Is The External Motivation Enough To Motivate..??
Is the external motivation enough..?
Is the external motivation enough..?
In life, we wish to do great things, get a quick growth, name, fame, and prosperity".the list goes on. Being a human we have lists of works to do in our life. As per today"s youth work policy, everything is to be acquired as soon as possible. Higher packages, luxurious lifestyle are some of the basic needs of today"s people. But to do anything what is needed the most is the motivation.
Encouragement is the only and the basic source of getting or achieving your goals in life. Either external or internal. Internal and external motivation and their relative advantages have attracted the attention of HR personnel and executives in every organization. Conferences, conversations, and discussions have been held in this regards to understand and conclude which one is better.
Motivation is the most overlooked aspect of instructional strategy, and perhaps the most critical element needed for employee-learners. Even the most elegantly designed training program will fail if the employees are not motivated to work. Without a desire to learn on the part of the employees, retention is unlikely.
Motivation can be explained differently by different level of people in any organization. For a poor illiterate but technically skilled worker, fulfillment of basic and in addition to it satisfaction of safety and security needs can provide good level of motivation; but same is not the case with higher and middle level executives. They define it in their own way to attain satisfaction for esteem needs and social needs (according to Maslow Need Hierarchy Theory). In a nutshell, motivation is a need and is required for all levels.
Even to cook food or to plow a land"one needs motivation".!!!
The term "MOTIVATION" is concerned with accomplishment of motives. It can be categorized broadly in accordance to level of satisfaction one gets through accomplishment of motives. According to Herzberg theory, there are two types of motivation- external and internal. External is related to the external factors affecting the behavior of employee in the organization; while the internal is related to sense of belongingness, achievement, affiliation one needs to survive in an organization. Organizations are using various financial and non financial external motivation strategies to spur their employees to work enthusiastically.
Heavy packages, benefits, compensations, commissions, etc are various financial motivational driving forces which are provided to employees in accordance to their contribution to the organization and their position in the organization. These driving forces are effective, but to its constraints, it does not last for a longer time. Such motivation is in rising trend when it is desirable and received, and as the time passes it is not that much effective. It tends to stretch the elastic type enthusiasm and interest level of employees and as the elastic is left, it comes back to its original shape.
On the other hand non financial drives like promotions, transfers, recognition and appreciation etc are some of the motivational strategies whose life is little more than the above money-related motivational strategies. These stimulus do not lead to rise in monetary sense or may do lead to , but enables evaluation of employees to perform high level of duties and responsibilities. It allows employees to get their capability checked and known to others and provides a positive change to their institutional position and lifestyle. In it employees tends to get favorable or unfavorable responses from his/her seniors for the efforts made by them.
On a view to long term benefit, both motive forces are a big failure. They last from 6 months to 1 year. Not more than that. Human wants are never ending. As one need is fulfilled another one takes birth. It can be well described in the format of Maslow"s Need Hierarchy Theory which states five major need levels of every person namely- physiological, safety, social, esteem and self actualization needs.
So on getting a promotion or increment really makes one feel motivated".!!
Even the brainstorming strategies do not induces any motivation to the employees. All these theories are not helpful in encouraging employees to work with zeal and enthusiasm and also to stick to their jobs, otherwise increasing labor turnover and making the efforts made by HRD divisions to overcome the deficiency between the supply and demand of human resources harder.
Internal motivational strategies are in great demand now. The trends have shown that until people are not interested towards the job assigned, consider their jobs irrelevant, have low self confidence, and are not satisfied after doing the job, they can never be enthused by any way.
Recruitment of desirable candidates and their retention in the organization is framing the biggest problem towards the smoother working of the organization. So, HRD should try to develop a system which enables employees to get motivated internally and take their work not as a burden but as an interesting job. It should be framed in such a manner that employees become loyal to the company and be in the organization for a longer time. . Designers must strive to create a deeper motivation in learners for them to learn new skills and transfer those skills back into the work environment.
The ARCS model given by a John Keller provided a better view in "How to develop an effective motivational system?". In it the theorist has divided four different and important factors which affects every employee"s behavior and also verifies whether the employee is over motivated or under motivated. These strategies costs lower than all above stated forms of motivational theories and are very effective and long lasting effects.
Here, "A" is for attention, "R" is for relevant, "C" for confidence, and "S" for satisfaction. These four criteria defines he four major blocks of internal stimulation. Attention indicates the level of curiosity and interest one should have towards the job assigned to him; Relevant means what amount of relevance does the job is having to one"s family and career; Confidence stands for the self confidence of employee to whether he can or not..and includes the sense of belongingness and recognition; lastly Satisfaction, i.e. after doing the relevant as well as interesting job with self confidence one feels contented of giving his best.
As one finds the job noteworthy, he will seek further for such jobs and will contribute to the organization in a more productive manner.
In a fight of motivation from within and from outside can be won by either one but it is to be seen which one will favors in particular situation.
by: Anugamini Priya Srivastava
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