MOTIVATION

Motivation is what keeps us going. It is the reason people succeed and the reason people fail.
Motivation is the drive someone has to complete a task. The ingredients of motivation are
combined with many factors which include simplicity, attitude, the people you hang around,
the way you think, knowing yourself, helping other people and so much more

Motivation is the spark everyone needs to make it throughout the day, to set and meet goals,
and more. Without motivation you will fail. When you have apathy toward something you
are not motivated because you couldn’t care either way. This is the worst attitude you can
have because it isn’t negative either. Someone who feels this way isn’t capable of achieving
anything because they don’t care if they do or not.

Definition:

'An urge to perform certain act(s) willingly and enthusiastically toward the attainment of
some common objectives.'

From this definition, three points emerge prominently:

(a) First, motivation refers to a person's inner urge and feeling.

(b) Second, the person's urge or feeling must result into some sort of willing and enthusiastic
action.

(c)Third, the action(s) of the person must be goal-oriented

With reference to the different types of motivation theories, we are going to see how
OMNICANE motivates his staffs.

The importance to motivate the staff is because as they will work more effectively and with
much efficiency, there will be high productivity in the business which comes from a
motivated workforce. Higher productivity will lead to higher profits. There will be low
absenteeism and low labour turnover. There will be suggestions for improvement and the
staffs are ready to accept responsibilities.
There are many theories of motivation and the theorists are Eldon Mayo, F.W Taylor,
Abraham Maslow, Herzberg and two factor theory and Mc Gregor. Eldon Mayo deals mainly
with the experiments of human relations theories. His work was initially based on the
assumptions that working conditions like lighting, heating and rest periods and so on, which
had a significant effect on workers productivity. When management consult the staffs and
take interest in their work, the motivation is improved. Mayo also concluded that working in
teams and developing a team spirit can improve collectively. When there is some control over
their own working, lines is given to workers, such as deciding when to take breaks, there is a
positive motivational effect.

F.W Taylor started his working life as a labourer in a factory in America in 1880. He was
promoted to become chief engineer and during this time he conducted experiments into how
labour productivity could be increased. He based his ideas on the assumption that all
individuals are motivated by personal gains. This means that if workers are paid more, the
staffs will work more effectively. According to F.W Taylor, workers are paid by time rate
and piece rate. It is the payment by the hour. If the staffs work longer than their normal hours,
they will be paid overtime. This is their regular amount per hour plus an extra amount. Piece
rate is where the staffs are paid depending on the quantity of goods made. i.e. the more they
make, the more they will be paid. Taylor saw employees rather like machines, meaning that
when they are paid more money, they were working hard and productivity would be high,
which would decrease the labour cost. Workers are paid on the basis of results.

Abraham Maslow was concerned with trying to identify and classify the main needs that
human have. Maslow in 1954 came up with the Maslow’s hierarchy of needs. A hierarchy
means that those things at the top are more important than those at the bottom. According to
him, a person starts to work to fulfil the basic needs. Staffs will want to earn more in order to
get food, shelter and recreation. However
Maslow's hierarchy of needs

Maslow's hierarchy of needs is a theory in psychology, proposed by Abraham Maslow in his

1943 paper A Theory of Human Motivation, which he subsequently extended to include his
observations of humans' innate curiosity. Toward a Psychology of Being In this article,
Abraham H. Maslow attempted to formulate a needs-based framework of human motivation
and based upon his clinical experiences with people, rather than as did the prior psychology
theories of his day from authors such as Freud and B.F. Skinner, which were largely
theoretical or based upon animal behavior. From this theory of motivation, modern leaders
and executive managers find means of motivation for the purposes of employee and
workforce management. Abraham Maslow's book Motivation and Personality (1954),
formally introduced the Hierarchy of Needs.

Representation

Maslow's hierarchy of needs is predetermined in order of importance. It is often depicted as a

pyramid consisting of five levels: the lowest level is associated with physiological needs,
while the uppermost level is associated with self-actualization needs, particularly those
related to identity and purpose. The higher needs in this hierarchy only come into focus when
the lower needs in the pyramid are met. Once an individual has moved upwards to the next
level, needs in the lower level will no longer be prioritized. If a lower set of needs is no
longer being met, the individual will temporarily re-prioritize those needs by focusing
attention on the unfulfilled needs, but will not permanently regress to the lower level. For
instance, a businessman at the esteem level who is diagnosed with cancer will spend a great
deal of time concentrating on his health (physiological needs), but will continue to value his
work performance (esteem needs) and will likely return to work during periods of remission.

Maslow's hierarchy of needs –(original5 stages model)

Self-Actualization

Self-actualization is the summit of Maslow's motivation theory. It is about the quest of

reaching one's full potential as a person. Unlike lower level needs, this need is never fully
satisfied; as one grows psychologically there are always new opportunities to continue to
grow. Self-actualized people tend to have motivators such as:

• Truth

• Justice

• Wisdom

• Meaning

Self-actualized persons have frequent occurrences of peak experiences, which are energized
moments of profound happiness and harmony. According to Maslow, only a small percentage
of the population reaches the level of self-actualization.

Esteem Needs

After a person feels that they "belong", the urge to attain a degree of importance emerges.
Esteem needs can be categorized as external motivators and internal motivators. Internally
motivating esteem needs are those such as self-esteem, accomplishment, and self respect.
External esteem needs are those such as reputation and recognition.

Some examples of esteem needs are:

• Recognition (external motivator)

• Attention (external motivator)

• Social Status (external motivator)

• Accomplishment (internal motivator)

• Self-respect (internal motivator)

Maslow later improved his model to add a layer in between self-actualization and esteem
needs: the need for aesthetics and knowledge.

Social Needs

Once a person has met the lower level physiological and safety needs, higher level motivators
awaken. The first level of higher level needs is social needs. Social needs are those related to
interaction with others and may include:

• Friendship

• Belonging to a group

• Giving and receiving love

• Intimacy

• Having a supportive and communicative family

Safety Needs

Once physiological needs are met, one's attention turns to safety and security in order to be
free from the threat of physical and emotional harm. Such needs might be fulfilled by:

• Living in a safe area

• Medical insurance

• Job security

• Financial reserves

• Personal security

According to the Maslow hierarchy, if a person feels threatened, needs further up the pyramid
will not receive attention until that need has been resolved.
Physiological Needs

Physiological needs are those required to sustain life, such as:

• Air

• Water

• Food

• Sleep

• Breathing

• Homeostasis

• Sexual intercourse

• Clothing

• Shelter

According to this theory, if these fundamental needs are not satisfied then one will surely be
motivated to satisfy them. Higher needs such as social needs and esteem are not recognized
until one satisfies the needs basic to existence.