motivation.pdf

Motivation by Dr. Aisha ElSayed- ElAraby Introduction Today in the increasingly competitive environment maintaining a highly motivated workforce is the most challenging task. The art of motivation starts by learning how to influence the behaviour of the individual. This understan...

Motivation by Dr. Aisha ElSayed- ElAraby Introduction Today in the increasingly competitive environment maintaining a highly motivated workforce is the most challenging task. The art of motivation starts by learning how to influence the behaviour of the individual. This understanding helps to achieve both, the individual as well as organizational objectives.  Definition Motivation is a means to reduce and manipulate the gap between an individual’s actual state and some desired state. Motivation is getting somebody to do something because they want to do it. Motivation is the driving force or ‘our get up and go’ factor which stimulates human senses into the achievement of goals that have been set out for them.  Importance of Motivation 1. It enhances the productivity of the organization. 2. It improves quality. 3. It enhances both human and organizational growth. 4. It enhances unity amongst the organization’s employees. 6.Puts human resources into action. Importance of Motivation (cont.) 6. It is through motivation that the human resources can be utilized by making full use of it. 7. Achievement of organizational goals. 8. Increase employee's satisfaction. 9. Stability of work force. The process of motivation 1) A felt need or drive 2) A stimulus in which needs have to be aroused 3) Engage in some kind of behavior to satisfy the need and thereby reduce the tension. These activities directed toward achieving the goal, satisfies the need and the process of motivation is complete.  Types of motivation: 1. Achievement Motivation: It is the drive to pursue and attain goals. An individual with achievement motivation wishes to achieve objectives and advance up on the ladder of success. Here, accomplishment is important for its own sake and not for the rewards that accompany it. 2. Affiliation Motivation: It is a drive to relate to people on a social basis. Persons with affiliation motivation perform work better when they are complimented for their favorable attitudes and co-operation. 3. Competence Motivation: It is the drive to be good at something, allowing the individual to perform high quality work. Competence motivated people seek job mastery, develop and use their problem-solving skills and strive to be creative when confronted with obstacles. They learn from their experience. 4. Power Motivation: It is the drive to influence people and change situations. Power motivated people wish to create an impact on their organization and are willing to take risks to do so 5. Attitude Motivation: Attitude motivation is how people think and feel. It is their self confidence, their belief in themselves, their attitude to life. It is how they feel about the future and how they react to the past. 6. Incentive Motivation: It is where a person or a team reaps a reward from an activity. It is “You do this and you get that”, attitude. It is the types of awards and prizes that drive people to work a little harder. 7. Fear Motivation: Fear motivation coerces a person to act against will. It is instantaneous and gets the job done quickly. It is helpful in thshort run. Forms of Motivation: Motivation as earlier identified can be intrinsic or extrinsic. Intrinsic Motivation: is driven by an interest or enjoyment in the task itself, and exists within the individual rather than relying on any external pressure. Research has found that it is usually associated with high achievement and enjoyment. It is a form of self determination. Extrinsic Motivation: is a form of motivation that is derived from outside of the individual. The common extrinsic forms of motivation are; - Rewards like money and grades - Coercion and threat of punishment - Competition. Main Motivation tools to motivate the team  Approval, praise and recognition  Trust, respect and high expectation  Removing organizational barriers that stand in the way of individuals and group performance  Job enrichment  Good communications  Financial incentives  Being a Motivating Manager  Treat staff well: Subordinates have to be treated with diligence. The manager has to stay friendly as well as maintain a level of distance with his staff.  Think like a winner: A manager has to handle two situations, “The Winning” and “The loosing”. The crux is to think like a winner even when all the odds seem against you. It is necessary to equip yourself with all the tools of a winner. Always remember that winning and loosing rotate in a cycle.  Recognize the differences: All the employees in the organization vibrate to a different pace. A treatment that motivates one may demotivation the other.  Being a Motivating Manager  Set realistic goals: Set moderate goals. Setting too high a task creates a feeling of non-achievement, right from the beginning itself. The goals set should be such which seem feasible to the employees to be achieved.  Prevent Demotivation: A job of the manager is to motivate people. His task requires him to punish and penalize people. Henceforth, care should be taken, that punishment and penalties are used as a controlling technique and that they do not demotivation.  Being a Motivating Manager  Job-financial enrichment and small job changes: To make job more effective and to break the monotonous routine, small task additions and minor changes are always welcome.  Non-financial rewards: Financial rewards have always had a high motivational capacity. But non-financial rewards are equally helpful. A thank you note, a letter of appreciation or even few words of praise can help smoothen the creases between the different levels of management.  Maslow’s Hierarchy of Needs Theory This theory was developed by a psychologist, Abraham Maslow, it is a motivational theory in psychology comprising of a5Tier model for human needs. Individuals must attend toward a lower level of requirements. In healthcare environment situations, nurses will face a variety of intense demands and continuous interruptions. In terms of hierarchy, nurses’ strengths and technique of acceptance in healthcare are similar to Maslow’s hierarchy of needs. When nurses solve the first area of needs in the hierarchy, they have a greater chance for solving a higher level like self- actualization.  Maslow’s hierarchy of needs Self-actualization Development needs Esteem Respect, recognition Belonging Friendship, caring Safety Security, stability, health Physiological Food, sleep, air, water  Physiological needs: The body needs water, food, oxygen, elimination, rest, exercise, sex, shelter and protection from the environment. At the beginning, nurses would be required to take breaks to eat, use bathroom and catch their breath, If the physiological problems are addressed in healthcare setting. As a result, they will be able to give more time to patient care, otherwise, time will be wasted finding resources. Safety needs: everyone needs physical, emotional and financial safety. People do not want to worry about inadequate income because of loss of job, accident, or old age. Nurses require a safe working environment. Safety needs such as:--- Emotional security Financial security Law and order Freedom from fear Social stability Health and wellbeing Safety against accidents and injury Love and belonging needs: nurses should also feel empowered at work, knowing that their opinions and feelings are valued. This level of nurses’ needs is social and involves feelings of belongingness. Belongingness refers to a nurses’ emotional need for social relationships, affiliation and being part of a group in healthcare environment. Examples of belonging needs:- Trust Friendship Acceptance Esteem needs: this needs includes, achievement, competence, status recognition, appreciation, reputation and respect. Nurses are going to college with idea that they will spend their life, caring for patients. When patients’ needs are satisfied and outcomes are excellent, nurses feel their mission is accomplished. Self-esteem needs include two categories:- 1.self- esteem for one self (dignity, achievement and independence). 2. the desire for reputation or respect from others (status and prestige). Self-actualization: which is the highest of all the needs and it includes feelings of accomplishment, responsibility, challenge, advancement. It refers to realization of a nurses’ potential self- fulfillment and seeking personal growth.