CLASSIFICATION OF
MOTIVES UNDER THE GUIDANCE OF MR . SHIV KUMAR BELLI SIR
PRESENTED BY: ABHITOSH KUMAR(02) ANUBHAV JAIN(06) NOOPUR SINGH(18) RUPESH KUMAR SINGH(22)
MOTIVATION« Derived from a Latin word movere which means to move. Stephen P Robbins - ³the willingness to exert high levels of effort towards organizational goal, conditioned by the efforts ability to satisfy some individual needs.´
Motivation can be defined as a condition that is initiated by a physiological or psychological deficiency or need of an individual, which causes the individual to behave in a certain manner in order to achieve a particular goal or incentive.
It is a temporal or dynamic state of a person which is not concerned with his or her personality It is a driving force which initiates and directs human behavior Kind of internal energy which drives a person to do something in order to achieve something
Motives can be good or bad, open or ulterior , simple or complex, strong or weak , sane or insane.
COMPONENTS
OF MOTIVATION
Direction relates to what an individual chooses to do when presented with a number of alternatives. Intensity refers to the strength of response once the alternative is chosen Persistence refers to the staying power of behavior or how long a person will continue to devote effort.
THE MOTIVATION PROCESS Motivation consists of three interacting and interdependent elements ± needs, drives and incentives. Physiological/ psychological deficiency (NEED)
Achieve a particular goal (INCENTIVE)
Individual behaves in a certain manner (DRIVE)
NEEDS A physiological or psychological imbalance leads to the creation of a need. DRIVES Both physiological and psychological drives push an individual towards achieving a certain goal or accomplishing a certain task. INCENTIVES Anything that can mitigate a need and decrease the intensity of a drive is called an incentive.
CLASSIFICATION
MOTIVES PRIMARY MOTIVES GENERAL MOTIVES SECONDARY MOTIVES
OF
PRIMARY MOTIVES: Not
learned
physiological based
GENERAL MOTIVES: Neither purely primary or secondary Not learned and
not physiologically based
Stimulate tension within a person
- Curiosity, manipulation and activity motives - Affection motives
SECONDARY MOTIVES: Are learned and
acquired over time.
- Power motive - Achievement motive - Affiliation motive - Security motive - Status motive
I) PRIMARY MOTIVES A motive is termed as a primary motive when it satisfies both the criteria ± it is not learned, and it is physiologically based. The most common primary motives are hunger, thirst, sleep, sex, avoidance of pain and maternal concern.
II) GENERAL MOTIVES A motive is considered to be a general motive if it is not learned, but is also not based on physiological needs. General motives stimulate tension within the individual. The motives of curiosity, manipulation, motive to remain active and to display affection are examples of general motives.
1)The
curiosity, manipulation and activity motives The motives of curiosity, manipulation and activity are very beneficial for a person, as they often result in innovations and better ways of doing things.
2) The affection motive-for e.g. love sometimes resembles primary motive and sometimes secondary motive.
III) SECONDARY MOTIVES A secondary motive is a motive that has been learned or acquired over time. Important secondary motives are power, achievement and affiliation. These are commonly referred as nPow, nAch and nAff.
1)
The power motive
Alfred Adler, a close associate of Sigmund Freud, placed more importance on the future and a person¶s drive to gain power and prove himself superior to others. A person tries to compensate for the feelings of inferiority and also tries to fulfil his innate need for power, which is then reflected in his lifestyle.
2) The achievement motive David C. McClelland, a Harvard psychologist, has conducted extensive research on different aspects of achievement. According to him, the achievement motive is a person¶s desire to perform excellently or to handle complex or competitive situations successfully.
3)
The affiliation motive
Employees, especially those at the lower levels of the organizational hierarchy, have a strong desire to belong to and be accepted by other employees or the whole group. People with a high need for affiliation exhibit a high degree of concern for social relationships. Managers with strong needs for affiliation tend to create congenial work environments where people enjoy working together.
4)
The security motive
People try to avoid insecurity rather than attempt to achieve security. The security motive helps individuals safeguard themselves from various unfavourable developments and avoid situations that would prevent them form reaching their goals.
5)
The status motive
Status is defined as the rank a person holds relative to others within a group, organization or society. When people are grouped together, a status hierarchy emerges. Status refers to position or ranking of individuals in a group or organization, which may be high or low. Status is influenced by the prevailing cultural values and the importance of different roles in society.
´
A GREAT MAN IS ONE WHO CAN MAKE A SMALL MAN FEEL GREAT, AND PERFORM GREAT .µ
