Solution:

Process of Motivation:

• The process of motivation starts with the need which may be the perception of deficiency in an individual.

• For example, an employee in the organization considers the need for higher pay, more challenging work, for time off etc.

• These needs influence the thought processes of an employee that directs him to satisfy the needs by adopting a the particular pattern of action.

• In case the selected course of action of an employee leads him towards expected results in the form of reward then he will be motivated by the similar reward to give the same performance in the future.

• On the other hand, if the anticipated rewards are not resulted from adopting a certain line of action, then the the employee would not be likely to repeat his behavior.

• So the rewards of certain actions, act as a feedback mechanism that supports the employee to evaluate the consequences when he is considering his future action.

Phases of Process of Motivation:

Following are the basic phases of the process of motivation:

1. Need Identification:

• In the first phase of the process of motivation is the employee feels certain need that is unsatisfied & hence he identifies that need.

• Then the unfulfilled need stimulates the employee to search for certain goals by creating tension in him. This tension acts as a driving force for the accomplishment of the set goals which can satisfy the tension-creating a need.

  2. Exploring Ways to Fulfill the Need:

• In this phase of the process of motivation, different alternative ways are explored that can satisfy the unsatisfied need that is identified in the first phase.

• The unsatisfied need stimulates the thought processes of the employee that direct him to adopt a certain course of action.

3. Selecting Goals:

• In the third phase of the process of motivation, the goals are selected based on identifying needs and alternative courses of action.

4. Performance of Employee:

• In the fourth phase of Motivation Process, the identified need stimulates the employees perform in a certain way that has already been considered by him. So the employee performs a certain course of action to the satisfaction of unsatisfied needs.

5. Rewards/Punishments as Consequences of Performance:

• If the consequences of the particular course of action followed by an employee are in the form of rewards, then the employee would be motivated to perform the same level of efforts for acquisition of similar rewards in future.

• Whereas when the anticipated results of the actions of an employee lack the rewards, then he would not be willing to repeat his behavior in the future.

6. Reassessment of Deficiencies of Need:

• When an employee feels satisfaction for his certain unsatisfied need through the rewards of a certain line of action, then he again reassesses any further unsatisfied need and resultantly the whole process is repeated again.