What is Motivation?
Motivation is an action or word which influences others in terms of culture, work, behaviour, etc. Motivation is derived from the word motive, which means a need with required satisfaction. The role of motivation is very high in any organisation or workplace. Motivation can benefit in different ways. This motivation is of two types.
If the motivation has been done or happened by another person or a third party, it is known as extrinsic motivation. Because it happened with the help of outside forces. On the other hand, if the motivation is done from the inside of the mind or soul and one gets motivated by themselves, it is called intrinsic motivation. Let us discuss the importance of motivation, its significance, and its benefits to the employees and the organisation in detail.
Motivation and its Importance
The Significance of motivation can't be explained in a page or more because it changes the complete environment of the organisation. For instance, if a small kid was afraid to write 10 tables as homework, the mother tries to motivate the kid that he is strong enough to write, etc. In the same way, motivation plays a vital role in the organisation.
The importance of employee motivation may benefit the organisation in many ways. Let see some of the advantages of employee motivation to the firm as given below-
Improves Performance Level:- The motivation provided in the organisation gives a special spirit and energy to work more. Also, they get satisfied with the proper appraisal of the work they have done. All these factors will improve the performance level of an employee.
Reduction in Resistance to Change:- even though the monetary benefits are countable, if the company atmosphere and colleagues, recognition is encourageable and gets motivated, no employee wants to change the organisation. This leads to a reduction in resistance to change in the company.
Healthy Corporate Image:- The importance of motivation can also be measured in terms of corporate image. If the motivation and inspiration provided in the organisation were proper personnel may create a healthy corporate image in the market.
Productive Utility of Resources:- another outcome that explains the importance of motivation is the productive utilisation of resources. If the motivation is good in the organisational environment, the relationship will be smooth. Then everyone can share their strengths and weaknesses. This results in making use of all the resources optimally.
Increased Efficiency and Output:- One of the best advantages of employee motivation to the firm is the increase in the level of efficiency and output. As the resources are utilised optimally, the output may get increased than before. As already all the employees are working in satisfying conditions, they put their maximum efforts to give maximum efficiency.
Achievement of Goals:- All the advantages of employee motivation to the company are interrelated. If the efficiency and output were increased, this is what achieves the goal of an organisation. The primary purpose of each organisation is to provide an effective output that earns a high income in return.
Development of Friendly Relationships:- The significance of motivation results in the development of friendly relations between the employees and a smooth rap between the superior and subordinates.
Stability in WorkForce:- as the reduction in resistance to change occurs due to the role of motivation, and it maintains stability in the workforce. As the employees are loyal to the organization, they can produce continuous stable work.
Combines Ability with Willingness:- Work or a task can be achieved in two ways. One is the ability, and the other one is the willingness to do. If both qualities were merged due to the importance of inspiration, the effectiveness of output would be infinite.
Easier Selection:- the selection process also becomes easier with the help of the significance of importance.
Development of Leaders:- If the management understands the importance of motivation in education, every employee can try to upgrade his qualification and skills which leads to the development of more and more leaders or high-level employees.
Besides these advantages of employee motivation to the organisation, the employees may also get several benefits along with the organisation. Let's have a glance at them.
Maslow’s Hierarchy of Needs Theory
Human behaviour is goal-oriented and motivation causes this behaviour. Motivation helps a person to understand his needs and tackle his needs purposely. The need hierarchy model is the best way to understand human motivation factors and the influence of the same.
Abraham Maslow had proposed the hierarchy of needs theory in 1943 based on an assumption that there is a hierarchy of five needs in human life. The urgency and importance may vary from person to person.
The needs are classified into five categories as per the theory in an order to understand their importance and relevance to humans.
Physiological Needs: The needs which are important for human survival and maintenance are called Physiological needs. They are considered basic needs or amenities such as shelter, food, clothes, water, air, etc.
Safety Needs: The needs which help a human feel protected and secured are called the safety needs of a human. These needs could be physical safety, emotional safety, environmental safety or even protection of life and family.
Social Needs: Humans are called Social animals as they need love and affection. There is always a need for care from family and friends.
Esteem Needs: There are two factors to esteem needs. Esteem needs could be internal or external. Internal esteem needs confidence, freedom, self-respect, etc. External esteem needs attention, recognition, power, etc.
Self Actualization Needs: This need includes a certain urge to become what you think you have the potential to become. This need is directed more towards the growth and success of an individual. These types of needs are insatiable needs. The more knowledge a person gains the more he believes in his capabilities and in turn there would never be a feeling of saturation of these types of needs.
As per the theory, Maslow believes that human needs are unsatisfactory but are the base of motivation for humans. He has bifurcated these above needs into two categories. The Higher-order needs and the lower-order needs. The Physiological and safety needs are lower-order needs as they can be satisfied externally. The other three needs are classified as higher-order needs - social, esteem and self-actualization as they can be only satisfied internally. As an organisation or an employer, it is important that the lower-order needs of the employees are satisfied to promote motivation.
Implications of Maslow’s Hierarchy of Needs Theory
An employer needs to ensure the employees are paid enough to meet their physiological needs and should be allotted meal times at intervals.
An employer needs to ensure the employees feel they are safe, secured and protected. For example, providing job security, insurance privileges, retirement benefits, etc.
An employer needs to ensure the employees are promoted to work as a team and organise social events to give an opportunity to the employees to know the team on a social level as well.
An employer needs to ensure the employees are appreciated for their contribution and good performance should receive recognition. There could be an award ceremony held to appreciate and recognize the efforts of the employees. A promotion or growth opportunities should be considered as well.
An employer needs to ensure the employees are given opportunities to upskill and move up the ladder in the organisation by accepting more responsibilities.
Limitations of Maslow’s Hierarchy of Needs Theory
The theory is based on an assumption that the needs of all individuals are the same and that the motivation driving factors would be the same as well in every individual. An individual is always driven by the most important and powerful unsatisfied need, which could be different for every individual.
The theory is not empirically supported, we cannot apply the same theory for every employee in an organisation.
The theory is not applicable to all professions or professionals. Even if an artist’s physiological needs are not met the artist would still strive for recognition.
Benefits of Motivated Employees
Inspiration is a single word that has a lot in it. The importance of inspiration can be understood only with experiences only. It can't be explained in a few lines. Along with the organisation, their employees will also get several benefits with motivation. They are,
Reduction of Employee Turnover and Absenteeism
Better Industrial Relations
Indifferent Attitudes can be Changed
Facilities change
Job satisfaction is achieved.
Comfortable working conditions
Reduction of changing tendency.
Gains qualitative experience. Etc.
Hence all these advantages explain the role of motivation in every organization.
FAQs on Motivation: Importance in Business Success
1. What is motivation and why is it considered crucial for the success of a business?
Motivation is the psychological process that stimulates an individual to act towards achieving a desired goal. In a business context, it is the force that drives employees to perform their duties willingly and effectively. It is crucial for success because a motivated workforce leads to higher productivity, improved efficiency, and the achievement of organisational goals. Motivated employees are more committed, innovative, and adaptable to change, which provides a significant competitive advantage to the business.
2. What are the key benefits of having a motivated workforce in an organisation?
A motivated workforce provides several significant benefits to an organisation. Key advantages include:
- Improved Performance Level: Motivated employees put their best efforts into their work, leading to higher quality and quantity of output.
- Positive Attitude Towards Change: Employees who are motivated are more receptive to changes in organisational policies or technology.
- Reduced Employee Turnover: High motivation leads to greater job satisfaction and loyalty, reducing the rate at which employees leave the company.
- Optimal Use of Resources: A motivated team works efficiently, minimising wastage of human, financial, and material resources.
- Enhanced Corporate Image: A company known for its motivated employees attracts better talent and enjoys a positive reputation in the market.
3. Can you explain Maslow's Need Hierarchy Theory of motivation as per the CBSE syllabus?
Abraham Maslow's Need Hierarchy Theory suggests that human needs can be arranged in a hierarchy of five levels. An individual is motivated by the need that is most prominent for them at a particular time. Once a lower-level need is satisfied, the next higher-level need becomes the primary motivator. The five levels, from bottom to top, are:
- Physiological Needs: These are the most basic needs for survival, such as food, water, shelter, and clothing.
- Safety or Security Needs: These include the need for physical and emotional security, such as job security, financial stability, and a safe working environment.
- Social or Belongingness Needs: These relate to the need for affection, friendship, and a sense of belonging within a group or team.
- Esteem Needs: These involve the need for self-respect, recognition, status, and appreciation from others for one's achievements.
- Self-Actualisation Needs: This is the highest-level need, representing the drive to become what one is capable of becoming and to achieve one's full potential.
4. How can a manager practically apply Maslow's theory to motivate employees in a real-world business environment?
A manager can apply Maslow's theory by identifying which level of need an employee is on and providing opportunities to satisfy it. For example:
- To satisfy Physiological Needs, a manager ensures fair and regular salaries.
- For Safety Needs, a manager can offer job security, pension plans, and safe working conditions.
- To address Social Needs, a manager can encourage teamwork, organise informal get-togethers, and foster a friendly work environment.
- For Esteem Needs, a manager can provide recognition for good performance through awards, praise, promotions, and giving employees more responsibility.
- To support Self-Actualisation Needs, a manager can assign challenging tasks, provide opportunities for skill development, and allow for creativity and autonomy in work.
By addressing these needs systematically, a manager can create a highly motivated and satisfied team.
5. What is the difference between financial and non-financial incentives for motivating employees?
The primary difference lies in the form of reward provided. Financial incentives are monetary rewards that can be measured in terms of money, aimed at satisfying physiological and security needs. Examples include salary, bonuses, profit-sharing, and commissions. In contrast, non-financial incentives are non-monetary rewards that cater to psychological, social, and emotional needs. These include job enrichment, employee recognition programs, career advancement opportunities, and a positive work environment. While financial incentives are effective for performance-based roles, non-financial incentives are crucial for long-term job satisfaction and employee loyalty.
6. Beyond providing incentives, what is the role of leadership style in fostering a motivated workforce?
Leadership style plays a fundamental role in motivation that goes beyond simple incentives. A leader acts as a motivator by shaping the work environment and influencing employee attitudes. An autocratic leader might use fear-based tactics (negative motivation), while a democratic leader fosters motivation by involving employees in decision-making, which satisfies their esteem and social needs. A good leader provides a clear vision, sets challenging but achievable goals, offers constructive feedback, and acts as a role model. This builds trust and respect, creating an intrinsic desire within employees to contribute to the organisation's success.
7. Are positive motivation techniques always more effective than negative ones in a business setting?
Generally, positive motivation techniques, such as rewards, recognition, and empowerment, are considered more effective for long-term success. They build loyalty, encourage creativity, and foster a healthy organisational culture. However, negative motivation, which involves using fear of punishment, demotion, or penalties, can be effective in the short term to ensure compliance with rules or to correct undesirable behaviour. The overuse of negative motivation can lead to employee resentment, high turnover, and a climate of fear, ultimately harming productivity and innovation. The most effective approach often involves a combination, with a strong emphasis on positive techniques complemented by the judicious use of negative consequences for policy violations.
