Motivation Process



In its simplest form, the motivation process begins with a need, an individual’s perception of a deficiency. For instance, an employee might feel the need for more challenging work, for higher pay, for time off, or for the respect and admiration of colleagues. These needs lead to thought processes that guide an employee’s decision to satisfy them and to follow a particular course of action. If an employee’s chosen course of action results in the anticipated out come and reward, that person is likely to be motivated by the prospect of a similar reward to act the same way in the future. However, if the employee’s action does not result in the expected reward, he or she is unlikely to repeat the behavior. Thus, the reward acts as feedback mechanism to help the individual evaluate the consequences of the behavior when considering futures action.




Core Phases of the Motivational Process



1) Need Identification: First phase of motivation process is need identification where the employee feels his/her some unsatisfied need. The motivation process begins with an unsatisfied need, which creates tension and drives an individual to search for goals that, if attained, will satisfy the need and reduce the tension.

2) Searching Ways to satisfy needs: Second phase is finding the different alternatives that can be used to satisfy the needs, which were felt in first stage. These needs lead to thought processes that guide an employee’s decision to satisfy them and to follow a particular course of action

3) Selecting Goals: Once if the need is assessed and employee is able to find out the way to satisfy the need than next phase is selection of goals to be performed.

4) Employee Performance: These needs lead to thought processes that guide an employee’s decision to satisfy them and to follow a particular course of action in form of performance.

5) Consequences of performance Reward/punishments:
If an employee’s chosen course of action results in the anticipated out come and reward, that person is likely to be motivated by the prospect of a similar reward to act the same way in the future. However, if the employee’s action does not result in the expected reward, he or she is unlikely to repeat the behavior

6) Reassessment of Need deficiencies:
Once felt need is satisfied through certain rewards in response to performance than employee reassesses any deficiencies and entire process is repeated again.