Meaning and definition of motivation

To the behavioural scientists, the word motivation is something stemming from within a
person.According to them, motivation refers to a dynamic driving force, which stems from within. It is
an“inner striving condition, which activates or moves individual into action and continues him in
thecourse of action enthusiastically”. Thus, motivation is defined as an inner state that activates,
energizesor moves behaviour towards goals. And, the forces inside the individual that inspire him to
continuework are variously called as wishes, drives, needs etc.According to Rensis Likert motivation is
the “core of management.” Motivation is an importantfunction performed by manager for actuating the
people to work for the accomplishment of organisational objectives. Issuance of well-conceived
instructions and orders does not mean that theywill be followed. A manager has to make appropriate
use of various techniques of motivation toenthuse the employees to follow them. Effective motivation
succeeds not only in having an order accepted but also in gaining a determination to see that it is
executed efficiently and effectively.Motivation is an effective and dynamic instrument in the hands of a
manager for inspiring theworkforce and creating confidence in them. Through the motivation of the
workforce, managementcreates ‘will to work’ which is necessary for the achievement of organisational
goals and objectives.Motivation is the process of getting the members or the group to pull weight
effectively, to give their loyalty to the group and to carry out properly the purpose of the organisation.

Or,Meaning and definition of motivation

The term ‘motivation’ has its origin in the Latin word “mover” which means to “move”. Thus,motivation
stands for movement. One can get a donkey to move by using a “carrot or a stick”, with people one can
use incentives, or threats or reprimands. However, these only have a limited effect.These work for a
while and then need to be repeated, increased or reinforced to secure further movement. The term
motivation may be defined as “the managerial function of ascertaining themotives of subordinates and
helping them to realize those motives”.According to Dubin motivation could be defined as “the complex
of forces starting and keeping a person at work in an organisation. Motivation is something that moves
the person to action, andcontinues him in the course of action already initiated”. Motivation refers to
the way a person isenthused at work to intensify his/her desire and willingness to use and channelise
his/her energy for theachievement of organisational objectives. It is something that moves a person into
action wandcontinue him in the course of action enthusiastically. The role of motivation is to develop
and intensifythe desire in every member of the organisation to work effectively and efficiently in his
position.In the words of Dalton E. McFarland, motivation is the way in which urges, desires, aspiration,
strivingor needs direct, control or explain the behaviour of human being”. Motivation has very
closerelationship with the behaviour. It explains how and way the human behaviour is caused. According
toMcFarland motivation is a form of tension occurring within individual, with resulting behaviour
aimedat reducing, eliminating or diverting the tension. Understanding the needs and drives and their
resultingtensions helps to explain and predict human behaviour ultimately providing a sound basis for
managerial decision and action.” Thus, motivation is the term, which applies to the entire class of urges,
drives, desires, needs and similar forces.
You believe in your company wholeheartedly. There's an entrepreneurial fire burning strong inside that
motivates you to work harder each day.

Unfortunately, the same cannot always be said about your employees. In a 2015 SHRM Employee Job
Satisfaction and Engagement survey, only 69 percent of employees felt they were consistently putting
all their effort into their work.

If you've tried a variety of incentives but are still seeing the negative side effects of low motivation,
you're not alone. Sometimes even the best managers have to think outside the box to find creative and
reliable ways to motivate their employees.

Here are 14 unique motivational techniques from other entrepreneurs that you can try with your
employees:

1. Gamify and Incentivize

Although we haven't implemented it yet, we're developing a feedback system that rewards employees
for engaging with our wiki and for learning how to use our application via our training videos. We
further reward performance based on meeting certain goals. A proven motivator for students and
employees alike is earning a "badge" or points for committing to certain tasks.--Blair Thomas,
EMerchantBroker

2. Let Them Know You Trust Them

If you let them know you trust and depend on them, they will fill those shoes sooner than you think. A
vote of confidence can go a long way. Let them know you trust them to do the best job possible and
they will rarely disappoint you. Try it.--Ayelet Noff, Blonde 2.0

3. Set Smaller Weekly Goals

You want lofty ambitions, but set up smaller goals along the way to keep people in it. Rather than make
a billion this year, focus on getting 100 new customers this week-something that will get you to that
billion. Then reward the team for achieving the goal with an afternoon off, a party, etc. They will see
that your goals are realistic and everyone benefits from working hard.--Nicolas Gremion, Free-
eBooks.net

4. Give Your Employees Purpose

I am able to motivate my employees by giving them a purpose. When you accomplish that, they
understand the vision better and are able to execute more strongly. In addition, by understanding their
purpose and the purpose of the business, an employee is better able to understand how they fit into the
big picture. --Vlad Moldavskiy, Mabbly, LLC

5. Radiate Positivity

I'm always pumping energy through the office. I'm really enthusiastic and want my staff to feed off that
positive energy. Because culture is so important to me, I play music, have fun, joke around, and play
games. We work hard, but we play hard too. You have to be in the moment and high-energy all the
time! --Josh York, GYMGUYZ

6. Be Transparent

I am very open with employees about what's happening at the highest level so there are no surprises
and everyone has a chance to ask questions and give feedback. I want employees to feel included in big
decisions and committed to the direction our company takes. This has helped to sustain motivation and
increased company loyalty and pride.--Martina Welke, Zealyst

7. Motivate Individuals Rather Than the Team

Aligned incentives are the only true way to ensure everyone on a team is working toward a common
goal. Framing the strategy in multiple ways ensures each stakeholder has a clear, personal
understanding of how working together benefits himself and the team. This technique allows you to
motivate the team to accomplish amazing things.--Ross Resnick, Roaming Hunger

8. Learn What Makes Each Employee Tick

Ask what they do and don't like working on, share the big picture company goals, and respond to their
questions. Discern their goals and then invest in their professional growth. During one-on-one check-ins,
listen to their ideas, because they're the best at what they do. Respect their personal schedules and
non-work time, and don't ever pit their goals/timelines against each other.--Heather McGough, Lean
Startup Company

9. Reward Based on Feedback

We developed Valuebot-an app for Slack that calculates how many times each employee was praised-in
order to send daily and monthly summaries. Whoever garners the most kudos wins various awards and
recognition. Valuebot has helped us to visualize our culture and reiterate how much we support one
another. The positive energy we create in the office helps us to attract and retain talent.--Stephen Gill,
http://www.50onred.com

10. Prioritize Work-Life Balance

We have a few fun incentives, like an in-office "phone booth" style machine that lets you grab dollar
bills. It's a fun little motivator that the sales team uses on a smaller scale. Otherwise, it's also important
to encourage employees to take vacation time. A culture that prioritizes work-life balance, yields
increased productivity and overall happiness in the workplace.--Jesse Lipson, Citrix

11. Have an Open-Door Policy

It's amazing how a simple "please" and "thank you" fares with employees. We simply speak to staff the
way we would want to be spoken to. We also have an open-door policy when it comes to suggestions
and ideas. When employees feel that their voice matters, they in turn feel confident about their
positions in the company and that they have more at stake than just a paycheck.--Justin Beegel,
Infographic World, Inc.

12. Let Them Lead

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Motivating employees is not just about giving them vacation time-it's about showing them they make a
difference and are valued. Every time we have a meeting, whether large or small, we let a different team
member lead the conversation and the topics discussed. Not only can they share their opinions and be
heard this way, but they are motivated to make their words and ideas happen afterwards.--Miles
Jennings, Recruiter.com

13. Show Them the Bigger Picture

It's important that employees understand the bigger picture and can see how what they are doing in the
moment will eventually contribute to an end goal. Give them tasks and projects to work on and make
sure they understand how this fits into the big picture. Talented employees will go above and beyond
what you expect of them.--Brian David Crane, Caller Smart Inc.

14. Create Recognition Rituals

At Convene, every management and executive meeting starts off with each department lead recognizing
someone from their team who has gone above and beyond for the company or a client. This positive
feedback loop motivates team members, and it holds management accountable for staff recognition.--
Christopher Kelly, Convene