Motivational Theories

2.
8 MOTIVATIONAL THEORIES
Several research studies on motivation have been undertaken by industrial psychologists
and behavioral scientists. As a result, some theories aboutmotivation and human behavior have
been developed by researchers.Theories of motivation explore the sources of pleasure that people
experiencewhen they maintain equilibrium and preserve homeostasis by avoiding pain andover
stimulation.The dynamic process of change in and of itself has important implications
foremployees in modern organizations. In particular, it affects their basic need toknow who they
are as a secure anchor amid incessant change. Frequentchanges in organizations and in
technology influence the power structure, theskills needed to excel on the job, an organization's
values, and its managerialphilosophy.Work motivation research began, as did the psychology of
motivation in general, as a branch of individual psychology. However, more than theories of
personality and human abilities, theories of workmotivation traditionally have encompassed both
individual and situationalcharacteristics.
There are several theories which explain motivation. For this study the following
theories are considered.
2.10 ERG THEORY
Clayton Alderfer reworkedNeed Hierarchy theory of Maslow to align it more closely with
empirical research. Alderfer's theory is called the ERG theory -- Existence, Relatedness, and
Growth.
 Existence refers to our concern with basic material existence requirements; what Maslow
called physiological and safety needs.
 Relatedness refers to the desire we have for maintaining interpersonal relationships;

similar to Maslow's social/love need, and the external component of his esteem need.
 Growth refers to an intrinsic desire for personal development; the intrinsic component of
Maslow's esteem need, and self-actualization
Alderfer's ERG theory differs fromNeed Hierarchy theory insofar as ERG theory
demonstrates that more than one need may be operative at the same time. ERG theory does
not assume a rigid hierarchy where a lower need must be substantially satisfied before one can
move on.
2.11 HERZBERG’S TWO FACTOR THEORY
In the ‘Two Factor Theory of Motivation’, Herzberg states a distinction between

motivational and maintenance factors with regard to job satisfaction. He and his associates
conducted a research study based on the interviews of 200 engineers and accountants who
worked in eleven different firms in Pittsburg. Based on this research findings two job factors
were identified, i.e., motivators or satisfiers on one hand and hygiene or maintenance factors on
the other. For this reason, this theory is also called two factor theory.
According to this theory, some job conditions operate primarily to dissatisfy employees
when the conditions are absent, but their presence does not motivate employees in a strong way.
Many of these factors are traditionally perceived by management as motivators, but these are
really more potent as dissatisfiers. The potent dissatisfiers are called maintenance factors in job
because they are necessary to maintain a reasonable level of satisfaction among the employees.
They are also known as dissatisfiers or ‘hygiene factors’ because they support employees’
mental health. There are another set of job conditions that operate primarily to build strong
motivation and high job satisfaction, but their absence rarely proves strong dissatisfiers. These
conditions are known as ‘motivational factors’.
Herzberg specifies the hygiene factors as: wages, fringe benefits, physical conditions,
administration and overall company policies, etc. The presence of these factors at a satisfactory
level prevents job satisfaction but does not provide motivation to the employees. So they are not
considered as motivational factors. Whereas, motivational factors on the other hand, are essential
for increasing the productivity of the employees. They are also known as ‘satisfiers’ which can
be named as: recognition, feeling of accomplishment and achievement, opportunity of
advancement and potential for personal growth, responsibility and sense of job and individual
importance, new experience and challenging work.
2.13 EMPLOYEE MOTIVATION TECHNIQUES
Be committed to developing others: Your employees won't care until they know you care. If
you are committed to their professional growth and sincerely look out for their best interest, you
have a better chance of influencing motivation. There are many studies that show employees
want career development and advancement opportunities. This is truly a win-win situation.
One management style will not work for all employees:Every employee is different. Be
flexible in your management style. You should not manage all employees the same way. For
instance, a dependable employee should be granted more leeway than an undependable
employee. An employee who learns quickly and shows initiative will need less direction than an
employee who does not exhibit these traits.
Start a club: Team building is enhanced when work groups do things together that have nothing
to do with work. For instance, office employees can implement a 'birthday club.' Each month
participants will receive a card with specific words of appreciation from co-workers and
management. Quarterly, you can throw one big celebration. It will be fun and a nice time for all.
Learn your individual employees' wants and needs:You can do this by socializing. Take the
time to get up from your desk and ask your employees how they are and what's new - and listen
to the answer.
Give a compliment:Think of something nice you can say about each and every employee, and
then go tell them. Always be sincere and please keep it related to work.
Make the workplace ‘fun’: Employees spend a great deal of time at work. If you think 'fun'
hurts productivity, then think again.
2.14 WHY TO MOTIVATE NURSES?

Nursing is a sensitive career that plays an important role in society. It is a multi skill
career that should be rewarded because nurses are the eye of health carestaff about patients'
condition. Nurses are placed in a work which forces them to deal with pain, sicknessand
depression. They deal with human beings, no mistakes are allowed; it could be a patient life or
the patient might be at risk for suffering. The nature of theirwork is tough and stressful, long
hours, and they have to work during holidays and other occasion time, solose their normal life
style.At the same time, the expression of feeling in front of the patients is notacceptable.
The nurse should have the skills and abilities to deal with situationslike doing care after
death and be sympathy with the family and continue her work with another patient having a
smile on her face. It is theability and the art of handling stress in a positive attitude.At the end,
nurses are human beings who need to be rewarded for their great jobin reducing suffering of
patients and saving lives at least with a thankful wordabsorb their stresses during their work and
allow them to be motivated to perfhigh standard of care, work harder, and move along with their
tough career.Unmotivated staff has a bad effect on the delivery of care of patients and thequality
of care. If a nurse cannot find anything motivates him/her to do the work,leaving the workplace
could be the better idea; instead of doing medicalthat could affect their dignity. This may occur
as a result of lack of interest to work under stress and being less concentrated and less
productive.That can explain the presence of shortage within nursing allover the world.
So,hospitals need to know how to motivate their nurses and show themeffort was of value to
keep them from burning off. Motivation works as supportivetool that enhances nurses to success
and go along with their work.
2.15 CAUSES OF DEMOTIVATION

The role of nursing is associated with multiple health care professionals andforced by
nurse supervisors and managers, and by medical and administrativestaff which increase work
overload and conflicting demands and stresses. Role conflict of this kind may be most obvious
when dealing with patients whoare critically ill and dying. stress generally detracts from the
quality of nurses’working lives, increases minor psychiatric morbidity, and may contribute to
someforms of physical illness, with particular reference to musculoskeletal problems, stress and
depression. Shortages, overwork and unequal pay can lead to resentment and low morale
athospitals. This in turn undermines the quality of medical care patients receive.
A. Workplace Violence
"violence is threats, or a threatening statements or threatening behaviors that give a
reasonable cause to believe that the employee is at risk of physical injury, as well as attempted
conduct of a person that endangers the physical health orphysical safety of the employee"
Occupational Health and Safety Act (1996). Violence can occur in many forms. The nurses are at
an increased risk for beingvictims of violence. These include physician to nurse, nurse to nurse,
client tonurse and family to nurse violence. This violence can be manifested throughphysical,
sexual, verbal, emotional and psychological actions, violence can occurin other forms such as
excessive workloads, unsafe working conditions, andinadequate support. Some findings suggest
a direct link between aggression andincreases in sick leave, burnout and staff turnover. The costs
of improvingnursing protection in the workplace should be balanced against the costsassociated
with the lost hours and turnover resulting from violence againstnurses.
B. Workplace Hazards and Injuries

There are many risks in healthcare that have the potential to cause serious injury. One of
the most common risks healthcare professionals, including nurses, may encounter are sharps
injuries. Some of these injuries can expose nurses to bloodborne infections that are potentially
life threatening, such as HumanImmunodeficiency Virus (HIV) Hepatitis B Virus (HBV), and
Hepatitis C Virus(HCV).
C. Long Working Hours

Work patterns of long working hours can also affect nurses' social life. As nursesoften
has less time to be spent with loved ones. This can lead to impairedrelationships. Lack of quality
interaction with friends and family also increases therisk of isolation and loneliness. Shift
workers may also experience difficulty in accessing adequate childcareservices and care. Long
working hours has effect on family and social life of thenurses.
D. Effect of Night Shift
Being that shift workers are required to function against their body’s naturalrhythm. On
average, shift workers get two to four hours less than therecommended eight hours of sleep in
twenty-four hours. The human bodynormally follows a 24-hour cycle called the circadian
rhythm. This cycle regulatessleeping, waking, digestion, secretion of adrenalin, body
temperature, pulse andmany other important aspects of body functions. If a person alters his or
heractivity patterns, these rhythms can go out of sync, leading to disorientation andfeelings of
fatigue. Nurses need to increase awareness of shift work’s effect onperformance and patient
safety.
E. Shortage and Turnover Problem

Nursing used to be about caring for sick patients, fixing what was wrong so that they
could return to their lives. The challenge of nursing now relates more to wellness approach,
accessing information, guiding, teaching, counseling, linking, and collaborating with clients to
change their lifestyles. The nursing is a distinct scientific field and autonomous profession whose
skilledpractitioners save lives and improve patient outcomes every day in a wide varietyof
settings. Staff shortage is inadequate quantity of skilled nurses in clinical settings that hasa
significant negative impact on patient outcomes, including mortality.
Thenursing shortage is literally taking lives, and impairing the health and wellbeing
ofmany millions of the world's people. It is a global public health crisis that hasbeen reported in
most countries of the world. The causes of short staffing include poor work conditions,
inadequate resourcesfor nursing research and education, nursing is mostly female nature, training
of new staff and increased overtime and use of temporary agency staff to fill gaps, and the
increasing complexity of health care and care technology.Turnover expresses the percentage of
nurses that are lost each year through retirement, death, international migration or moving to
work in another sector ofthe economy, or due to employees leaving for their own reasons like;
careerprogression, overtime and use of temporary agency staff to fill gaps, better pay ina new
job, or dissatisfaction in the current job. Shortage and turnover may lower quality and
productivity of nursing care, due tothe loss of work group efficiency and organizational
performance. Various indicators can be used to assess the degree of shortages, related to
bothsuch as absenteeism, retention rates, vacancy rates and turnover.
F. Feeling Under Paid

"The nurse does for the patient (only) what they would do for themselves if they were
healthy" Virginia Henderson, the famous nursing theorist.It is struck how multi-skilled nurses
have to be, and how little this was reflected in their pay. The salary is one of the motivators.
Most nurses feel underpaid andundervalued. Nurses have to learn the role of a clerk, counselor,
teacher, auxiliary, doctor,psychologist, housemaid and mortician. They have to administer
medicines,advise patients and care givers, perform observations and write handover reports,
change beds, work hoists, bath patients, scrub dentures and wash dead bodies.Nursing must be
one of the world’s most multi-sided occupations.
Comparing with other health professionals and the level of responsibility nurseshaving,
they are paid an unfair wage that is not reflecting their workload and levelof responsibility. There
is a huge difference between nurses’ salaries and those of more narrowlyspecialized personnel
like doctors, radiology, and lab technicians. Nurses mayacquire ever more skills but it does
nothing to improve their status or theirincome. From unfair salary rankings to understaffing,
nurses frustrated and distressed bya system which does not support their concerns and needs.
The report of the survey that was done on some of nurses at Mother Care is showingthat
nurses have received lower payment on a lower grade code than otherhealth professional 86%
indicated that, they are receiving unfair salary comparingwith other health staff. Nursing pay
calculations would provide a basis for quantifying and rewarding anurse’s range. It might also
motivate them to broaden their skill base constantlyto meet changing healthcare demands.
G. Lack of Appreciation
Many people think that a nursing degree is not as respected as a medical school. It is
important to realize that nurses are needed in growing numbers throughoutthe world. Nurses take
care of patients and do a fairly large amount of the physical workinvolved. As nurses progress
through their education, they are placed into clinicalsettings to obtain real hands on experience.
Nurses are not stuck behind a desk for 8 hours a day staring at a computer. Theyget to interact
with many different people on a daily basis. They can specialize in areas such as renal therapy,
emergency room nursing, or surgical nursing. Thespecialties available are endless.
Appreciation is an acquisition of a positive feedback. It is the innate feeling thatthe work
of employees is valued and makes a difference to their performance.Nurses need to feel that,
their profession should be seen as important to theworkings of the whole team and the effort they
do is appreciated.Lack ofappreciation has a negative effect on stress and job satisfaction and
couldadversely influence staff turnover. Respect from supervisor and other staff by
acknowledging their contribution,recognition of their skills, and respect for their work is
consider a way ofappreciation. Being part of a team and the sense of belonging is another
waymakes the employee feel more valued. Nursing appreciation could be a simple thank you
from a patient, a respect from a co-worker, or recognition from a supervisor.
2.17 CONCLUSION
Motivation is a not a unitary concept, but has been incorporating a number of factors
including job satisfaction, family situation, management, job description and relationship with
colleagues. In this chapter the researcher was giving the conceptual background which is
necessary to attain the objective of the study.
Motivational theories explained above really shows that how the concept of motivation
works in individual and how it affects the organization. At the end of the second chapter, deals
about how it is related with nursing profession. It clearly tells about need of motivating nurses.
Another important thing to be noted is that the factors that demotivating the employees or
specially nurses.
Therefore, organizations are required to adapt new strategies that would improve the level of
motivation among nurses to satisfy both the organizational objective and employee needs.
Motivated nurses will really place the hospital in the heart of people
INTRODUCTION
The opinion of 50 staff nurses collected through questionnaire to identify the level of motivation.
The feedback have been collected, tabulated and subjected to statistical analysis. The researcher
gives a graphical representation of the date wherever it was thought to be appropriate and
inferences also given under each table and Graff.
(A)STATEMENTS TO IDENTIFY THE LEVEL OF MOTIVATION
4.1 Happy with the Hospital
Satisfaction with the organization is an important factor in the process of motivation. If the
employees are really happy in the organisation, the level of motivation will be high.
Level Of Satisfaction No. Of Employees Percentage (100%)

Strongly Agree 15 30
Agree 30 60
Neutral 5 10
Disagree 0 0
Strongly Disagree 0 0
Total 50 100
Table: 4.1
No. Of Employees
60
50
40
30
20
10
0
Strongly Agree Agree Neutral Disagree Strongly Total
Disagree
Figure 4.1
Among the total population 60% agrees that they are really happy to work in this hospital and
30% are also strongly agreeing to the same. Only 10% of the total population is neutral to the
statement.
4.2 Satisfied with the Present Job
Satisfaction of work is an important factor in every organization. Satisfaction and motivation has
got a strong relationship. Happiness will make the employees more motivated.
No. Of Percentage
Level Of Satisfaction
Employees (100%)
Agree 32 64
Neutral 0 0
Disagree 1 2
Total 50 100
Table No 4.2
60
50
50
40
32
30
20 15
10
1 2
0
0
Strongly Agree Neutral Disagree Strongly Total
Agree Disagree
The figure shows that 64% agree that they are satisfied with their present job and 30% are
strongly agreeing to the statement. But 4% strongly disagree and 2% that they are not satisfied
with their job in the hospital.
4.3 I am satisfied the wages and salary policy of the management
If the wages and salary policy of the management is good then only the employees feel comfort
in their work.
No. Of
Level Of Satisfaction Percentage (100%)
Employees
Agree 10 20
Neutral 10 20
Disagree 10 20
Total 50 100
Table No 4.3
No. Of Employees
50
40
30
20
10
0
Agree Disagree
The figure shows that 40% strongly agree they are satisfied the wages and salary policy of the
management and 20% agree and 20% neutral and 20% disagree with the wages and salary policy
of the management.
4.4 Supervisor Recognition of my Effort
Every employee in the oraganisation expects certain amount of recognition of his or her effort
from their superiors. If they get that it will motivate them to be more productive in their job.
No. Of Percentage
Employees (100%)
Agree 26 52
Neutral 1 2
Disagree 0 0
Total 50 100
Table No 4.4
No. Of Employees
60
50
40
30
20
10
0
Agree Disagree
This figure exhibit that 52% agrees that their superior recognizes their effort in the hospital.
Further, 46% strongly agrees that their superiors recognize their effort. 2% of the population is
neutral towards the statement.
4.5 Feel Work Stress
Mental stress will be more in nursing profession. They have to interact with different types of
people with different type of diseases. This profession asks a lot of care and perfection. If they
feel stress in their service, the level of motivation to do their job also comes down.
No. Of Percentage
Employees (100%)
Strongly Agree 5 10
Agree 2 4
Neutral 25 50
Disagree 10 20
Total 50 100
Table No 4.5
No. Of Employees
50
40
30
20
10
0
Agree Disagree
The figureshows that 50% are neutral in their response.20% disagrees and 16% strongly
disagreeing that they feel some work stress. But 10% strongly agrees and 4% agrees that they
really feel the work stress directly or indirectly.
4.6 Problem with Supervisors
Interpersonal relationship is an important thing in every organization. If the supervisors and

employees have a smooth relationship, it will really reflect in their performance.
No. Of Percentage
Employees (100%)
Strongly Agree 0 0
Agree 2 4
Neutral 15 30
Disagree 11 22
Total 50 100
Table 4.6
60
50
50
40
30
22
20 15
11
10
2
0
0
Agree Disagree
The figure exhibit that 44% strongly disagree, 30% neutral and 22% disagree with the statement
that they have problem with their superiors. Just 4% of the total population agrees with the
statement that they have problem with the superiors
4.7 Problem with Colleagues
Good interaction with fellow employees should be well and good. It provides a peaceful mind
and atmosphere to wok. It will help to increase the level of motivation.
No. Of Percentage
Employees (100%)
Strongly Agree 0 0%
Agree 2 4%
Neutral 3 6%
Disagree 7 14%
Strongly Disagree 38 76%
Total 50 100%
Table No 4.7
60
50
50
40 38
30
20
10 7
2 3
0
0
Agree Disagree
The above figure describes that 76% of the population strongly disagree and 14% of disagree to
the question that they have some problem with other nurses in the department. And also 6% are
neutral to the statement.
4.8 Problem with Doctors
Fear to the superior will create the work place as a hell. The employee cannot enjoy their work
because of fear. So try to have a cordial relationship with superiors.

Strongly Agree 5 10
Agree 9 18
Neutral 18 36
Disagree 8 16
Total 50 100
Table No 4.8
60
50
50
40
30
20 18
9 10
10 8
5
0
Agree Disagree
Figure shows 36% of employees are neutralthat the problem with the doctors demotivates them.
20% strongly disagree an16% disagree to the question. But 18% of the population agrees and
10% strongly agree that the problem with the doctors demotivate them to do their job
.
4.9 Missing Family Events Due To Shift Hours
Family is an important factor that determines the level of motivation. If the employees are
missing some of their important events because of their profession it will demotivate them.
No. Of Percentage
Employees (100%)
Strongly Agree 5 10
Agree 3 6
Neutral 26 52
Disagree 10 20
Total 50 100
Table No 4.9
50
50
45
40
35
30 26
25
20
15 10
10 5 6
3
5
0
Agree Disagree
This figure shows that 52% is neutral about the question, 20% disagree and 12% strongly
disagreeabout the statement that they are missing someof events due to the shift system. But 10%
strongly agrees and 6% agree that they are missing family and some of the event because of the
shift system.
4.10 Workplace Violence
All prefer a peaceful atmosphere in the organization. If the employees had some experience of
violence in the work place, they will be demotivated.
No. Of Percentage
Employees (100%)
Strongly Agree 3 6
Agree 8 14
Neutral 20 40
Disagree 6 12
Total 50 100
Table No 4.10
60
50
50
40
30
20
20
13
10 8
6
3
0
Agree Disagree
The figure shows that 40% responded neutrally, 26% strongly disagree and 12% disagree about
workplace violence. 14% agree and 6% strongly agree see workplace violence as a demotivating
factor.
4.11 Long Working Hours
Employees need proper rest in between their work. In a field like hospital the rest time will be
minimal. So this may be a demotivating factor. So management should work on it.
No. Of Percentage
Employees (100%)
Strongly Agree 5 10
Agree 8 16
Neutral 13 26
Disagree 14 28
Total 50 100
Table No 4.11
60
50
50
40
30
20
13 14
10
10 8
5
0
Agree Disagree
As shown in figure 28% of the population disagrees and 20% strongly disagree that long
working hours demotivate them.26% of the population are neutral in their view. But 16% agree
and 10% strongly agree that the long working hours demotivate them.
4.12 Night Shift
Hospital industries are following the shift system. So employees have to work night also
according to their turn. So it may demotivated some people like who is very much attached with
family and married employees
No. Of Percentage
Employees (100%)
Strongly Agree 0 0
Agree 11 22
Neutral 29 58
Disagree 3 6
Total 50 100
Table No 4.12
60
50
50
40
29
30
20
11
10 7
3
0
0
Agree Disagree
As shown in the figure 58% are neutral that night shift system demotivates them. But 22% agrees
that night shift system demotivate them.14% strongly disagree and 6% disagree to the same
question.
4.13 Hospital Offers Good Physical Working Condition
Environment is an important factor which motivates the employees. If the organisation can
provide a healthy and good environment that will really affect the employees and level of
motivation in work also will be high.
Level Of Satisfaction No. Of Employees Percentage

(100%)
Yes 40 80
No 10 20
Total 50 100
Table No 4.13
60
50
50
40
40
30
20
10
10
0
Yes No Total
The figure shows that 80% of the total population are yes to the question that the hospital offer
good physical working conditionand 20% are not that they hospital did not offer good physical
working condition.
4.14 Management Provides Free Hostel facility
Free accommodation in an organization like hospital is necessary. The employees are working
under shift system. So expect hostel facility in the hospital premises.
Level Of No. Of Employees Percentage (100%)

Satisfaction
Yes 40 80
No 10 20
Total 50 100
Table No 4.14
No. Of Employees
60
50
40
30
20
10
0
Yes No Total
free hostel and canteen and 20% are not that they hospital did not offer free hostel and canteen.
4.15 Low Salary
Every employee work for remuneration or salary has got a great impact on motivation. If the
organisation is paying adequate compensation to its employees and the employees will be
motivated.
Yes 30 60
No 20 40
Total 50 100
Table No 4.15
No. Of Employees
60
50
40
30
20
10
0
Yes No Total
that low salary demotivates them and 40% are no with the question
4.16Insecurity of Job
Insecurity about the job always put the employee in pressure. So the productivity also will be
less. So it is the duty of the organization to make secure the job.
Yes 30 60
No 20 40
Total 50 100
Table No 4.16
No. Of Employees
60
50
40
30
No. Of Employees
20
10
0
Yes No Total
The figure shows that 60% are yes agree to the question and 40% are no with the question.
4.17Lack Of Promotional Opportunities
Promotional Opportunities and good performance appraisal system will motivate the employees
to a great extent
Yes 12 24
No 38 76
Total 50 100
Table No 4.17
No. Of Employees
60
50
40
30
No. Of Employees
20
10
0
Yes No Total
The figure shows that 76% of the total population are no to the question that the hospital offer
that there is no lack promotional opportunities of and 24% are yes with the question
4.18 Really Motivated In Your Work
Motivation is the prime factor of employees if they really motivated then only they put their full
effort.
Yes 45 90
No 5 10
Total 50 100
Table No 4.18
No. Of Employees
60
50
40
30
No. Of Employees
20
10
0
Yes No Total
The figure shows that 90% of the total population are yes to the question there are really
motivated and 10% are on with the question

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2.

 Relatedness refers to the desire we have for maintaining interpersonal relationships;

In the ‘Two Factor Theory of Motivation’, Herzberg states a distinction between

2.13 EMPLOYEE MOTIVATION TECHNIQUES

2.14 WHY TO MOTIVATE NURSES?

2.15 CAUSES OF DEMOTIVATION

B. Workplace Hazards and Injuries

C. Long Working Hours

E. Shortage and Turnover Problem

F. Feeling Under Paid

4.1 Happy with the Hospital

Level Of Satisfaction No. Of Employees Percentage (100%)

Interpersonal relationship is an important thing in every organization. If the supervisors and

Level Of Satisfaction No. Of Employees Percentage (100%)

Level Of Satisfaction No. Of Employees Percentage

Level Of No. Of Employees Percentage (100%)

Level Of Satisfaction No. Of Employees Percentage (100%)

Level Of Satisfaction No. Of Employees Percentage (100%)

Level Of Satisfaction No. Of Employees Percentage (100%)

Level Of Satisfaction No. Of Employees Percentage (100%)

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