What is motivation

This time I will explain motivation.

By reading this sentence, you can understand what motivation is and then deepen your understanding of the theory system of motivation and the contents of the main theory.


First of all, let’s think about what motivation is.

Looking at the members of the corporate organization, people who are interested in daily work, those who high performance and achievements are raising, and those who are depressed and working on the work and results are Some people are falling into a vicious circle without rising.

It is the concept of motivation to unravel such a state.

Motivation of human beings in organizations plays a big role.

In order to do the work, “ability” to do the work is necessary, but accordingly there is no strong “power” by “motivation” “motivation” “motivation”, the work performance required for that work We can not give results.

The high achievement and achievement (performance) in work is born by the interaction of “ability” and “motivation”.


Even those with high capabilities will need motivation to continuously demonstrate their abilities in order to demonstrate their abilities and maintain high performance standards.

Motivation is a variable factor that varies depending on the circumstances and circumstances.

In order to maintain high performance and achievements at work, we need to keep motivation stable and continue.

In order to activate motivation, it is important to clearly show some direction such as purpose and goal first.

The strong power and action energy (= motivation) towards that goal and purpose are activated by “expectation” and “desire”.

Motivation is the ability to continue actions until we achieve our goals and objectives .

How should an organization’s leader handle when a large gap occurs between goals and objectives and the current situation?

It is also important for the leaders of the organization to support the achievement of the purpose and goals for the members who are constantly striving to achieve the goals and objectives in order to maintain the motivation of the members It is an element.

In the issue of motivation to work in an organization, management actions for motivating conscious actions to members who are trying to contribute toward the achievement of goals and objectives are important.

As a way to raise motivation and motivation for such work, there is provision of “compensation” in a broad sense.

This compensation includes internal compensation and external compensation . IranMCT

Internal rewards can be said to be ” remuneration that the work itself brings “, such as the sense of accomplishment of work or the self-growth by work .

External compensation includes salary, promotion, human relations and organizational philosophy .

By clarifying the remuneration for the outcome of these jobs, we will maintain motivation for the work of the members.

【Content theory and process theory】
Next, let’s organize the motivation theory systematically.

The motivation theory is based on the content theory focusing on the motivation of “what motivates people to motivate” and the process theory focusing on the motivation process of “how people can motivate” 2 It is classified as a type.


[Content theory] In
content theory, we look at the relationship of what factors influence the outcomes obtained as a result of action.

In the process theory, we aim to clarify how the willingness of organization members will occur, with more emphasis on cognitive and rational aspects of human behavior.

As a representative theory of content theory, there are Maslow ‘s desire 5 stage theory and Hersburg’ s motivation / hygiene theory, which I covered in ‘Transition of Organizational Behavior Theory’ .

Maslow ‘s desire 5 step theory, human desire can be divided into five stages from low to high order, act as if higher desires are satisfied when low desire is satisfied That is the theory.

The motivation / hygiene theory of Hersburg is that there are “satisfaction” and “unsatisfactory” for human behavioral factors and those based on “satisfaction” are motivators for the next action, but those due to “unsatisfactory” Although improving the situation does not become a motivation factor, it is a theory that if it leaves it it becomes a hindrance to behavior.