CAT / FIA FBT Syllabus D. Leading And Managing Individuals And Teams - Motivation - Notes ^{1 / 3}

Motivation

represents the forces acting on or within a person that cause the person to behave in a specific, goal-directed manner.

• Since motives of employees affect their productivity, one of management's jobs is to channel employee motivation effectively toward achieving organisational goals.  

  However, motivation is not the same as performance.  

  Even the most highly motivated employees may not be successful in their jobs, especially if they do not have the competencies needed to perform the jobs or work under unfavourable job conditions.  

  Although job performance involves more than motivation, the latter is an important factor in achieving high performance.

A distinction should be made here between:

• motivation (how hard you are willing to work) and

• satisfaction (being content with your job and not looking for another).

In the short run you can have one without the other but in the long run there is usually congruence.

Consider someone working for a very aggressive manager who constantly shouts at them. 

They may work very hard to avoid further abuse from their boss but would probably be looking for another job. 

In the longer term the poor working conditions would also dampen their motivation.  

From the organisation’s perspective it is highly desirable to have motivated workers, as they

• work harder

• make fewer mistakes

• generate less waste

• provide more feedback

• make more suggestions

• are more likely to be satisfied with their jobs and

• don’t waste time

Teams

Motivation is also important to the efficient running of teams. 

Apart from the benefits outlined above, motivated employees are also

• more likely to cooperate and put team interests first.

Individuals

From an individual’s perspective being motivated should result in:

• greater job satisfaction

• improved health (less stress)

• improved career prospects and

• finding the job more interesting.