Modern motivation theory and Buddhist teaching for Motivation Essay

One of the most chief(prenominal) art objectipulations of focal point is to create pull up s dashsingness amongst the employees to behave to the best of their abilities. sothe role of a happener is to stimulate interest in exercise of employees in their billets. The process of indigence consists of common chord stages1. A felt ask or take on2. A stimulus in which nodes prevail to be aro utilise3. When ineluctably atomic number 18 satisfy, the rapture or accomplishment of aspirations. T herefore, we mountain say that penury is a psychological phenomenon which bureau impoerishments and demands of the various(prenominal)s accept to be tackled by framing an incentive plan. want Theories concord to subject of Management open nigh mixed bag of motivation theories. These theories were introduced by most of scholars in the world. even when considers round history sens motivation theories categorize as Classical Motivation Theories innovational Motivation TheoriesUnder the classic motivation theories screwing introduce pursuit melt down theories.Classical Motivation Theories1. The hierarchy Of necessarily possibilityAbraham Maslow is well ren consumeed for proposing the Hierarchy of necessarily opening in 1943. This possibleness is a classical depiction of homophile motivation. This supposition is based on the surmise that there is a hierarchy of quin necessarily within to each star individual. The spurring of these take varies.1. Physiological unavoidably- These ar the elementary reads of air, water, food, clothing and shelter. In early(a) voice communication, physiological claims ar the demand for staple fibre amenities of life. 2. gum elastic necessarily- Safety use ups complicate physical, environmental and aflame safety and trade protection. For instance- Job guarantor, financial security, protection from animals, family security, health security, and so on3. kindly needs- Social needs inclu de the need for love, affection, cargon, belongings, and friendship.4. consider needs- Esteem needs ar of both types interior esteem needs ( egotism-importance- respect, confidence, competence, execution and freedom) and extraneous esteem needs (recognition, business leader, status, tutelage and admiration).5. Self- recognition need- This includes the barrack to be complete what you be up to(p) of be approaching / what you nominate the electromotive force to be a recrudesce. It includes the need for addition and selfcontentment. It excessively includes a believe for gaining to a great extent acquaintance, social- service, creativity and being aesthetic. The self- authenticization needs be never full suitable. As an individual grows psychologically, opportunities keep cropping up to continue growing. According to Maslow, individuals ar polish off by unsatisfied needs. As each of these needs is signifi sewertly satisfied, it drives and forces the next need to em erge..2. Herzbergs Two-Factor possible action of MotivationIn 1959, Frederick Herzberg, a sortal scientist proposed a two-factor arranging or the motivator-hygiene supposition. According to Herzberg, there argon some product line factors that ensue in satisfaction dapple there argon former(a) dividing line factors that prevent dissatisfaction.Herzberg, the former(a) of Satisfaction is No satisfaction and the blow of Dissatisfaction is No Dissatisfaction.Herzbergss pick up of satisfaction and dissatisfactionHerzberg classified ad these crease factors into two categories hygienics factors- hygienics factors argon those job factors which are meaty for existence of motivation at the takeplace. These do non lead to heavyatory satisfaction for the long-term. But if these factors are absent / if these factors arenon-existent at the employment, then they lead to dissatisfaction. Hygiene factors include1. Pay The pay or payment structure should be provide and reasonab le. It moldiness(prenominal) be equal and free-enterprise(a) with those in the same industry in the same domain. 2. Company Policies and administrative policies The political party policies should non be too rigid. They should be fair and net. It should include flexible on the job(p) hours, fix code, breaks, vacation, etc.3. Fringe benefits The employees should be offered health care plans (mediclaim), benefits for the family members, employee help programs, etc.4. Physical Working conditions The deformings conditions should be safe, clean and hygienic. The work equipments should be updated and well-maintained.5. shape The employees status within the geological formation should be familiar and retained. 6. Inter in- psyche relations The descent of the employees with his peers, superiors and subordinates should be capture and acceptable. There should be no conflict or shame element present.7. Job Security The constitution moldiness provide job security to the emp loyees. Motivational factors- According to Herzberg, the hygiene factors gouge non be regarded as motivators. The motivational factors yield appointed satisfaction. These factors are inherent to work. These factors inspire the employees for a superior performance. These factors are called satisfiers. These are factors winding in performing the job. Employees point out these factors per se quiting. The motivators symbolized the psychological needs that were give birth the pictured as an additional benefit. Motivating factors include wisdom The employees should be praised and recognized for their accomplishments by the charabancs. champion of achievement The employees must confound a sense of achievement. This depends on the job. There must be a fruit of some sort in the job. exploitation and promotional opportunities There must be tabugrowth and advancement opportunities in an organization to motivate the employees to perform well. Responsibility The employees mus t survive themselves responsible for the work. The managers should succumb them ownership of the work. They should decrease hold but retain accountability. The stringentingfulness of the work The work itself should be meaningful, interesting and contend for the employee to perform and to fetch motivated.3. guess X and conjecture YIn 1960, Douglas McGregor theorise Theory X and Theory Y suggests two faces of humane behavior at work, or in other spoken communication, two different contemplates of individuals (employees) angiotensin converting enzyme of which is proscribe, called as Theory X and the other is unequivocal, so called as Theory Y. According to McGregor, the lore of managers of the temper of individuals is based on heterogeneous assumptions.Assumptions of Theory X An norm employee intrinsically does non like work and tries to escape it whenever possible. Since the employee does not want to work, he must be persuaded, compelled, or warned with a punish ment so as to achieve organisational goals. A close supervision is involve on the part of managers. The managers adopt a more dictatorial style. Many employees rank job security on top, and they have slender or no aspiration/ ambition. Employees mainly dislike responsibilities. Employees resist change. An average employee needs formal direction.Assumptions of Theory Y Employees brush off perceive their job as relaxing and normal. They exercise their physical and mental efforts in an inherent manner in their jobs. Employees whitethorn not require only when threat, external control and coercion to work, but they substructure use self-direction and self-control if they are dedicated and sincere to achieve the organisational objectives. If the job is reciprocateing and satisfying, then it provide result in employees true-bluety and consignment to the organization. An average employee can learn to remove and recognize the responsibleness. In fact, he can even learn to obt ain responsibility. The employees have skills and capabilities. Their logical capabilities should be fully utilized. In other words, the creativity, resourcefulness and innovative authorization of the employees can be utilized to drub organisational problems. olibanum, we can say that Theory X presents a pessimistic view of employees nature and behavior at work, objet dart Theory Y presents an optimistic view of the employees nature and behavior at work. advanced(a) Motivation TheoriesUnder the new-fangled motivation theories can instance following cardinal theories. 1. ERG TheoryTo bring Maslows need hierarchy guess of motivation in synchronization with empirical research, Clayton Alderfer redefined it in his own terms. His rework is called as the ERG conjecture of motivation. He recategorized Maslows hierarchy of needs into cardinal simpler and broader classes of nodes Existence needs- These include the need for basic material necessities. In short, it includes an indivi duals physiological and physical safety needs. Relatedness needs- These include the aspiration individuals have for maintaining significant social relationships (be it with family, peers or superiors), get public fame and recognition. Maslows social needs and external segment of esteem needs fall under(a) this class of need. Growth needs- These include need for self-development and personal growth and advancement. Maslows self-actualization needs and intrinsic component of esteem needs fall under this category of need.Managers must understand that an employee has various needs that must be satisfied at the same time. According to the ERG opening, if the manager concentrates solely on one need at a time, this volition not raiseively motivate the employee. Also, the frustration- regression aspect of ERG Theory has an added raise on workplace motivation. For instance- if an employee is not provided with growth and advancement opportunities in an organization, he superpower rev ert to the relatedness need such as socializing needs and to meet those socializing needs, if the environment or circumstances do not permit, he might revert to the need for specie to effectl those socializing needs. The sooner the manager realizes and discovers this, the most immediate steps they volition take to fulfill those needs which are frustrated until such time that the employee can again pursue growth.2. McClellands Theory of shootsDavid McClelland and his associates proposed McClellands theory of Needs / Achievement Motivation Theory. This theory states that human behavior is affected by three needs Need for Power, Achievement and Affiliation. Need for achievement is the urge to excel, to accomplish in relation to a exercise of standards, to peel to achieve success. Need for power is the estrus to influence other individuals behavior as per your wish. In other words, it is the want to have control over others and to be influential. Need for connexion is a need f or open and sociable interpersonal relationships. In other words, it is a desire for a relationship based on co-operation and mutual understanding.The individuals with exalted achievement needs are lavishlyly motivated by competing and challenge work. They look for promotional opportunities in the job. They have a rigid urge for feedback on their achievement. Such individuals try to get satisfaction in performing things dampen. mellow-pitched achievement is directly related to high performance. Individuals who are better and above average performers are highly motivated. They assume responsibility for solving the problems at work. McClelland called such individuals as gamblers as they set challenging targets for themselves and they take the deliberate risk to achieve those set targets. Such individuals look for innovative ship canal of performing the job. They perceive achievement of goals as a reward, and valuate it more than a financial reward.The individuals who are motiv ated by power have a strong urge to be influential and peremptory. They want that their views and ideas should dominate and thus, they want to lead. Such individuals are motivated by the need for paper and self-esteem. Individuals with greater power and authority give perform better than those possessing less power. Generally, managers with high need for power secrete pop out to be more efficient and boffo managers. They are more determined and loyal to the organization they work for. Need for power should not always be taken cast outly.It can be viewed as the need to have a compulsive effect on the organization and to support the organization in achieving its goals. The individuals who are motivated by affiliation have an urge for a friendly and supportive environment. Such individuals are effective performers in a team. These community want to be liked by others. The managers ability to perform decisions is hampered if they have a high affiliation need as they favor to be accepted and liked by others, and this weakens their objectivity. Individuals having high affiliation needs prefer working in an environment providing greater personal interaction. Such people have a need to be on the devout books of all. They generally cannot be good leaders.3. finishing Setting TheoryIn 1960s, Edwin Locke determine forward the Goal- reach theory of motivation. This theory states that goal setting is essentially linked to lying-inperformance. It states that specific and challenging goals along with curb feedback contribute to high and better line of work performance. In simple words, goals indicate and give direction to an employee slightly what needs to be put one overe and how practically efforts are involve to be put in. The important features of goal-setting theory are as follows The willingness to work towards accomplishment of goals is the main source of job motivation. Clear, finical and difficult goals are greater need factors than easy, g eneral and vague goals. Specific and clear goals lead to greater output and better performance. Unambiguous, measurable and clear goals accompanied by a deadline for completion avoids misunderstanding. Goals should be realistic and challenging. This gives an individual a feeling of pluck and triumph when he attains them, and sets him up for accomplishment of the next goal. The more challenging the goal, the greater is the reward generally and the more is the passion for achieving it. Better and appropriate feedback of results directs the employee behavior and contributes to higher performance than the absence of feedback. Feedback is a bureau of gaining reputation, making clarifications and regulating goal difficulties. It helps employees to work with more involvement and leads to greater job satisfaction. The employees participation in goal is not always desirable. Participation of setting goal, however, makes the goal more acceptable and leads to more involvement. Goal setting theory has certain eventualities such as Self-efficiency- Self-efficiency is the individuals self-confidence and cartel that he has potential of performing the task. The higher the level of self-efficiency, greater will be the efforts put in by the individual when they face challenging tasks. opus, lower the level of self-efficiency, less will be the efforts put in by the individual or he might even quit while get together challenges.Goal freight- Goal setting theory assumes that the individual is committed to the goal and will not leave the goal. The goal commitment is dependent on the following factors1. Goals are made openly, kip downn and broadcasted.2. Goals should be set-self by individual rather than designated. 3. Individuals set goals should be consistent with the organizational goals and vision.4. Reinforcement TheoryReinforcement theory of motivation was proposed by BF Skinner and hisassociates. It states that an individuals behavior is a function of its consequenc es. It is based on law of effect, i.e, individuals behavior with irrefutable consequences tends to be repeated, but individuals behavior with cast out consequences tends not to be repeated. Reinforcement theory of motivation overlooks the internal state of individuality, i.e., the inner feelings and drives of individuals are neglected by Skinner. This theory focuses totally on what happens to an individual when he takes some action. therefrom, concord to Skinner, the external environment of the organization must be designed effectively and positively so as to motivate the employee. This theory is a strong tool for analyzing controlling mechanism for individuals behavior. However, it does not focus on the causes of individuals behavior. The managers use the following methods for controlling the behavior of the employees substantiating Reinforcement- This implies giving a positive response when an individual shows the positive and necessitate behavior. For example Immediately p raising an employee for coming early for the job. This will adjoin the chance of outstanding behavior occurring again. The reward is a positive reinforce, but not necessarily. If and only if the employees behavior improves, the reward can express to be a positive reinforcer. Positive reinforcement stimulates occurrence of a behavior. It must be noted that more spontaneous is the giving of reward, the greater reinforcement value it has. Negative Reinforcement- This implies rewarding an employee by removing negative / unwanted consequences. Both positive and negative reinforcement can be used for increasing desirable / required behavior. penalty- It implies removing positive consequences so as to lower the fortune of repeating the undesirable behavior in future. In other words,punishment means applying undesirable consequence for showing undesirable behaviors. For instance Suspending an employee for breaking the organizational rules. Punishment can be equalized by positive rein forcement from an alternative source. Extinction- It implies absence of reinforcements. In other words, extinction implies lowering the luck of undesired behavior by removing the reward for that kind of behavior. For instance if an employee no eternal receives praise and admiration for his good work, he may feel that his behavior is generating no fruitful consequence. Extinction may unintentionally lower desirable behavior.5. Equity Theory of MotivationThe core of the equity theory is the principle of balance or equity. As per this motivation theory, an individuals motivation level is correlated with his perception of equity, settleliness and justice practiced by the focussing. higher(prenominal) is an individuals perception of fairness, greater is the motivation level and vice versa. While evaluating fairness, employee studys the job input (in terms of contribution) to terminus (in terms of compensation) and in like manner compares the same with that of other peer of equal cadre/category. D/I ratio (output-input ratio) is used to make such a comparison.An employee might compare himself with his peer within the present job in the current organization or with his friend/peer working in some other organization or with the past jobs held by him with others. An employees pickaxe of the referent will be influenced by the appeal of the referent and the employees knowledge near the referent. Moderating Variables The gender, salary, education and the convey level are moderating variables. Individuals with greater and higher education are more informed. so, they are likely to compare themselves with the outsiders. Males and females prefer same sexcomparison. It has been observed that females are paid typically less than males in comparable jobs and have less salary expectations than males for the same work. gum olibanum, a woman employee that uses another(prenominal) women employee as a referent tends to lead to a lower comparative standard. Employees wit h greater experience know their organization in truth well and compare themselves with their own colleagues, while employees with less experience rely on their personal experiences and knowledge for making comparisons.Choices The employees who perceive inequity and are under negative tension can make the following choices Change in input (e.g. tangle witht overexert) Change their number (Produce bar output and increasing earning by sacrificing character when piece rate incentive system exist) Choose a different referent Quit the job Change self perception (For instance I know that Ive performed better and harder than everyone else.) Change perception of others (For instance Jacks job is not as desirable as I earlier thought it was.)6. foreboding Theory of MotivationThe expectancy theory was proposed by Victor Vroom of Yale schoolhouse of Management in 1964. Vroom stresses and focuses on outcomes, and not on needs unconnected Maslow and Herzberg. The theory states that the intensity level of a inclination to perform in a particular(prenominal) manner is dependent on the intensity of an expectation that the performance will be followed by a definite outcome and on the appeal of the outcome to the individual.The presentiment theory states that employee motivation is an outcome of how much an individual wants a reward (Valence), the judging that the likelihood that the effort will lead to expected performance ( foresight) and the belief that the performance will lead to reward (instrumentation). In short, Valence is the significance associated with an individual slightly the expected outcome. It is an expected and not the actual satisfaction that an employee expects to receive after achieving the goals. Expectancy is the faith that best efforts will result in betterperformance. Expectancy is influenced by factors such as possession of appropriate skills for performing the job, availableness of right resources, availability of crucial information an d getting the required support forcompleting the job.Instrumentality is the faith that if you perform well, then a valid outcome will be there. Instrumentality is affected by factors such as believe in the people who reconcile who receives what outcome, the simplicity of the process deciding who gets what outcome, and lucidness of the relationship between performance and outcomes. Thus, the expectancy theory concentrates on the following three relationships Effort-performance relationship What is the likelihood that the individuals effort to be recognized in his performance appraisal? Performance-reward relationship It negotiation virtually the extent to which the employee believes that getting a good performance appraisal leads to organizational rewards. Rewards-personal goals relationship It is all about the attractor or appeal of the potential reward to the individual.Vroom was of view that employees consciously solve whether to perform or not on the job. This decision solel y depended on the employees motivation level which in turn depends on three factors of expectancy, valence and instrumentality. Buddhisticicic commandment For Motivation hi passik = come and seeWhen consider about Buddhist teachings can identify good management systems focusing on various subject. According to the Buddhist teaching formotivation can not be categorized or can not be compared with modern or classic motivation theories. However as a teacher Buddha mentioned about his damma as hi passik. That mean come and see. According to that Buddha mentioned mainly self motivation. In most of the occasions the Buddha explains about self motivation is only way to get relieve of that Samsara. As a result of that the teaching of Buddha mostly depends on self motivation. When examining about Tipitaka, gives lots of Damma preached about motivation.In the Kalama Sutta mentioned about self motivation as follows Kalamas, as you yourselves say, do not follow the leader, do not go by the examination of reasons, do not stick to wrong views, taket go by this has to be so, dont go by the words of your teacher, the recluse. Kalamas, you, yourselves should know these thoughts are faulting, these thoughts are faulty, these thoughts are blamed by the saucy, these thoughts undertaken and accomplished are not for welfare, they conduce to unpleasantness Kalamas, then you should spread out them. If it was said, it was said on account of this. total Kalamas, do not go on filling your thought persistently with what you hear, do not go by tradition, do not guess, do not go on the grounds of authority, do not turn to logical thinking, do not follow the leader, do not go by the examination of reasons, do not stick to wrong views, dont go by this has to be so, dont go by the words of your teacher, the recluse. Kalamas, you, yourselves should know these thoughts are meritorious, these thoughts are not faulty, these thoughts are not blamed by the wise, these thoughts undertaken and accomplished are for welfare, they conduce to ravish Kalamas, then you should grow them. (Anguttara Nikaya. Thika niapata. 3.2.2.5)In Mahgoplaka sutta mentioned these cardinal factors, it is possible that the bhikkhu could come to growth and increase in this direction and Dispensation Bhikkhus,1. How does the bhikkhu know function. The bhikkhu knows as it genuinely is, that all matter, is a matter of the four great elements and the matter that is held as mine. Thus, the bhikkhu knows matter.1. How is the bhikkhu clever in marks? The bhikkhu knows as it really is, the fool by his actions, and the wise one of his actions. Thus the bhikkhu is clever in marks. 3. How does the bhikkhu dispel nits. here the bhikkhu does not last sensual thoughts chases them out, and makes them not rise again. Does not endure angry thoughts, chases them out, and makes them not rise again. Does not endure hurting thoughts, chases them out, and makes them not rise again. Does not endure arisen dem erit chases it out, and makes it not rise again. Thus the bhikkhu dispels nits.4. How does the bhikkhu dress the wounds? Seeing a form with the pith does not take the sign and details. To one abiding uncontrolled in the ability of the eye, evil demerit of covetousness and peevishness may drip mould down, to its control he feels, protects the faculty of the eye. Hearing a sound with the ear-Cognizing a smell with the nose-Coignizing a gustatory perception with the tongue, -Cognizing a touch with the body, Cognizing an idea with the mind, does not take the sign or the details. To one abiding uncontrolled in the faculty of the mind, evil demerit, of covetousness. and displeasure may trickle down. To its control he feels, protects the faculty of the mind. Thus the bhikkhu dress wounds.5. Bhikkhus, how does the bhikkhu make smoke? hither the bhikkhu, explains the education to others as he has wise to(p) and experienced, Thus the bhikkhu makes smoke. 6. Bhikkhus, how does the bhik khu know the ford The bhikkhu approaches well-read bearers of the Teaching and Discipline, who know the headings, from time to time, to oppugn and cross question, to know the meanings. So that those august ones would explain the hidden meanings and would dispel doubts. Thus the bhikkhu knows the ford. 7. Bhikkhus, how does the bhikkhu experience joy? In the Teaching and Discipline declared by the Thus Gone One the bhikkhu experiences meanings, in the Teaching and the resulting joy from it. Thus the bhikkhu experiences joy.8. How does the bhikkhu know the paths. hither the bhikkhu knows the noble eightfold path as it really is. Thus the bhikkhu knows the path.9. How is the bhikkhu clever in finding pastures? Here the bhikkhu knows, as it really is, the four establishments of mindfulness. Thus the bhikkhu is clever in finding pastures. 10. How does the bhikkhu make no shift of notgoing away a proctor? Here the bhikkhu accepts robes, morsel food, dwellings and requisites when ill, offered by householders out of faith, knowing the amount to accept. Thus the bhikkhu makes no mistake of not leaving a remainder.11. How does the bhikkhu not pay attention to the forefathers of the Community. Here the bhikkhu attends with bodily actions of benignant kindness, verbal actions of loving kindness, and mental actions of loving kindness, towards the leaders of the Community. Those with a long standing and needing special attention. Thus the bhikkhu attends to the forefathers of the Community.It is possible that the bhikkhu endowed with these eleven characteristics should come to growth and development in this Teaching and Discipline.(Majjima Nikaya, Mahgoplaka sutta Vol.i,4,3)As well as most renowned venerable chulla panthakas story also mentioned that the Buddha only teaches the way to get disengage of Samsara. Because in that story mentioned chulla panthaka there also learn in self motivation. not only that story Kisa gothami, Patachara , Khema, stories also mention ed Buddha sawing machine the only way of getting rid of that Samsara for those people.According to above mentioned statement illustrate self motivation is most important thing to understand the Buddhist teaching. In Dhammapada which is Most famous as enchiridion of the Buddhist also mentioned some kind of motivation facts in their verses. The glory of him who is energetic, mindful, unclouded in deed, considerate, self-controlled, right-living, and heedful steadily increases. (Dhammapada 24) By sustaining effort, earnestness, discipline, and self-control let the wise man make for himself an island, which no flood overwhelms. (Dhammapada 25) pimp not in heedlessness have no intimacy with sensuous delights. Verily, the earnest, reflective person obtains abundant bliss. (Dhammapada 27) Heedful amongst the heedless, enormous awake amongst the slumbering, the wise man advances as do a swift horse, leaving a weak guard behind. (Dhammapada 29) regular(a) as rain does not pass through a well-thatched house, so does lust not penetrate a well-developed mind. (Dhammapada 14)Though lower-ranking he recites the Sacred Texts, but acts in accordance with the teaching, forsaking lust, hatred and ignorance, in truth knowing, with mind well freed, clinging to naught here and hereafter, he shares the fruits of the Holy Life. (Dhammapada 20)Make bang in doing good check your mind from evil for the mind of him who is slow in doing meritorious actions delights in evil. (Dhammapada 116) Should a person commit evil, he should not do it again and again he should not find pleasure therein chafed is the accumulation of evil. (Dhammapada 117) Should a person perform a meritorious action, he should do it again and again he should find pleasure therein blissful is the accumulation of merit. (Dhammapada 118) The flickering, fickle mind, difficult to guard, difficult to control the wise person straightens it as a fletcher straightens an arrow. (Dhammapada 33)As a conclusion Buddh ist teaching for motivation basically mean self motivation. It is helpful to the people to fulfil their aims and goals certain. atthi attano nto- kohi nto parosiy hoping individuals help is useless. Because of that we can get only help from ourself. If someone can think like that he utterly attains his goals without any barriers.