The need causes a state of tension that leads to a behavior or action that leads to the satisfaction of that need. Satisfied with this, the human body returns to the previous internal balance. However, not always meet the need. Many times, the tension caused by the emergence of the need to find a barrier or an obstacle to their release. Not finding normal output, repressed tension in the body, seeking out an indirect mechanism, whether through social (aggression, discontent, emotional stress, apathy, indifference, etc.).
Whether through physiology (stress, insomnia, heart or digestive effects etc) this is called frustration, because the stress is not discharged and remains in the body causing certain symptoms psychological, physiological or social. At other times, the need is not satisfied or failed, it is transferred or offset. The transfer or compensation occurs when the satisfaction of a need, it serves to reduce or quench the intensity of other needs that can not be satisfied. This is what happens when the promotion to a position surrounded by a good increase in salary or a new office job. The individual tends to develop their motivational forces as a result of the cultural environment in which they live, so that people perceive their work and face their lives. Motivational forces are dominant in the individual and that demonstrate the importance of motivation. – Reasons for Making It is a drive to overcome challenges, progress and grow in pursuit of their goals. The realization is important in itself, independent that can accompany them.
Rod Auerbach, coach, and president-general manager of the basketball team many times world champion Boston had only one simple answer when he motivated players. Resorted to pride in the excellence, the pride of being part of the largest team in the world, it was challenging to find and use the joy of a championship ring as a symbol of the collective realization of the group. (Davis and Nenstron, 1992, p. 48) – Affiliation Motivation is a drive to interact effectively with people. The affiliation-motivated people work best when they are praised for positive attitudes and cooperation. They tend to choose friends to be your turn. Experience inner satisfaction when riding with friends and want freedom at work to develop these feelings. Patrick dwyer merrill lynch has many thoughts on the issue. – Motivation for the qualification is the impulse to perform high quality work. Employees motivated by the qualifications of the domain of work, development of problem solving activities and will strive to be innovative. The most important is to take advantage of the experiences. For example, a stylist who feel good about yourself when you receive the recognition of others to create an excellent picture. However, his supervisor left furious when not serving their terms and antagonizes, if their co-workers, once that fails to interact with them. So quite clear, guidance for the qualification is stronger than their need for affiliation. – Motivation is the impulse power to influence people and situations. For their part, want to make an impact on their organizations and take risks to do so. People become excellent managers if their needs are institutional power rather than personal power. Understanding the motivational forces to help managers understand the attitudes of their colleagues at work. Being able to deal with each employee in a particular way, considering the strong motivational drive in each case.