Process of Motivation

The behaviors of the individual be directed toward the goal by the inner drive can be known as the motivation as well as the processes which allow for motivate the people for doing some certain job can be known as the processes of motivations. The human behaviors are energizing, directing & sustaining through the process of motivation. (Balcetis & Dunning, 2006) In human resource management, motivation can be defined as the employees’ desires for performing their jobs with excellent ways or for exercising the full potential to perform their tasks assigned for their employees. Motivation can be important to the acquisition as well as retain the employees. These employees can be related to the objectives of the organization by the tools of motivation. Furthermore, employees’ performances and creativity can be also improved through the motivation process. The process should be followed by an organization to motivate their employees to perform their tasks in effective and efficient manners. (Ford, 2012)

Motivate the people can about get thee people for moving to the direction an organization wants them to be for achieving the results. Motivate itself can be regarding the independent direction setting and hence take the course of actions, that can make sure that it gets there. Motivations could be explained as the behavior directed toward the goal. People can be motivated if they are expecting that the course of actions are likely to lead for the goal attainment as well as the valued rewards-one that can satisfy those requirements. (Pritchard & Payne, 2015)

However, managers are still having the key part to be played to use those motivating skills for getting the people for giving those best, as well as for making the good uses of the motivational process given by a firm. (Ford, 2012) For doing that, this can be important for understanding the processes of motivations which can be how that can be worked and various motivation types that exist. So these processes of motivations can have the 6 stages which should be followed for motivating the person or employees by the organization to achieve their ultimate goals and objectives. Such stages can be explained as below: (Balcetis & Dunning, 2006)

The Motivation Process

Figure 1 - Process of Motivation

1.  Identification of Need

This can be the first stage of the motivation process where the employees feel the specific needs that can be unsatisfied and then employees identify those needs. Hence the unfulfilled needs can stimulate their employees for searching for specific goals through creates the tension on them. That tension can be acted as the driving force to accomplish the set goal which is able to satisfy those tensions creating needs.

2. Explore Ways for Fulfilling the Needs

On this stage of processes of motivation, various alternative methods can be explored which are able to satisfy the unsatisfied needs that are found at the 1^st stage. In reality, unsatisfied needs can stimulate the thought process of their employees that can direct them for adopting certain courses of action. (Ford, 2012)

3. Select the Goal

At this 3^rd stage of the processes of motivations, the goal can be selected in the basis to identify the need as well as the alternative courses of action. (Balcetis & Dunning, 2006)

4. Performance of Employees

In this stage of Motivation Processes, the identified needs can stimulate the employees to be performed in a specific way that is already been focused by them. Hence, the employee's cam perform a specific course of action to their satisfaction of unsatisfied needs.

5. Reward/Punishment as a Consequence of Performances:

When the consequence of the specific course of action followed by the employees can be in a form of reward, hence their employees will be motivated for performing the best levels of effort to the acquisitions of similar rewards in the following period. While if the anticipated result of their action of the employees lacks the reward, hence the employees will not be preferred for repeating their behaviors in the future. (Ford, 2012)

6. Reassessments of Deficiency of Needs

When the employees feel the satisfaction to their specific unsatisfied needs via the reward of the specific lines of actions, hence they will again reassess any more unsatisfied needs & resultantly the entire processes are again repeated. (Pritchard & Payne, 2015)

So, the motivation model related with needs can be suggested that the motivation can be initiated through consciously or unconsciously recognize the unsatisfied need. Those needs are creating the want, which can be a desire for achieving or obtaining something. The goal can be hence developed which 8s expected to satisfy those needs & want and the behaviors pathway can be chosen that is intended for achieving their goals. When the goals are achieved, their needs would be satisfied as well as the behaviors are likely being repeated, then the same need will be emerged in the future. When the goals are not being achieved, the actions are less likely being repeated. That repeating process of successful behaviors or actions can be known as the reinforcements or the laws of effects (Hull, 1951).

References

Ajila CO. (2009), Maslow’s hierarchy of needs theory: applicability to the Nigerian industrial setting. IFE Psychol. 5:162

Atkinson JW. 1(2006), Motivational determinants of risk-taking behavior. Psychol. Rev. 64

Balcetis, E., & Dunning, D. (2006). See what you want to see: Motivational influences on visual perception. Journal of Personality and Social, 91

Ford ME. (2012), Motivating Humans: Goals, Emotions, and Personal Agency Beliefs. Newbury Park, CA: Sage

Locke EA, Henne D. (2010). Work motivation theories. In International Review of Industrial and Organizational Psychology, New York: Wiley

Naylor JC, Pritchard RD, (2012) A Theory of Behavior in Organizations. New York: Academic

Pritchard RD, Payne SC. (2015). Motivation and performance management practices. In The New Workplace: People, Technology and Organization:  New York: Wiley