What is Motivation?
Motivation implies any emotion or desire which so conditions one’s will that the individual is properly led into action.
Motivation refers to degree of readiness of an organism to pursue some designated goal and implies the determination of the nature and locus of the forces, including the degree of readiness.
Motivation is the process of guiding one’s behaviour in achieving their goals. Motivation boosts the inner drive to achieve one’s target without any external force. https://congresovirtual.andesco.org.co/
Types of Motivation
When a manager wants to get more work from his subordinates then he will have to motivate them for improving their performance. They will either be offered incentive for more work, or may be in the space of rewards, better reports, recognition etc., or he may instil fear in them or use force for getting desired work.
The following are the types of motivation:
1. Positive Motivation:
Positive motivation or incentive motivation is based on reward. The workers are offered incentives for achieving the desired goals. The incentives may be in the shape of more pay, promotion, recognition of work, etc. The employees are offered the incentives and try to improve their performance willingly.
According to Peter Drucker, the real and positive motivators are responsible for placement, high standard of performance, information adequate for self- control and the participation of the worker as a responsible citizen in the plant community. Positive motivation is achieved by the co-operation of employees and they have a feeling of happiness.
2. Negative Motivation:
Negative or fear motivation is based on force or fear. Fear causes employees to act in a certain way. In case, they do not act accordingly then they may be punished with demotions or lay-offs. The fear acts as a push mechanism. The employees do not willingly co-operate, rather they want to avoid the punishment.
Though employees work up-to a level where punishment is avoided but this type of motivation causes anger and frustration. This type of motivation generally becomes a cause of industrial unrest. In spite of the drawbacks of negative motivation, this method is commonly used to achieve desired results. There may be hardly any management which has not used negative motivation at one or the other time.
Sources
- Curiosity:
It is a strong motivator of learning. Since, people adapt rather quickly to surprising events, curiosity must be sustained in order to be a continuing source of motivation. To keep the learners alert, instructors can employ such strategies as varying their tone of voice, using relevant humour occasionally, etc.
- Learning Task Relevance:
Students are more motivated to learn things that are relevant to their interest.
- Goal Setting:
It is an important source of motivation. When individuals set goals, they determine an external standard, to which they will internally evaluate their present level of performance. Setting goals improves self-motivation and performance to a greater extent. When learners set goals, they seek to gain favourable judgments of their competence or avoid negative judgments of their competence.
The recommendation to foster a learning goal orientation runs counter to much current educational practice, which attempts to instil learner confidence within a performance goal orientation.
- Motive Matching:
It is the degree to which learning tasks meet particular students’ needs or align with students’ values. A need can be defined as “any type of deficiency in the human organism or the absence of anything the person requires or thinks he requires for his overall wellbeing.” The instructor should be sensitive to individual’s needs for achievement and for affiliation.
- Self-Efficacy:
Motivation also comes from learner’s beliefs about themselves. According to Bandura, self-efficacy involves a belief that one can produce some behavior, independent of whether one actually can or not. Learners can be sure that certain activities will produce a particular set of outcomes. These expectations are referred as outcome expectations. https://parco.gov.ba/