Managerial Skills

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Module-3 : Motivation Skills

▰ Meaning, Hierarchy of Motivation;

▰ Power of Purpose,
▰ 8 Skills of Motivation,
▰ Situational Motivation, & Stimulus Control,
▰ Solving Behavioral Problems,
▰ Motivating Teams,
▰ Keys to Intrinsic Motivation,
▰ Motivation & Motivational Cycles.
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Nature of Motivation

Every Organization must have to:

- Attract competent people & retain them.
- Allow people to perform tasks for which they were hired.
- Stimulate people to go beyond routine performance & overreach themselves in their work.
Basic Principle is that “the performance of an individual depends on his/her ability backed by
motivation”.
Algebraically, Performance = f (ability x motivation)

▰ Ability: “Skills & competences of the person to complete a given task”.

▰ Motivation: “Set of forces that causes people to behave in certain ways”.
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Motivation

Motivation is “the result of processes, internal/external to the individual, that arouse

enthusiasm & persistence to pursue a certain course of action”
Motivation: “The processes that account for an individual’s intensity, direction,
persistence of effort toward attaining a goal.”.
- Intensity describes how hard a person tries. This is the element most of us focus on when we talk
about motivation.
- However, high intensity is unlikely to lead to favorable job-performance outcomes unless the effort
is channeled in a Direction that benefits the organization.
- Effort directed toward, & consistent with, the organization’s goals is the kind of effort we should
be seeking.
- Motivation has a Persistence dimension. This measures how long a person can maintain effort.
- Motivated individuals stay with a task long enough to achieve their Goals. 5
Importance of Motivation

1) Motivation coupled with ability leads to performance. Employees look for new ways to do a
job.
2) Motivated employee generally is more quality-oriented.
3) Highly motivated workers are more productive than apathetic workers.
4) Every organization requires human resources, in addition to the need for financial &
physical resources for it to function.
5) Motivation as a concept represents a highly complex phenomenon that affects, & is affected
by a multitude of factors in the Org. milieu.
6) Increasing attention is paid towards motivation can be found in the present & future
technology required for production.
7) Many Org. are now beginning to pay increasing attention to developing their employees as
future resources (“Talent Bank”) upon which they can draw as they grow & develop. 6
Maslow’s Needs Hierarchy Theory
(Hierarchy of Motivation)….
Maslow proposed that people are motivated by 5
categories of needs which are represented as a
Pyramid.

- Simplest & Widely discussed Theory of Motivation.

- According to Maslow, as each need becomes

substantially satisfied, the next one becomes
dominant.

So if you want to motivate someone, you need to

understand what level of the hierarchy that person is
currently on, & focus on satisfying needs at or above
that level. 7
Maslow’s Needs Hierarchy Theory
(Hierarchy of Motivation)….
- Physiological needs. The most basic level in the - Esteem needs. It represents the higher needs
hierarchy, corresponds to the unlearned primary needs of humans: power, achievement, & status. Maslow
such as hunger, thirst, sleep, etc. carefully pointed out that the esteem level contains
both Self-esteem & Esteem from others.

- Safety needs. Second level of needs is roughly

equivalent to the security need. Maslow stressed - Needs for Self-actualization. Maslow’s
emotional as well as physical safety. The whole organism major contribution, he portrays this level as the
may become a safety-seeking mechanism. culmination of all the lower, intermediate, & higher
needs of humans.
- People who have become self-actualized are self-
fulfilled & have realized all their potential. In effect,
- Belongingness & Love needs. Third/
self-actualization is the person’s motivation to
intermediate, level of needs loosely corresponds to the
transform perception of self into reality.
affection & affiliation needs.
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Power of Purpose….

- People need purpose. Without it, we are aimless, unmotivated, & likely unhappy.
On a personal level, the search for purpose can be profound & life changing. In the workplace,
purpose may not be life changing, but it certainly provides employees with the direction & motivation
they need to be most effective.

For some, purpose is about creating a better world, helping others or creating a revolutionary
product. For others, their sense of purpose is fueled by a personal drive to be the best they can be.

- The power of purpose to help companies grow, help employees feel fulfilled, challenge the status
quo & unleash generation-defining change is extraordinary.

“Purpose is the certainty that there’s more value to your work than the daily responsibilities of
meetings, tasks & deadlines”.
It’s the higher purpose that propels us to go further, work harder & think a little differently. 9
Power of Purpose…

Purpose begins by finding the answer to a simple Question: Why do you work?

- Disengaged employees do what is required, & nothing more. Their work is transactional,
scope-restricted & formulaic.

- Engaged & Motivated employees exhibit more problem-solving creativity & are more
innovative, collaborative & future-focused. They find personal meaning in their work & reap a
higher emotional value from their contribution. For engaged employees, work has a purpose
beyond their task list.

- Making work mean more can unlock new levels of “Loyalty, Innovative thinking, Personal &
Team performance & Revenue growth”.
- “The absence of purpose creates more than just an absence of motivation. It can be actively
damaging to a company’s existence”. 10
Power of Purpose..
Power of Purpose & Motivation can help to understand the different factors that influence team’s
motivation levels. Following are some useful tips:

1) Identify what motivates team members.

By identifying what factors motivate team members, we can ensure they are in roles where they use
their natural strengths & internal drive. Motivated people can influence others to pursue a task / goal
to the best of their ability & increase overall team spirit. Employees who are motivated by a need for
achievement often want to accomplish tasks themselves/indipendently rather than rely on the team.

2) Celebrate wins, big & small.

Publicly recognize and reward all wins, both big & small, to keep everyone motivated. These
acknowledgments will likely motivate the entire team, making the tasks more enjoyable.
Ex: If your team reaches a small milestone, you could give them extra time off work, a party or even
just breakfast in the office. This will allow employees to see that their goals—however challenging—
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are realistic & that recognize the effort.
Power of Purpose

3) Set challenging & Achievable goals.

Motivated team members are naturally confident & have a strong belief in their own abilities.
Through their own sense of self-belief, they will increase the confidence of the overall team & make
the group more capable of meeting challenging goals.
Assigning difficult but achievable tasks could inspire the power-motivated team members, who will
rally the rest of the team to rise to the occasion. It also gives employees the opportunity to build
skills & develop their careers.

4) Give credit when due.

When someone has a good idea, or if they motivate the team, attribute the idea or success to them
publicly. This should make them feel valued & motivate them.
Ex: If an employee comes to you with an idea that your team decides to utilize, publicly acknowledge
that they came up with it, even if the idea changes somewhat during the planning or implementation
phase. Continue attributing responsibility to that team member through the completion of the goal. 12
8 Skills of Motivation

1) Consistency
2) Persistence
3) Communication
4) Setting up Objectives
5) Persuading employees to achieve the set Objectives
6) Encouraging Team spirit, Team-building, & Working in Teams
7) Responsive
8) Monitoring & Guiding

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Situational Motivation

Situational Motivation: refers to “the motivation individuals experience when they are
currently engaging in an activity / as per the current situation”.
- If the employee feels motivated due to the situation that he experiences, then such
motivation is known as “Situational motivation”
- Situational Motivation denotes the concepts of particular “time & a current context of motivation”.
Situational Motivation can be associated with “Situational Cues”. If the motivation has
been positive, then similar cues can be generated in a business atmosphere.
Ex: Music in the working atmosphere can create a feeling of well-being which leads to positive
motivation.
- Situational Motivation Scale (SIMS) is designed to assess the constructs of “Intrinsic
motivation, Identified regulation, External regulation, & Motivation”.
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Stimulus Control…
- “Stimuli are events in the environment that influence behavior”.
- “Stimulus is an item / a happening that initiates a reaction in a person”.
Ex: Stimuli & their responses:
- You are hungry so you eat some food. - A rabbit gets scared so it runs away.
- You are cold so you put on a jacket.
Stimulus Control
Stimulus control is a term “used to describe situations in which a behavior is triggered by
the presence or absence of some stimulus”.
- Stimulus control is the regulating of the stimulus.
Ex: If a person always eats when watching TV, then eating behavior is controlled by the stimulus of
watching TV.
- A student might be talkative with friends but silent in class, the social environment is exerting
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stimulus control over talking.
Stimulus Control

Stimulus control can also be described as “prototyping of the intended work & showing
it to the concerned worker to understand the work & how it is to be done”.
- Stimulus control can be achieved simply by the
presence / absence of some stimulus.
- Behaviour can be modulated through stimulus
control.

- Manager should try to either enhance some

stimulus / refrain stimulus from occurring in the
business environment.
- Ex: Vestibule training, Physical training through
demonstration by prototype are useful.
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Solving Behavioral Problems….

“Employee behavior is defined as an employee’s reaction to a particular situation at

workplace”.
- Employees need to behave sensibly at workplace not only to gain appreciation & respect
from others, but also to maintain a healthy work culture.
- One needs to adhere to the rules & regulations of workplace.
- Negative behavior of a single employee can spoil the entire work culture. One needs to
behave sensibly & follow the rules and regulations of the organization. It is mandatory for
employees to maintain the decorum of the workplace & behave as mature professionals.
- Behaving irrationally at the workplace will not only spoil your relationship with reporting
managers but also reflect your poor upbringing.
- Male employees need to respect their female counterparts.
- You just can’t afford to be rude with your team members. Be polite & speak softly. Do not
forget that you are not the only one working; there are other people around as well. 17
Factors that Affect Employee Behavior at Workplace

Managers & leaders play an important role in influencing the behavior of individuals at
workplace. Factors that affect employee behavior at workplace are:
- Work Culture
- Job Responsibilities
- Effective Communication
- Family & Personal Life
- Relationship at Work

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How to Solve Behavioral Problems

- If you feel your team member is not behaving well, please do not hesitate to correct him/her.
- Find out whether the other person is aware of the policies of the organization or not? If not,
guide him/her immediately.
- Lend a sympathetic ear to their problems. Listen to their grievances and try to provide them a
solution. Never make fun of anyone.
- Manager need to encourage their team members to interact with each other. An individual
might not open up in front of his/her manager on the first attempt but he/she would definitely
share his/her problems with his fellow workers.
- The best way to manage employee problems is to discuss with the individual concerned.
Ignoring problems only make the situation worse.
- Problems need to be addressed at the right time to avoid major troubles later on. Not every
employee is same. Every individual has different issues & concerns. Try to find out the root
cause of their problems.
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Motivating Teams

Motivated people have a positive outlook, they're excited about what they're doing, &
they know that they're investing their time in something that's truly worthwhile.
Motivated people enjoy their jobs & perform well.
In order to achieve great results, manager should be constantly thinking about ways
he/she can motivate & inspire their team. Some motivating teams tips are:

- Share your vision & set clear goals

- Communicate with your staff
- Encourage teamwork
- A healthy, friendly office environment
- Give positive feedback & reward your team
- Provide opportunities for development 20
Intrinsic vs Extrinsic Motivation

-“Intrinsic motivation refers to motivation that comes from

within yourself rather than from an outside source; a simple
wish to perform a job well”.
-“Extrinsic motivation comes from an exterior source”.

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- “Intrinsic motivation is doing of an activity for its inherent satisfaction rather than for
some separable consequence”.
- When intrinsically motivated, a person is moved to act for the fun / challenge entailed
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rather than because of external products, pressures, or rewards.
Keys to Intrinsic Motivation….
- Build trust & respect
For employees to truly enjoy their job, they need to feel like they matter to the organization.
- Challenge: People are more motivated when they pursue goals with personal meaning & when
attaining the goal is possible. These goals may also relate to their self-esteem.
- Control: People want control over themselves, their environments & want to determine what they
pursue.
- Cooperation & Competition: Intrinsic motivation can be increased in situations where people
gain satisfaction from helping others. It also applies to cases where they are able to compare their
own performance favorably to that of others.
Curiosity: Internal motivation is increased when something in the physical environment grabs the
individual's attention (Sensory curiosity). It also occurs when something about the activity stimulates
the person to want to learn more (Cognitive curiosity).
Recognition: People enjoy having their accomplishment recognized by others, which can increase
internal motivation. 24
Keys to Intrinsic Motivation
- Grant autonomy
Intrinsic motivation involves employees achieving their full potential when they are given freedom
and responsibility over their work
- Praise workers
All employees want to feel pride in their work, motivating employees by praising them & by letting
them know that their work is making a difference.
- Encourage growth & learning
Giving employees opportunities to learn new skills & grow in their career can show them that
company care about their development & to achieve their best – helps to motivate & retain talent.
- Build an enjoyable workplace culture
Managers should organize fun, inclusive team outings to bring their team together & foster
friendships at work. Creating a culture where people can pursue their interests.
- Feedback
Providing & receiving positive feedback is one of the best ways to increase motivation.
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Motivation & Motivational-Cycle…

Motivation is “the result of processes, internal/external to the individual, that arouse

enthusiasm & persistence to pursue a certain course of action”
Motivation: “The processes that account for an individual’s intensity, direction,
persistence of effort toward attaining a goal.”
- Motivation is “Dynamic” in nature. (Motivation is Not Constant)

- The longed-for need can be anything from food to Car to show a person's status. The
only constant is the “Cycle of motivation”.

- Motivation Cycle: Motivation is dynamic, & the manner in which it is constantly sought
for & achieve is called “Motivation Cycle”.
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Motivational-Cycle

“Motivation Cycle is a circular

movement of a individual to achieve
his/her desire, goal”.
Phases of the motivation cycle are-
- Need
- Drive
- Incentive
- Reward.

“Achieving satisfaction of the need means the person has achieved his
objectives. This completes the Motivational-Cycle in Organizations”. 27