, in certain social factors.The real importance of
circumstances be motivation for understanding the different types of
achievement may involve external motivation is in our ability to determine
recognition. We often have a desire or which form of motivation is the most
need to receive positive feedback from effective for inspiring the desired behavior
both our peers and our superiors. This may in either others or ourselves. None of these
include anything from an award to a styles of motivation is inherently good or
simple pat on the back for a job well done. bad, the positive or negative outcome is
 Growth:-The need for self-improvement is truly determined by the way they are used.
truly an internal motivation. A burning  Achievement Motivation:-It is the drive to
desire to increase our knowledge of pursue and attain goals. An individual with
ourselves and of the outside world can be a achievement motivation wishes to achieve
very strong form of motivation. We seek to objectives and advance up on the ladder of
learn and grow as individuals. Motivation success. Here, accomplishment is
for growth can also be seen in our yearning important for its own sake and not for the
for change. Many of us are wired by our rewards that accompany it. It is similar to
personality or upbringing to constantly „Kaizen‟ approach of Japanese
seek a change in either our external or Management. This motivation is more
internal environment or knowledge. important for professionals.

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 DOI: 10.18535/ijsrm/v4i6.09

 Affiliation Motivation:-It is a drive to willingness in employees to work. This will

relate to people on a social basis. Persons help the enterprise in securing best possible
with affiliation motivation perform work utilization of resources.
better when they are complimented for  Improves level of efficiency of employees:-
their favourable attitudes and co-operation. The level of a subordinate or a employee
This motivation is of greater use where does not only depend upon his qualifications
money cannot be used to motivate, and abilities. For getting best of his work
especially minimum-wage employees and performance, the gap between ability and
contingent professionals. willingness has to be filled which helps in
 Competence Motivation:-It is the drive to improving the level of performance of
be good at something, allowing the subordinates. This will result into-
individual to perform high quality work.
Competence motivated people seek job a. Increase in productivity,
mastery, take pride in developing and b. Reducing cost of operations, and
using their problem-solving skills and c. Improving overall efficiency.
strive to be creative when confronted with d. There is best possible utilization of
obstacles. They learn from their resources,
experience. Specialists, like heart surgeons e. There is a co-operative work environment,
would feel motivated if they get chances to f. The employees are goal-directed and they act
operate upon unique cases. in a purposive manner,
 Power Motivation:-It is the drive to g. Goals can be achieved if co-ordination and
influence people and change situations. co-operation takes place simultaneously
Power motivated people create an impact which can be effectively done through
on their organization and are willing to motivation.
take risk to do so
 Attitude Motivation:-Attitude motivation  Employee satisfaction:-Motivation is an
is how people think and feel. It is their important factor which brings employees
self- confidence, their belief in themselves, satisfaction. This can be done by keeping
and their attitude to life. It is how they feel into mind and framing an incentive plan for
about the future and how they react to the the benefit of the employees. This could
past. initiate the following things:
 Incentive Motivation:-It is where a person
or a team reaps a reward from an activity. h. Monetary and non-monetary incentives,
It is “you do this and you get that”, i. Promotion opportunities for employees,
attitude. It is the type of rewards and prizes j. Disincentives for inefficient employees.
that drive people to work a little harder.
Most of the unorganized job workers get  Leads to stability of work force:-Stability of
motivated when they are offered more workforce is very important from the point
money. of view of reputation and goodwill of a
concern. The employees can remain loyal to
the enterprise only when they have a feeling
Importance of motivation to an organization of participation in the management. The
skills and efficiency of employees will
Motivation is a very important for an organization always be of advantage to employees as well
because of the following benefits it provides: as employees. This will lead to a good public
image in the market which will attract
 Puts human resources into action:- Every competent and qualified people into a
concern requires physical, financial and concern. As it is said, “Old is gold” which
human resources to accomplish the goals. It suffices with the role of motivation here, the
is through motivation that the human older the people, more the experience and
resources can be utilized by making full use their adjustment into a concern which can be
of it. This can be done by building of benefit to the enterprise.

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 DOI: 10.18535/ijsrm/v4i6.09

 Productive use of resources:-Modem employees. As a result, their commitment to

organisation work through physical, financial organisational work increases. Employees do
and human resources. The utilisation of their tasks loyally and enthusiastically, they
physical and financial resources depends on are not tempted to leave the organisation.
the willingness of people to work. This means reduced employee turnover.
Motivation enables people to convert Further, satisfaction on the job means
physical and financial resources into useful reduced absenteeism.
products. It helps management to get the best  Acceptance of changes:- Motivated people
out of human as well as non-human are not resistant to the changes taken into the
resources. organizations. Change is the law of nature
 Increased efficiency and output: Motivation and companies have to incorporate different
enables people to work enthusiastically. essential ones. With the help of effectively
Performance is a product of not merely motivated workforce, those changes will be
ability to do a task but the willingness to do accepted, introduced and implemented
the same with zeal and enthusiasm. without negative attitude and the
Motivation bridges the gap between the organization will be kept on the right track of
overall efficiency and output. This, progress.
ultimately, helps in reducing the cost of  Closer to organization:- Motivation brings
operation. employees closer to organization. As long as
 Achievement of goals: Motivation causes needs of employees are met through
goal directed behaviour. It helps people to attractive rewards, promotional
move in a desired direction and earn rewards. opportunities, etc. employees begin to take
In organisations where managers try to more interest in their company. They begin
understand the needs of employees and to think that there is no difference between
institute appropriate incentive systems, the interests of the enterprise and their
accomplishment of goals in fairly easy. If interests. This helps in developing cordial
people are not properly motivated, no useful relations between management and workers.
purpose can be served be planning,  Cost savings: Motivated employees will not
organising and staffing functions. only work faster, but they will use their
 Development of friendly relationships: creativity to recommend process
Motivation brings employees closer to improvements that can lead to millions of
organisation. The needs of employees are dollars of saving for your organization.
met through attractive rewards, promotional  Increased quality: Motivated employees will
opportunities, etc. employees begin to take produce quality products, costing you less
more interest in organisational work. Their resources for rework.
morals are high. They begin to think that the  Reduced turn over: Turn-over doesn't only
enterprise belongs to them and the interests cost you money to replace the individuals,
of the enterprise are their interests and there but it also slows down your organization's
is no difference between them. This helps in progress while replacements are being
developing cordial relations between trained.
management and workers.  Speed to market: Everyone wants their
 Stability in workforce: Attractive product or services yesterday! Actually, the
motivational schemes satisfy the needs of day you release your new product, people
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 DOI: 10.18535/ijsrm/v4i6.09

will already want a newer version! Having a  Meeting Personal Goals Help an Employee
motivated workforce will ensure that your Stay Motivated and Feel About Themselves
product release cycle is reduced minimally. to Continue to Produce – Motivation can
 Increased product value: With motivated facilitate a worker reaching his/her personal
employees you will have a better product or goals, and can facilitate the self-development
service, because the staff will feel like this is of an individual. Once that worker meets
their product and will want to make sure that some initial goals, they realize the clear link
it provides real value to the customers. They between effort and results, which will further
will go the extra mile to make your product motivate them to continue at a high level.
stand out of from the competition! This relates closely to…
 Contributing to a better society: Motivated  Greater Employee Satisfaction – Worker
employees make happy people, who in turn satisfaction is important for every company,
contribute to a better society. as this one factor can lead towards progress
 Discipline:-Motivation promotes self- or regress. In the absence of an incentive
discipline. The idea of discipline generally plan, employees will not fill ready to fulfill
carries a negative connotation. Subordinates their objectives. Thus, managers should seek
obey a superior and maintain orderly to empower them through promotion
behaviour for fear of punishment. But opportunities, monetary and non-monetary
motivation raises discipline to a positive rewards, or disincentives in case of
level. The self-discipline of an individual inefficient employees.
costs less and accomplishes much more than  Raising Employee Efficiency– An
the discipline imposed by the boss from employee‟s efficiency level is not strictly
above. Committed workers discipline related to his abilities and qualifications. In
themselves. They feel that by doing so they order to get the very best results, an
further their own interest. employee needs to have a perfect balance
 Dynamism:-There is an element of between ability and willingness. Such
dynamism in motivation. When the rank and balance can lead to an increase of
file workers and managers are properly productivity, lower operational costs, and an
motivated, a kinetic energy is generated overall improvement in efficiency, and can
which produces a tremendous impact not be achieved only through motivation.
merely on the productivity and profits of an  Better Team Harmony – A proper work
organisation but also on its industrial environment focused on cooperative
relations, public image, stability and future relationships is highly important for an
development. organization‟s success. Not only that it can
 Human Capital Management – a company bring stability and profits, but employees
can achieve its full potential only by making will also adapt more easy to changes, fact
use of all the financial, physical, and human which is ultimately in the company‟s benefit.
resources that it has. It is through these  Workforce Stability – Stability of the
resources that the employees get motivated personnel is highly important from a
to accomplish their duties. This way, the business point of view. The staff will stay
enterprise begins to glisten as everyone is loyal to the enterprise only they meet a sense
doing their best to fulfil their tasks. of participation within the management side.
The abilities and potency of staff can be used
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 DOI: 10.18535/ijsrm/v4i6.09

in their own advantage, but also in the employee delivers on the job, he is likely to
benefit of the company. This may cause an be rewarded accordingly. As such, better
honest public image within the market which levels of performance are more likely to get
can attract competent and qualified an employee recognized amongst other
individuals into the business. workforce, thereby being benefited with an
 More Loyal Workforce:-The more appraisal, promotion, or increased salary pay.
employees are motivated, the more loyal
they are towards their work and the
Conclusion
organization, on the whole. It proves to be
expensive for the organization to hire new After the needs are satisfied, people will focus
employees by investing time and money on more on job performance. People also see social
their recruitment. Plus, they come with a systems, so the sociability aspect of effective
high employee turnover (the cost of organizations cannot be neglected. Last but not
replacing an employee with another one) to least, personal growth is also important to people,
the company. On the other hand, loyal as self-actualization and the need for achievement
and growth are vet powerful needs that influence
workers lead to saving money in recruitment
the development of effective organizations.
costs, training, and lost productivity, thereby
Management should evaluate employee
reducing the employee turnover to a great
suggestion scheme and use the feedback from the
extent. Besides, a company with a group of
workforce to improve the organizational
motivated and loyal workers is more likely to environment and fulfil their needs and skills.
gain a good reputation amongst potential People are different and they are motivated by
workers and clients. diverse needs, such as physiological needs, safety
 Better Creativity:-A motivated workforce requirements and self-actualization needs. Thus,
tends to work freely and more passionately focusing on employees at every level of the
on the tasks assigned. As such, these workforce and analyzing each department of the
employees display improved and better organization will provide detailed accurate
levels of creativity and imagination on the information regarding the needs of employees. A
job. As a result, a group of innovative and motivated and qualified workforce is essential for
inspired employees help in taking the any company that wants to increase productivity
business to step forward with creative ideas and customer satisfaction. In this context,
flowing all the while for the betterment of motivation means the willingness of an individual
the organization. For inducing more to do efforts and take action towards
creativity amongst employees, the organizational goals. The challenge for any
manager is to find the means to create and sustain
supervisors have to design such a leadership
employee motivation. On one hand, managers
style which constantly encourages them to
should focus on reducing job dissatisfaction
provide suggestions, new product ideas, and
(working conditions, salary, supervision,
new cost effective ways of delivering better
relationship with colleagues), while on the other
performances. hand should use motivating factors such as
 Appraisal Opportunities:-The more achievement, recognition, responsibility and the
motivated employees are towards their job work itself. Employee participation and
goals and objectives, the better are their empowerment do not only enhance efficiency,
chances of getting promoted. Depending growth and innovation but they also increase
upon the interest and hard work that an employee motivation and trust in the organization.
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 DOI: 10.18535/ijsrm/v4i6.09

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