HCM 433 MANGEMENT AND ORGANIZATIONAL BEHAVIOUR.pdf

NEED OR DRIVING FORCE DESIRED
EXPECTATION result in (behaviour in action) to achieve GOALS
Feed back FULFILMENT Which provide
Figuer12.1 A simplified illustration of the basic motivational model (adopted from Mullins, (1996, PP. 481)
Motivation is a complex subject and an individual motive may be quite complex and often
conflicting (Kootz and Weirich, 1993). A person may be motivated by a desire for economic
goods and services (a better house, a new car or a trip), and even these desires may be complex
and conflicting (should one buy a new house or a new car?). At the same time, an individual may
want self-esteem, status, a feeling of accomplishment or a relaxation.
Generally speaking, motivation is an internal psychological process whose presence or absence is
inferred from observed behaviour performance. Three elements are observable from the concept
of motivation namely:
(a) It is sustained: it is maintained for a long time
(b) It is goals directed: that is, it seeks to achieve an objective, and
(c) It results from a felt need - an urge directed towards a need.
It is important to differentiate between motivation and satisfaction. Motivation refers to the drive
and effort to satisfy want of goals. Satisfaction refers to the contention experienced when a want is
satisfied. In other word motivation implies a drive toward an outcomes and satisfaction is the
outcome already experienced. From a management point of view, then a person might have high
job satisfaction but have a low level of motivation for the job or reveres might be true. There is
understanding the probability that highly motivated persons with low find their positions
rewarding but are being paid considerably less than they desire or think they desire will probably
search for other jobs.
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