Q.Motivation produces goal directed behaviour. Give an example.
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🔒 Start your 14-day free trial to unlock the full solution →Concept understanding — Motivation Process Diagram
Motivation Process Diagram — First Encounter
Think about why you do anything at all. You study because you want a good rank. You work out because you want to be fit. You eat because you're hungry. Every action has a reason behind it — a need, a goal, a push or a pull.
The Motivation Process Diagram is just a way to draw that chain of events on paper. It shows, step by step, how a need turns into behaviour and finally into satisfaction (or frustration). It's the skeleton of every motivated action.
The Intuition: A Simple Loop
Imagine you are thirsty.
- Need — Your body lacks water. There is a deficit.
- Drive — That deficit creates a psychological tension: thirst. You feel uncomfortable.
- Goal / Incentive — You spot a water bottle. That's the target that can reduce the tension.
- Behaviour — You pick up the bottle and drink.
- Satisfaction — The thirst is gone. The tension is released.
If the water bottle was empty, you'd feel frustrated — the drive remains. That's the loop broken.
The diagram formalises this exact flow.
The Precise Diagram (Standard Model)
Here is the classic sequence, as taught in Indian boards (CBSE, ICSE, State) and in organisational behaviour:
[Need] → [Drive] → [Goal / Incentive] → [Behaviour] → [Satisfaction / Frustration]
Let's unpack each box.
This is a process model — it shows movement over time, not a static snapshot.
1. Need (Deficiency)
A need is a lack of something essential — biological (hunger, thirst) or psychological (achievement, belonging). It creates an imbalance. The body/mind wants to restore balance (homeostasis).
Example: You haven't eaten for 6 hours. Your blood sugar is low. That's a need.
2. Drive (Tension)
The need translates into a psychological state of arousal or tension. Drive is the energy that pushes you to act. It's uncomfortable — you want to reduce it.
Example: You feel hungry. You can't concentrate. That gnawing feeling is the drive.
Drive is not the same as need. Need is the deficit; drive is the felt experience of that deficit. Two people with the same need can have different drive intensities.
3. Goal / Incentive (Target)
The goal is the specific object or outcome that can reduce the drive. It's the pull factor. Incentives can be positive (reward) or negative (avoidance of punishment).
Example: A plate of biryani. Or a chocolate bar. Or a salad — whichever you choose depends on learned preferences.
4. Behaviour (Action)
This is the observable action — what you actually do. Behaviour is directed toward the goal. It's the bridge between the internal state and the external outcome.
Example: You walk to the kitchen, cook, and eat.
5. Satisfaction or Frustration
- Satisfaction: The goal is achieved. Drive is reduced. The need is fulfilled. The system returns to balance.
- Frustration: The goal is blocked. Drive remains high. Tension persists. This can lead to aggression, withdrawal, or substitute goals.
Example: You eat → satisfied. The biryani is finished → frustrated.
A Complete Example (Exam-Ready)
In exams, you are often asked to draw the diagram and explain with an example. Memorise this one.
Scenario: A student wants to top the class.
| Step | Description |
|---|---|
| Need | Desire for achievement, recognition, self-esteem |
| Drive | Tension to study, anxiety about performance |
| Goal | Rank 1 in the class |
| Behaviour | Studying 6 hours daily, solving papers |
| Satisfaction | Gets rank 1 → drive reduces, feels proud |
If the student fails despite effort → frustration → may try harder or give up.
The Feedback Loop (Important for Advanced Understanding) …
Motivation drives a person to act in a way that fulfils a felt need, so the behaviour is aimed at a goal. For example, an employee who wants a promotion works harder and improves performance to earn it. …
Motivation makes behaviour goal-directed; e.g. an employee wanting a promotion works harder to achieve it.
Motivation is the inner force that makes a person behave in a particular way to satisfy a need. Because the behaviour is directed at satisfying that need, it is goal-directed. For example, an employee who strongly desires a promotion (the goal) will come on time, complete targets and improve the quality of work so as to earn that promotion. The extra effort is channelled towards the specific goal, whic …
Showing the 12 most recent of 15 on this concept.
- CBSE 2026Set ANNUAL1 markMCQQ.Maslow is related to(a) Leadership theory(b) Motivation theory(c) Communication theory(d) Control theory
›Reveal solutionSolution
Maslow is associated with the (Need Hierarchy) theory of motivation.
Abraham Maslow proposed the Need Hierarchy Theory, which arranges human needs in five levels — basic physiological, safety/security, social/affiliation, esteem, and self-actualisation — and holds that a satisfied need no longer motivates, so the next higher need becomes the motivator …
- CBSE 2026Set ANNUAL1 markQ.Give one point of distinction between motivation and motivator.
›Reveal solutionSolution
Motivation is the internal urge to act; a motivator is the external incentive/technique used to stimulate that urge.
Distinction between motivation and motivator
Basis Motivation Motivator Meaning An internal psychological process/feeling that stimulates a person's desire to act and achieve a goal A technique or factor used by a manager to induce that internal feeling Nature Internal to the individual External — a tool/device applied by management Example An employee's inner drive to perform better Salary increment, bonus, promotion, appreciation … - CBSE 2025Set 66/1/11 markMCQQ.Statement – I : Motivation is a complex process as individuals are heterogeneous in their expectations, perceptions and reactions. Statement – II : Motivation can be either positive or negative. Choose the correct option from the following : (A) Statement I is true and Statement II is false. (B) Statement II is true and Statement I is false. (C) Both Statement I and Statement II are true. (D) Both Statement I and Statement II are false.
›Reveal solutionSolution
Both statements are factually correct in the context of organisational behaviour: motivation is indeed complex due to individual differences, and it can operate through either positive (reward-based) or negative (fear/punishment-based) forces. The correct option is (C).
The question tests your understanding of the nature of motivation — a core topic in management and organisational behaviour. Let’s unpack each statement.
Statement I says motivation is a complex process because individuals are heterogeneous in their expectations, perceptions, and reactions. This is a fundamental truth. No two people are motivated by exactly the same things in exactly the same way. For example, one employee may be driven by public recognition, another by monetary bonuses, and a third by job security. Their perceptions of what is fair or valuable differ, and their reactions to the same incentive can vary wildly. This is why managers cannot use a one-size-fits-all approach — motivation is indeed a complex, individualised process. So Statement I is true. …
- CBSE 2025Set ANNUAL1 markMCQQ.Final step of motivation process is - A) Reduction of tension B) Tension C) Drives D) Satisfied needs
›Reveal solutionSolution
The last step of the motivation process is reduction of tension.
Motivation begins with an unsatisfied need, which creates tension. Tension gives rise to drives, leading to search behaviour to find ways to satisfy the need. Once the need is satisfied, the tension is removed — hence the final step is **reduction o …
- CBSE 2025Set ANNUAL1 markMCQQ.The last need of human being according to Maslow is - A) Physiological B) Safety C) Status D) Self actualisation
›Reveal solutionSolution
According to Maslow, the highest (last) human need is self-actualisation.
Maslow's hierarchy arranges needs in ascending order: physiological → safety → social (belonging) → esteem (status) → self-actualisation. A person moves up only after lower needs are reasonably satisfied, so the topmost and final need is self-actualisation — the desire to become what one is capable of …
- CBSE 2025Set ANNUAL1 markMCQQ.Maximum incentive giving function of management to employees is(a) Staffing(b) Motivation(c) Organisation(d) Controlling
›Reveal solutionSolution
Motivation is the function that most provides incentives to employees.
Motivation, a key element of the Directing function, is the process of inducing employees to work willingly by satisfying their needs through monetary and non-monetary incentives (bonus, recognition, promotion, etc.). Staffing, organising and controlling do no …
- CBSE 2025Set ANNUAL1 markMCQQ.Recognition and Self - confidence are the examples of ________. (A) Esteem Needs (B) Physiological Needs (C) Safety Needs (D) Social Needs
›Reveal solutionSolution
Maslow's hierarchy places Recognition, status, self-respect and self-confidence under Esteem Needs, the fourth level of the need pyramid, just below Self-Actualisation.
Abraham Maslow's Need Hierarchy Theory of motivation arranges human needs in an ascending order:
- Physiological Needs — food, water, shelter, sleep (basic survival).
- Safety/Security Needs — physical safety, job security, protection from harm.
- Social/Affiliation Needs — belongingness, friendship, love, being part of a group.
- Esteem Needs — self-respect, autonomy, recognition from others, status, self-confidence.
- Self-Actualisation Needs — realising one's full potential, personal growth, creativity. …
- CBSE 2025Set ANNUAL1 markMCQQ.The highest level need in the need hierarchy of Abraham Maslow is(a) safety need(b) belongingness need(c) self-actualisation need(d) prestige need
›Reveal solutionSolution
Self-actualisation is the highest-order need in Maslow's hierarchy.
Abraham Maslow arranged human needs into a hierarchy, usually shown as a pyramid, from the most basic to the highest: Basic/physiological needs → Safety needs → Social/belongingness needs → Esteem/prestige needs → Self-actualisation needs. Lower needs must be reasonably satisfied before higher needs become significant motivators.
…
- CBSE 2024Set 66/3/11 markMCQQ.To motivate its employees on one side, ‘Harshita Pearls’ rewards them with increase in pay, promotion, recognition, etc. whereas on the other side it stops increments, gives punishment, threatens employees so that they may act in a desired manner. Which feature of motivation is being highlighted in the above case ? (A) Motivation is a complex process. (B) Motivation is an internal feeling. (C) Motivation can be either positive or negative. (D) Motivation produces goal-directed behaviour.
›Reveal solutionSolution
Harshita Pearls uses both rewards (positive motivation) and deterrents (negative motivation) to influence employee behavior, directly illustrating that motivation can be either positive or negative. The correct option is (C).
Concept and Intuition
Motivation, in a business context, is the process of stimulating people to act to achieve desired goals. It's about influencing an individual's behavior to align with organizational objectives. A key aspect of motivation is that it can be approached in different ways, broadly categorized as positive and negative.
- Positive Motivation involves offering rewards or incentives to encourage desired behavior. This taps into an individual's desire for growth, recognition, and satisfaction. When employees perform well, they are rewarded, which reinforces that behavior and encourages them to continue.
- Negative Motivation involves using fear, punishment, or the threat of undesirable consequences to deter undesirable behavior or compel desired actions. This approach relies on an individual's desire to avoid pain, loss, or discomfort. Employees act in a certain way to avoid penalties.
Both approaches aim to direct behavior towards organizational goals, but they do so through different psychological mechanisms. The scenario given clearly demonstrates a company employing both these distinct methods.
Step-by-Step Analysis
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Identify the two distinct approaches used by Harshita Pearls:
The problem states that 'Harshita Pearls' uses two sets of actions to motivate its employees:
- "increase in pay, promotion, recognition, etc."
- "stops increments, gives punishment, threatens employees"
-
Analyze the first set of actions: Rewards and Incentives:
"Increase in pay, promotion, recognition" are all forms of rewards. These are desirable outcomes that employees strive for. When an organization offers these for good performance, it is using positive reinforcement. Employees are encouraged to perform well because they anticipate receiving these benefits. This aligns perfectly with the concept of positive motivation.
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Analyze the second set of actions: Punishments and Threats:
"Stops increments, gives punishment, threatens employees" are all forms of deterrents or negative consequences. Employees will try to avoid these outcomes. When an organization uses these to prevent undesirable behavior or enforce desired actions, it is employing negative reinforcement or punishment. This aligns with the concept of negative motivation.
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Connect the observations to the features of motivation: …
- CBSE 2024Set 66/3/11 markMCQQ.‘Maslow’s Need Hierarchy theory’ is based on certain assumptions. Identify the incorrect statement with respect to these assumptions : (A) People’s behaviour is based on their needs. (B) A satisfied need can no longer motivate a person. (C) People’s needs are in a hierarchical order, starting from basic needs to higher level needs. (D) A person moves to lower level of need only when a higher level need is satisfied.
›Reveal solutionSolution
The incorrect statement regarding Maslow's Need Hierarchy assumptions is that a person moves to a lower level of need only when a higher level need is satisfied; in reality, individuals are motivated to move up the hierarchy once a lower need is met.
Understanding what drives people to act, especially in an organisational context, is fundamental to effective management. This is where the concept of motivation comes into play. Motivation is the process that initiates, guides, and maintains goal-oriented behaviours. It's the 'why' behind our actions. Among the many theories attempting to explain this complex process, Abraham Maslow's Need Hierarchy Theory stands out as a foundational and widely recognised framework. It provides a structured way to think about human needs and how they influence behaviour, essentially outlining a 'motivation process diagram' where needs are the starting point.
Maslow's theory posits that human needs are arranged in a hierarchy, meaning some needs are more basic and pressing than others. Individuals are motivated to satisfy these needs in a particular order, moving from the most fundamental to the more complex. Once a lower-level need is largely satisfied, it ceases to be a primary motivator, and the individual then focuses on fulfilling the next higher-level need in the hierarchy. This progression is key to understanding the theory.
The hierarchy typically consists of five levels:
- Physiological Needs: These are the most basic needs for survival, such as hunger, thirst, shelter, and sleep. Until these are met, other needs will not be a primary concern.
- Safety Needs: Once physiological needs are reasonably satisfied, individuals seek security and protection from physical and emotional harm. This includes job security, personal safety, and a stable environment.
- Social Needs (Belongingness and Love): With physiological and safety needs met, people desire affection, belonging, acceptance, and friendship. They seek to form meaningful relationships.
- Esteem Needs: These needs relate to self-respect, autonomy, achievement, status, recognition, and attention. Individuals want to feel valued and competent.
- Self-actualisation Needs: This is the highest level, representing the drive to become what one is capable of becoming. It involves growth, achieving one's full potential, and self-fulfilment.
ImportantMaslow's theory is built upon several core assumptions that are crucial for its interpretation and application.
Let's delve into the fundamental assumptions upon which Maslow's Need Hierarchy theory is based:
- Needs Drive Behaviour: The most basic assumption is that people's behaviour is fundamentally driven by their needs. Unsatisfied needs create tension and discomfort, which then motivate an individual to act in ways that will satisfy those needs. This means that if you want to understand why someone is doing something, you should look at what needs they are trying to fulfil.
- Hierarchical Arrangement of Needs: Maslow assumed that human needs are arranged in a specific order of importance or priority. This hierarchy moves from basic, lower-level needs (like physiological and safety) to more complex, higher-level needs (like social, esteem, and self-actualisation). This structure dictates the sequence in which needs become active motivators.
- Progression Up the Hierarchy: A key assumption is that an individual is motivated to move up the hierarchy. Once a lower-level need is substantially satisfied, it no longer acts as a primary motivator. At this point, the next higher-level need emerges as the dominant motivator, prompting the individual to seek its fulfilment. …
- CBSE 2024Set ANNUAL1 markMCQQ.The second step of motivation process is - A) Drives B) Tension C) Reduction of tension D) Satisfied needs
›Reveal solutionSolution
The answer is B) Tension, the second step in the motivation process.
The motivation process follows this sequence:
- Unsatisfied need — a need not yet fulfilled.
- Tension — the unsatisfied need creates tension.
- Drives — tension generates drives to reduce it.
- Search behaviour — the person searches for ways to satisfy the need. …
- CBSE 2023Set ANNUAL1 markMCQQ.The first step of motivation process is - A) Unsatisfied need B) Tension C) Drives D) Reduction of tension
›Reveal solutionSolution
The first step in the motivation process is an unsatisfied need — option (A).
The motivation process in the Class-12 Business Studies syllabus follows this sequence: unsatisfied need leads to tension, which creates drives, which produce search behaviour (goal-directed action), leading to a satisfied need and finally reduction of tension.
…
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