Motivational Skills

Motivation skills: Understanding
individual motivation and cultivation skills.

Soft Skills-II, KNC 201
INFORMATION TECHNOLOGY-(B)
AY:2021-2022
SUBMITTED TO: SUBMITTED BY:

Dr. Surya Bhan Udit Maurya
2100970130117
GALGOTIAS COLLEGE OF
ENGINEERING AND TECHNOLOGY
Introduction:
Motivation is one of the most important reasons behind people’s actions
and behavior. It can also be used to direct someone’s actions and behavior
in a constructive direction. Scientists have asserted that motivation is the
name given to a collection of instincts that is a critical step in our evolution
and it has helped us survive. 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.
Types of Motivation
Different types of motivation are frequently described as being either
extrinsic or intrinsic:
Extrinsic motivations are those that arise from outside of the individual
and often involve rewards such as trophies, money, social recognition, or
praise.
Intrinsic motivations are those that arise from within the individual, such
as doing a complicated crossword puzzle purely for the personal
gratification of solving a problem.
Uses of Motivation
There are many different uses for motivation. It serves as a guiding force
for all human behavior, but understanding how it works and the factors
that may impact it can be important in a number of ways.
Understanding motivation can:
Help improve the efficiency of people as they work toward goals

Help people take action
Encourage people to engage in health-oriented behaviors
Help people avoid unhealthy or maladaptive behaviors such as risk-taking
and addiction
Help people feel more in control of their lives
Impact of Motivation
Anyone who has ever had a goal (like wanting to lose 20 pounds or run a
marathon) probably immediately realizes that simply having the desire to
accomplish something is not enough. Achieving such a goal requires the
ability to persist through obstacles and endurance to keep going in spite of
difficulties.
There are three major components of motivation: activation, persistence,
and intensity.
Activation involves the decision to initiate a behavior, such as enrolling in
a psychology class.
Persistence is the continued effort toward a goal even though obstacles
may exist. An example of persistence would be taking more psychology
courses in order to earn a degree although it requires a significant
investment of time, energy, and resources.
Intensity can be seen in the concentration and vigor that goes into
pursuing a goal. For example, one student might coast by without much
effort, while another student will study regularly, participate in
discussions, and take advantage of research opportunities outside of class.
The first student lacks intensity, while the second pursues their
educational goals with greater intensity.
Motivational Theories:
Herzberg’s Motivational Theory
Frederick Herzberg formed a theory known as “Motivation-Hygiene
Theory” which was based on the idea that there are many factors in a
person’s workplace which determine his levels of motivation towards
doing his job properly. He labelled these factors as hygiene factors.
According to him, every workplace has the ability to influence the
productivity of its employees by either encouraging him to work further or
by discouraging him. If the person was satisfied with the working
environment, he would have motivation to work even harder. On the
other hand, if he was dissatisfied with the working conditions, then he
would not be willing to give his 100% into his job.
Vroom’s Expectancy Theory

Victor Vroom posed a theory that shifted the focus from the needs of a
person to the outcomes of his action, as the source of his motivation.
According to this theory, a person doesn’t derive his motivation from
identifying and taking actions to meet his needs, rather he derives his
motivation by assessing the outcomes of those very actions.If he was
pleased with the outcome of the actions, and was convinced that such
performances will help him to address his needs, then the person will find
motivation from it, and all his subsequent actions will be the result of this
new-found motivation. He proposed the idea that a person needs to be
given that initial confidence that his output has had the desired outcome,
so that he can use this confidence as an impetus and proceed on to other
actions, which will deliver the desired results.
According to Vroom, a person can be motivated only when he sees a
connection between the action he took, the efforts he put, and the
outcome of his performance. Depending on these three factors, he defined
these three variables:
Expectancy
Instrumentality
Valence
Maslow's Hierarchy of Needs

Maslow's hierarchy of needs is a motivational theory in psychology
comprising a five-tier model of human needs, often depicted as
hierarchical levels within a pyramid. From the bottom of the hierarchy
upwards, the needs are: physiological (food and clothing), safety (job
security), love and belonging needs (friendship), esteem, and self-
actualization. Needs lower down in the hierarchy must be satisfied before
individuals can attend to needs higher up.
Ways to Cultivate Motivation in Your Organization
1. Autonomy is key for fostering motivation in any workplace. Human beings are “born to
choose.” We have a biological need to control. Good managers let employees “take control”
of their work, the decisions they make, and how they will map their way to their goals.
2. Give employees options. This is called oriented planning – focus on the goal, not the
road. Sometimes the range of control of an employee is narrow. It’s unrealistic to think that
a factory-line worker can make dramatic changes in her position. But as long as an employee
is offered choices – whether it be which shift to take, when she wants break time, whether
she wants to log overtime or not – there’s an element of control in her hands. A good
manager, then, gives options. Options allow employees to assert control.
3. Accountability plays a big part of motivation. Holding employees to a standard and being
consistent with your expectations will rub off. Make goals public. Make integrity part of the
fabric of your business. This goes for both individual and team goals.
4. Competence is a huge factor in cultivating motivation. A culture of continuous

improvement, means training employees and giving them the tools, they need to get the job
done. How can an employee do the job right without this?
5. Get to know your team. Make things personal and cultivate relationships at the
workplace. Have a workplace that values a work-home balance. People motivate people.
6. Mind your “Ps” … purpose, purpose, purpose. We can’t be more emphatic about this.
How does each employee contribute to the mission and goal of the organization? And is
each employee aware of how critical her piece is to the organization? If that’s not clear,
then you have a lot of work to do.
BIBLIOGRAPHY
https://www.custominsight.com/blog.
https://www.tutorialspoint.com/
https://www.simplypsychology.org/
https://www.verywellmind.com/

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Motivation skills: Understanding

individual motivation and cultivation skills.

SUBMITTED TO: SUBMITTED BY:

Understanding motivation can:

Help improve the efficiency of people as they work toward goals

Vroom’s Expectancy Theory

Maslow's Hierarchy of Needs

4. Competence is a huge factor in cultivating motivation. A culture of continuous

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