Executive SummaryMotivation in simple terms may be understood as the set of forc es that causepeople to behave in certain ways.

A motivated employee generally is more qualityoriented. Highly motivated worker are more productive than apatheti c worker onereason why motivation is a difficult task is that the workforce is c hanging.Employees join organizations with different needs and expectations. Thei r values,beliefs, background, lifestyles, perceptions and attitudes are differen t. Not manyorganizations have understood these and not many HR experts are clear about theways of motivating such diverse workforce.Now days employees have been hired, trained and remunerated they need to bemotivated for better performance. Motivation in simple terms may be understood asthe set or forces that cause peo ple to behave certain ways. People are motivatedrewards something they can relat e to and something they can believe in. Timeshave changed People wants more. Mot ivated employees are always looking forbetter ways to do a job. It is the respon sibility of managers to make employees lookfor better ways of doing their jobs.I ndividuals differ not only in their ability to do but also in their will to do, ormotivation Managers who are successful in motivating employees are oftenprovid ing an environment in which appropriate goals are available for needssatisfactio n. Retaining and motivating workers requires special attention and theresponsibi lity falls squarely on the shoulders of HR as well as managers andsupervisors at all level. They have to create a work environment where people enjoywhat they d o, feel like they have a purpose and have pride in the mission of theorganizatio n. It requires more time, more skill, and managers who care aboutpeople. It take s true leadership.By giving employees special tasks, you make them feel more imp ortant. When youremployees feel like they are being trusted with added responsib ilities, they aremotivated to work even harder so they wont let the company down. Motivation is essential for any company because employee is Asset of company.Mot ivation is important for the growth of employees as well as growth of theorganiz ation. IntroductionIn the organizational setting the word Motivation is used to describe the drive thatimpels an individual to work. A truly motivated person is one who w ants towork .Both employees and employers are interested in understanding motivat ion if employees know what strengthens and what weakens their motivation, they c anoften perform more effectively to find more satisfaction in their job. Employe rs wantto know what motivates their employees so that they can get them to work harder.When people speak of motivation or ask about the motives of person, they arereally asking Why the person acts, or why the person acts the way he does .Thec oncept of motivation implies that people choose the path of action they follow.W hen behavioral scientists use the word motivation, they think of its somethingst eaming from within the person technically, the term motivation has its origin in the Latin word mover which means to move. Thus the word motivation standsfor movemen t. One can get a donkey to move by using a carrot or a stick; withpeople one can use incentives, or threats or reprimands. However, these only havea limited eff ect. These work for a while and then need to be repeated, increased orreinforced to secure further movement.If a manager truly understands his subordinates motiv ation, he can channel theirinner state towards command goals, i.e., goals, shared by both the individual andthe organization. It is a well known fact that human b eing have great potential butthey do not use it fully , when motivation is absen t .Motivation factor are thosewhich make people give more than a fair days work a nd that is usually only aboutsixty-five percent of a persons capacity .Obviously , every manager should bereleasing hundred percent of an individuals to maximize performance for achievingorganizational goals and at the same to enable the indi vidual to develop hispotential and gain satisfaction. Thus every manager should have both interest andconcern about how to enable people to perform task willing ly and to the best of their ability.At one time, employees were considered just another input into the production of goods and services. What perhaps changed th is way of thinking about employeeswas research, referred to as the Hawthorne Stu dies, conducted by Elton Mayo from1924 to 1932 (Dickson, 1973). This study found employees are not motivated solelyby money and employee behavior is linked to t heir attitudes (Dickson, 1973). TheHawthorne Studies began the human relations a

pproach to management, wherebythe needs and motivation of employees become the p rimary focus of managers(Bedeian, 1993).Motivation TheoriesUnderstanding what mo tivated employees and how they were motivated was thefocus of many researchers f ollowing the publication of the Hawthorne Study results(Terpstra, 1979). Five ma jor approaches that have led to our understanding of motivation are Maslow s nee d-hierarchy theory, Herzberg s two- factor theory,Vroom s expectancy theory, Ada ms equity theory, and Skinner s reinforcement