What is The Process of Motivation? Process of Motivation, Elements, Types of Motivational Theory

Motivation Process: Motivation plays a key role in performing any task. Any work can be done under any set of conditions but the skill and output level may not be the same if it is done by an inspired person compared to a carefree worker.

Motivation can be interpreted in different ways as follows:

It is a state of mind that enables a person to work towards the elements of goals.

It is a driving force that makes an individual work with a high degree of productivity and dedication.

 

The motivation process goes through a variety of steps. Needs / Objectives Inspiration starting point.

An unsatisfactory demand creates excitement that drives the drive between individuals.

These drives create search behaviors to achieve specific goals that meet requirements and can reduce tensions.

The action taken by the individual reaches the reward / goal which satisfies the need and reduces the tension.

No matter what motivation theory the manager is following, the process is always the same.

 

What is an example of the process theory of motivation?

Some popular motivation theories of processes include:

·         Skinner’s reinforcement theory,

·         Vroom’s Expectancy Theory,

·         Adam’s Equity Theory, and

·         Locke’s Goal Setting Theory.

 

What are the 4 factors of motivation?

There are four motivational variables that occur in every corporation or organization.

The Basics: Which Factors Affect Motivation?

• Type of leadership,
• the incentive scheme,
• the organizational environment.
• the structure of the work.

What are the 3 components of motivation?

There are three major components to motivation:

·         activation,

·         persistence, and

·         intensity.

 

The process of inspiration is presented in the following figure;

Employee motivation is a matter of great concern for management; Basically the motivation of the employees that plays a role in the performance.

 

5 Steps motivation process

·         Identify unsatisfied needs and motives.

·         Thought.

·         The act of meeting requirements and objectives.

·         Achieving goals.

·         Feedback.

The steps of the inspiration processes are explained below;

 

1.       Identify unsatisfied needs and motives.

Unsatisfied desires and motivations are involved in the first motivation process. Unsatisfied needs are activated by internal stimuli such as hunger and thirst.

These can be activated by external stimuli such as ads and window displays.

 

2.       Thought.

Tension needs to be created in the dissatisfied person. This kind of tension can be physical, mental and sociological. In this situation people try to develop objects that will meet their needs.

 

3.       The act of meeting requirements and objectives.

This kind of excitement creates a strong internal stimulus that calls for action. Individuals are engaged in activities to meet the needs and objectives for the reduction of depression.

 

 

4.       Achieving goals.

The act of meeting requirements and objectives meets goals. This can be achieved through rewards and punishments. When action is taken according to the tension, people are rewarded and others are punished. In the end the goals are accomplished.

 

For this purpose, alternatives are searched and choices are made, the order can be hard work to make more money.

 

5.       Feedback.

The feedback provides information on corrections or improvements or corrections as needed. Their needs and objectives are modified depending on how well the goal is accomplished.

 

The need for drastic change in the environment needs to be corrected and changed.

In general, performance is determined by;

 

6.       Power,

7.       Environment and

8.       Motivation.

If any of these three reasons are missing or lacking, effective editing is impossible.

A manager may have the most skilled employees under him and provide them with the best possible environment but effective performance will not result if subordinates are not motivated to perform well.

 

Thus, managers can perform their work effectively only through motivation to work for the achievement of employment objectives.

 

What is behavioral theory of motivation?

Behavioral approaches examine how objectives are learned and how internal drives and external goals interact with learning to produce behavior. When researching motivation, learning theorists have taken a much more global approach than researchers using biological methods.

There are many different theories for motivation that are found in different studies but here we will discuss some famous motivation theories.

 

Hierarchy of Needs

Abraham Maslow’s studies are known as the hierarchy theory of necessity. This theory tells us that needs are not constant and that they increase from minimum to maximum. When the minimum level requirement is met, it jumps to the next level and much more. An overview of this theory is given here

 

Survival - Basic needs like food, shelter and water

Protection - from threats, dangers and deprivation

Love and feelings - friendship, relationships, love and much more

Self-esteem - respect, recognition, etc.

Personal development - self-implementation, which is probably the highest level of need for an individual

Using this classification the manager will be able to identify the level of need of any employee, so work to make the best use of them to meet their needs.

 

The process of motivation theories

Below we discuss some important theories for the motivation process:

 

Two factor theory

Hertzberg divides needs into two broad-based categories, health and motivational factors. Healthy ingredients ensure that the employee should not be dissatisfied where motivation factors work with ways to ensure employee satisfaction and motivation for high performance. Here we discuss both set factors as below

Healthy ingredients (work dissatisfaction)

·         Policy and administration

·         Interpersonal relationships

·         Supervision

·         Work environment

·         Rewards and salary structure

·         Employee status

·         Protection

Motivation factors (job satisfaction)

·         Recognition

·         Responsibility

·         Work on yourself

·         Acquisition

·         Increase

·         Progress

The requirements of McClelland's theory

According to this theory, every person has three motivational factors or drivers regardless of age and gender. It added that one in three of these drivers will be affected depending on life experience. These three drivers are explained as follows:

 

Achievement - A person needs to show his / her own achievement Influenced by this factor, a person prefers to do a challenging job where he can show his skills to perform

Affiliation - love, kinship and social acceptance. Under this factor, a person is inspired by likes, dislikes and ways of being accepted by people.

Power - A commanding position where a person is motivated by the dignity of leadership and by controlling the actions of others as well as himself

 

Theory of Expectancy

This theory, formulated by Victor War, states that a person will be motivated if the following two conditions are met:

His belief is an effort that will result in success

Will be rewarded according to his work

 

X and Y Theory

Douglas McGregor came up with two distinct theories of human behavior, named negatively X and positively named Y Theory.

 

Theory X becomes lazy, self-centered, and ambitious with the underlying traditional theological behavior of the unemployed.

Theory Y always explains that one is always inspired and takes responsibility for the underlying behavior of a worker