Organisational Behavior Group Assignment

ORGANISATIONAL BEHVIOUR

GROUP ASSIGNMENT
FY A 2020-23
SEMESTER 1

ADITYA K DAS – 1004 SAMANVAY JAIN - 1035

ADITYA RAHUL TIWARI – 1006 KARTIK GUPTA- 1045
AKARSH ALAGH - 1008 KSHITIJ KHANNA- 1048
ALAN THOMAS – 1010 RAMANDEEP SINGH -1062
ANUJ GUPTA - 1014 SHIVEK AGARWAL - 1081

What is motivation?
 Motivation is the word derived from the word ’motive’ which means needs, desires,
wants or drives within the individuals. It is the process of stimulating people to actions to
accomplish the goals. In the work goal context the psychological factors stimulating the
people’s behavior can be - desire for money, success, recognition, job-satisfaction, team
work, etc.
 Motivation is the process that initiates, guides, and maintains goal-oriented behaviors.
It is what causes you to act, whether it is getting a glass of water to reduce thirst or
reading a book to gain knowledge.
 Motivation involves the biological, emotional, social, and cognitive forces that activate
behavior. In everyday usage, the term "motivation" is frequently used to describe why a
person does something. It is the driving force behind human actions.
NEED FOR MOTIVATION
Motivation helps an individual to achieve his personal goals.

If an individual is motivated,he will have job satisfaction.
Motivated employees can lead to increased productivity and allow an
organization to achieve higher levels of output.
BENEFITS:-
1.Puts human resources into action.
2.Improves level of efficiency of employees.
3.Leads to achievement of organizational goals
4.Leads to stability of workforce.
IMPORTANCE OF MOTIVATION
IN AN ORGANIZATION
• Human resources can be utilized to its full potential only through

motivation. This can be done by building a willingness in employees to
work.
• Motivation also helps in maintaining and controlling employee behavior.
• Employee motivation is key to an organization's success. It's the level of
commitment, drive and energy that a company's workers bring to the role
daily. Without which companies would experience reduced productivity,
lower levels of output and it's likely that the company will fall short of
reaching important goals and achievements.
TYPES OF MOTIVATION
Extrinsic Intrinsic
Motivation Motivation
•Doing something due to •Doing something not due
some external to any external rewards
factors/incentives like or pressure but because
either to earn a reward or
it’s enjoyable and
avoid punishment/negative
outcome. interesting/ satisfying to
•Examples – salary, employee you from within.
of the month award, •Examples – inner growth,
bonuses curiosity, autonomy
Types of Motives
• There are two types of Motives at work:

• Primary motives are unlearned, physiological needs that include
hunger, thirst, sleep, avoidance of pain etc. These needs are
important for survival and are virtually universal, but they vary in
intensity from one person to another.
• Secondary motives are learned, social motives that arise as a result
of interaction with other people and develop as people mature.
Included in this category are affiliation – desire to associate with
others; recognition need for frequent tangible proof that one is
getting ahead; status need to have a high rank in society etc.
Motivational Factors
The set of needs that explain the behavior of people are what we
call motivating factors or motives.
There are two types of motivational Factors: -
1. Monetary Factor -are financial incentives used mostly by

employers to motivate employees towards meeting their
targets. Money, being a symbol of power, status and respect
plays a big role in satisfying the social–security and physiological
needs of a person.
Example – Salary, Bonus , Promotion etc
2. Non Monetary Factor- Non-monetary incentives are designed to
recognize a special achievement or the completion of something
that enhances an employee's job performance or value to a
company
Example – Status , Recognition, Job security etc
MOTIVATION THEORIES
CONTENT PROCESS
THEORIES THEORIES
•Content theories of motivation often •Process theories of motivation try
describe a system of needs that
to explain why motivated behavior is
motivate peoples actions.
•Examples – Maslow’s need hierarchy , initiated.
•Examples – Vroom’s Expectancy
Herzberg’s two factor theory, Theory X
&Y Theory, Porter and Lawler model etc
HERZBERG’S TWO FACTOR THEORY (Content theory)
• In 1959, Frederick Herzberg, a behavioral

scientist proposed a two-factor theory or the
motivator-hygiene theory. The two-factor
theory states that there are certain factors in
the workplace that cause job satisfaction while
a separate set of factors cause dissatisfaction,
all of which act independently of each other.
• These factors are:
• Motivators: These factors encourage employees
to work harder if present.
• Hygiene factors: These won’t encourage
employees to work harder but they will cause
them to become unmotivated if they are not
present.
Theory X and Theory Y by McGregor (Content theory)
• Theory X stands for the set of traditional beliefs held, while Theory-Y
stands for the set of beliefs based on researchers in behavioral science
which are concerned with modern social views on the man at work.
• These two theories represent the extreme ranges of assumptions. The
managerial attitudes and supervisory practices resulting from such
assumptions have an important bearing on employees’ behavior.
Assumptions:
Theory X Theory Y
•Employees inherently dislike work and, whenever possible, will •Employees can view work as being as natural as rest or play.
attempt to avoid it. •People will exercise self-direction and self-control if they are
•Since’ employees dislike work, they must be coerced, committed to the objectives.
controlled, or threatened with punishment. •The average person can learn to accept, even seek,
•Employees will avoid responsibilities and seek formal direction responsibility.
whenever possible. •The ability to make innovative decisions is widely dispersed
•Most workers place security above all other factors and will throughout the population.
display little ambition. •Managers who accept theory-Y assumptions about the nature of
•Managers who accept theory-X assumptions tend to structure, man do not attempt to structure, control or closely supervise the
control and closely supervise their employees. These managers employees. Instead, these managers help their employees
think that external control is appropriate for dealing with mature by subjecting them to progressively less external control
unreliable, irresponsible and immature people. and allowing them to assume more and more self-control.
Vroom’s Expectancy Theory ( Process Theory)
• Vroom's expectancy theory assumes that behaviour results from conscious choices
among alternatives whose purpose it is to maximise pleasure and to minimise pain.
• Vroom realised that an employee's performance is based on individual factors such as
personality, skills, knowledge, experience and abilities.
• He stated that effort, performance and motivation are linked in a person's motivation.
• He uses the variables Expectancy, Instrumentality and Valence to account for this.
 Valence: Measures the weight you place on an outcome or goal. Essentially, valence
describes how bad someone wants something.
 Expectancy: Represents your belief that your increased effort will result in better
performance.
 Instrumentality: The faith that increased levels of performance will result in the
outcome or goal you want.
Conclusion
Creating a workplace with excellent morale and motivated employees is a long-term project and it
must be incorporated into the fabric of the daily operations of a company. The main factors that
attract and maintain “talent” within an organization include:
• Recognition
• Having interesting work to do
• Being heard by management
• Having skilled managers
• Having good communication flows
• Being provided with opportunities for advancement.
Developing well-motivated employees leads to higher revenue and more happy customers; this, in
turn, leads to greater incentive for employees and builds a virtuous circle. Highly motivated
workers are likely to be interested, able to go the extra mile with clients, and reward their
employers with loyalty, high productivity levels, and greater creativity.
THANK YOU !!

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ORGANISATIONAL BEHVIOUR

ADITYA K DAS – 1004 SAMANVAY JAIN - 1035

ANUJ GUPTA - 1014 SHIVEK AGARWAL - 1081

Motivation helps an individual to achieve his personal goals.

• Human resources can be utilized to its full potential only through

• There are two types of Motives at work:

1. Monetary Factor -are financial incentives used mostly by

• In 1959, Frederick Herzberg, a behavioral

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