Motivation refers to the processes that account for an individual’s intensity, direction and persistence of effort towards attaining a goal (Robbins and Judge, 2003). So, three key elements are intensity, direction and persistence. Intensity basically refers to how hard a person tries to achieve his goal. High intensity is no more beneficial if it is not in the direction that benefits the organization. Effort, that is directed towards and consistent with the organizational goals, is the kind of attempt that the individuals constituting a workforce should be seeking for.Coming to the motivation theories the most basic theory which was proposed by Abraham Maslow is the hierarchy of needs (Simons et al. In addition to this theory, X and Y and Two Factor Theory are also worth mentioning. These were the old theories of motivation. Some contemporary theories of motivation that have organizational implications include McClelland’s theory of need, Cognitive Evaluation Theory and Goal Setting Theory. McClelland theory of need focuses on three types of needs; need for achievement that refers to the will and drive in an individual to excel and to succeed. Then is the need for power, that is to make the team members constituting the diverse workforce to behave in a way they have never behaved otherwise, and then comes the need for affiliation that refers towards developing close and interpersonal relationships. This takes us to the fact that the individuals in the organizations working either in the form of teams or individually have different types of needs and they vary from individual to individual (Stahl &. Motivation and Managing Diversity in Todays Era.
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