Introduction:

“Human capital goes where its welcome and stays where its well treated.” ( Walter .B. Wriston) (
Walter 1919-2005, former CEO of Citibank/Citicorp)
Today, every organisation wants to succeed and is looking for exponential progress.
Amongst these organisations, only few believe that employees are key to attain this success.
Market competition is fierce in this era and many companies are striving to have a lower attrition
rate. The ever increasing life standard is highly influencing the employee behaviour and thus the
growing attrition rate. To overcome these modern age problems, a positive and encouraging
relationship should be maintained between employees and their organisation. Unless and until
the employees of the organisation are satisfied and motivated, attaining success could be
challenge.
In-short, human resources or work force of the organisation is are the most vital part and
thus the need to motivate (influence) them is of utmost importance. Any organisation, may it be
public or private, has set of objectives and aspirations. For any organisation wishing to pursuit
these objectives and aspirations must be able to create values (motivate) enough for its
employees as to compensate for the arduous task bestowed upon them. Such motivation can
come in form of effective training, promotions, facilities etc.
For an employee, being motivated is basically their wants being met. These wants may be
in terms money, training, positions, status, change of work etc. Being satisfied, an individual will
definitely contribute towards the vision of organisation and on contrary the individual not
satisfied can have an negative impact on entire work force.

Motivation
Motivation can be defined as “Motivation is what energies, directs and sustains a
behaviour” (Steers and porter, 1991:116) or “A set of decisions and actions that determine the
organisation’s stakeholders to contribute directly and indirectly to achieve higher overall
functionality and performances, based on the correlation of their interests in the approach and
achievement of the objectives of the organization and its subsystems” (Nicolescu and Verboncu ,
2008:291)
Motivation has always been considered a powerful tool that reinforces and triggers the
tendency to continue (Luthan 1998, Madauburn 1998, ,Minner, Ebrahimi and Watchel, 1995).In
simple words, motivation is the inner force within oneself to achieve something. It also means
that it only arises when there is something worth achieving. This is a strong massage for an
employer. It is up to employer to give this purpose of achieving something to employee.
It is worth noting that money is not the only motivator. As given above, there could be
other incentives other than just money. For example, think about a Nigerian employee working
in remote area of Nigeria where there are fewer things and luxuries to buy. No amount of money
can motivate this employee as it does not add any value to his life other than piece of paper.
Instead good working conditions and opportunity for self-development will help get motivated.
Having said that, we should not get carried away with the statement above. Researchers have
stood united to conclude that money is the fundamental factor of motivation and no other
motivational technique can come close to it.
Types of Motivation
1) Positive and Negative Motivation:
Though objectives of both positive and negative motivation are same to achieve
organisations objectives, the tools used are very different in both cases. Positive motivations
employs tools such as income raise, better job satisfaction, status while negative motivations
uses tools such as threatening or reduction in salary in case task is failed. The outcomes of
positive and negative motivation are also polar opposite.

2) Intrinsic and extrinsic Motivation:

Intrinsic motivation can be described a motivation which is completely self-driven and done
in order pursue strictly personal desire. Example of Intrinsic motivation could be Ambition,
desire for particular position etc. Extrinsic motivation is building a name or status of
organisation which gives an employee a motivation of working in such a rich culture or
brand name. Examples on extrinsic factors could be prestige, fame etc.

3) Cognitive and Affective Motivation:

Cognitive motivations is focussed on meeting the intellectual demands of employees. It can
briefly described as motivating employees by empowering them with tools such as
knowledge, learning, innovation etc. Affective motivation primarily focussed on motivating
employees by supporting their emotional or sentimental needs.

4) Economic and moral-spiritual motivation

As the term ‘economic’ says Economic motivation is directly related to economic
expectations of the employee. Moral-spiritual motivation is one where employee is
motivated by moral values such as behaviour of attitude.

Relationship between Motivation and job satisfaction

“Job satisfaction is a pleasurable or positive emotional state resulting from appraisal of one’s
job or job experiences” ( Fischer,2006,p13) Relationship of Motivation and job satisaftion van
be better explained as dual causality where motivation is the cause and job satisfaction being the
result of the cause.
Motivation in Police Officers
Introduction
“Policing is no longer a relatively simple task” ( Goldstein, 1977 p.284). “Rather police officers
roles in today’s democratic society re extremely significant and complex” (Carter and
Sapp,1990)

Motivating police personnel can be a tough task. In a typical job of a police officer, there
are many factors that can hamper their productivity and make them complacent with ‘why me’
attitude. Fighting crimes everyday can make them cynical and may develop a negative attitude
towards population as a whole. In developing countries such as India, average salary of a police
officer is very marginal and thus money cannot be a factor to motivate these skilled force of
people.
Police, who get start their careers with a attitude of “fighting for crime” often become
cloyed towards their objective after witnessing the series of criminals in their work tenure. Being
in this toxic environment of crime and miss happenings, the situation takes toll on mental health
of the police force and in this situation motivation takes a back seat to cultivate.
This observation regarding motivation of police force is not restricted to only under
developed or developing countries but extends globally. Performance standards of the police
forces is a area of serious concern globally. Several countries are around the globe have tried
various different strategies to get solve this problem but the results are not being favourable.
Thus, motivation in police force is a favorable area of researchers.