MARKETING MAYA:

MOTIVATION
--It was a high counsel that I once heard

RE-VISITED
given to a young person, "Always do what
you are afraid to do."
- Ralph Waldo Emerson

By:
Luis Kashyap
“ALARICA”
AGENDA:

• Brief introduction of the book.

•Two important concepts of motivation by

Dr. Sharma.

• Real time scenario of motivational practice

in the corporate.
Management in New Age: Western Windows Eastern Doors…
- Dr. Subhash Sharma

• Increased global contacts have necessitated that Western

managers acquire greater understanding of the ‘Eastern Doors’, and
Eastern managers look beyond the ‘Western Windows’. Concepts and
frameworks presented in the book arise from this view for a new
combination of management ideas from the West and the East to
facilitate ‘holistic globalization’.

• This book looks at various perspective related to society,

organizations and individuals with which managers in the new age
have to contend.

• It suggests the need for a paradigm shift from, ‘survival of the fittest
to eliminate the rest’ to ‘arrival of the best to lead the rest’.
 TWO PARADIGM OF MOTIVATION THEORIES:
1. Maslow’s Hierarchy of Needs:

• man has a dual nature- human and animal.

Self
• powerful influencer on managerial decision
Actualization
making.
• the animal instincts of man is brought in
Affiliation Needs
picture.
• they tend towards love and growth. Safety Needs
• humans are satisfied by satisfying
unsatisfied needs. Physiological needs
 TWO PARADIGM OF MOTIVATION THEORIES: contd…
2. Inverted Model of Hierarchy of Needs:
• the human side of man can be seen in Self realization
the non-hedonistic man. Actualization of “Social Inetrest” (paropkar)
• this alternative hierarchy was presented for
the human nature of man. Affiliation Need
• for non hedonist person self realization is upper
most, n control of senses is the starting point for it. Security Needs
• man in this tradition are guided by social interest, not
Psychological
personal interest.
Needs
• if every one is guided by TRUST and TYAG, its going to be a
more humanistic society.
• people are powered with inner strength to do selfless work.

• the modern theories of motivation are rooted in the distrust

paradigm .
 MIGRANT ETHICHS AND THE SPIRIT OF ACHIEVMENT:
A Migrant

Sincerity, Integrity, A Motivation to PROVE Innovative Orientation

Responsibility Orientation

High Drive
Network
High rates of “All Work No Play”
support
savings (Work as source of leisure,
system
pleasure and worship)

Asset Building High Achievement Moral support

Fig: Migrant Ethics, Sprit of Achievement and Success.

MIGRANT ETHICHS AND THE SPIRIT OF ACHIEVMENT: contd
1. Desire to prove one’s ability to cope with alien situations.
-display a high degree of Motivation to prove, this implies self discipline which
results in the inculcation of a culture of sincerity, integrity& responsibility.

2. Work itself as a source of pleasure and leisure.

3. A high tendency to save for the rainy day.

4. Creation of a network support system.

REAL TIME CORPORATE SCENARIO OF THE CONCEPT OF MOTIVATION:
Research   consistently   substantiates   the   effectiveness   of   financial   incentives on job  
performance, although   companies need to consider the issue of job quantity versus quality
  and   also be   aware   of   the limitations   of   financial   incentives.   Employees   can   have
vastly   different   motives   for   acquiring   wealth   –   including   using   money   to   fulfill
psychological   needs. 

• Merck is known worldwide as one of the largest pharmaceutical companies in the world,
the sales force at Merck follows the pay for performance model. Pay for performance is the
popular term for monetary incentives linking at least a portion of the paycheck directly to
results or accomplishments. 

• Microsoft faces the challenge of figuring out how to motivating its employees though
means other than pay raises. So, by simple virtue of its position as a high-tech company -
where highly trained, highly skilled 'professional' workers account for the vast majority of its
employees - under normal circumstances money factors would play only limited role in
actually motivating employees i.e., the employees are given d value of their job by the brand
name of Microsoft to motivate them.