Ujjwal Singh(2065992010)

Aryan Malik(2065992014)

What is motivation? Discuss theories of motivation?

Motivation is the word derived from the word ’motive’ which means needs, desires, wants or
drives within the individuals.

It is the process of stimulating people to actions to accomplish the goals.

1. Physiological needs- These are the basic needs of air, water, food, clothing and shelter.
In other words, physiological needs are the needs for basic amenities of life.
2. Safety needs- Safety needs include physical, environmental and emotional safety and
protection. For instance- Job security, financial security, protection from animals, family
security, health security, etc.
3. Social needs- Social needs include the need for love, affection, care, belongingness, and
friendship.
4. Esteem needs- Esteem needs are of two types: internal esteem needs (self- respect,
confidence, competence, achievement and freedom) and external esteem needs
(recognition, power, status, attention and admiration).
5. Self-actualization need- This include the urge to become what you are capable of
becoming/what you have the potential to become. It includes the need for growth and
self-contentment. It also includes desire for gaining more knowledge, social- service,
creativity and being aesthetic. The self- actualization needs are never fully satiable. As an
individual grows psychologically, opportunities keep cropping up to continue growing.

Motivation refers to the internal or external factors that drive and guide our behavior, actions,
and efforts towards achieving a goal or fulfilling a desired outcome. It is the reason behind why
we initiate, sustain, and direct our activities. Motivation can stem from various sources, such as
personal aspirations, needs, desires, values, rewards, or external influences.

Motivation refers to a process of inducing and stimulating an individual to act in certain manner.
In the context of an organization, motivation implies encouraging and urging the employees to
perform to the best of their capabilities so as to achieve the desired goals of the organization. In
other words, it refers to driving the individual psychologically so as to induce his willingness to
work and perform better. In an organization motivation can take various forms such as
promotion, appraisal, recognition, etc. depending on the expectations and desires of the
employee. For example, an appraisal may act as a motivating factor for an employee to improve
performance. Similarly, for another employee praise from the senior may motivate him to further
improve the performance.

Motivation can be broadly categorized into two types: intrinsic and extrinsic motivation.

1. Intrinsic Motivation: This type of motivation comes from within an individual. It arises
from personal enjoyment, satisfaction, or a sense of fulfillment derived from the task itself.
Intrinsic motivation often leads to increased engagement, creativity, and a willingness to put in
effort without the need for external rewards.

Examples of intrinsic motivation include pursuing a hobby or passion, engaging in activities that
provide a sense of purpose, or striving for personal growth and development.

2. Extrinsic Motivation: Extrinsic motivation involves external factors that drive behavior. It
arises from the desire to obtain external rewards or avoid punishment. These rewards can be
tangible, such as money, prizes, or recognition, or intangible, such as praise, approval, or social
status.

Examples of extrinsic motivation include studying to receive good grades, working to earn a
promotion or salary increase, or participating in a competition to win a trophy.

Motivation can fluctuate over time and vary from person to person. Different individuals may
be motivated by different factors or a combination of both intrinsic and extrinsic motivators.
Additionally, motivation can be influenced by various factors such as personal beliefs, values,
past experiences, and the perceived significance of the task or goal at hand.

Maslow's Hierarchy of Needs: Proposed by Abraham Maslow, this theory suggests that
individuals are motivated by a hierarchical set of needs that progress from basic physiological
needs to higher-level psychological needs. The hierarchy includes five levels: physiological
needs (e.g., food, water, shelter), safety needs (e.g., security, stability), social needs (e.g.,
belonging, love), esteem needs (e.g., recognition, achievement), and self-actualization needs
(e.g., personal growth, fulfillment). According to Maslow, individuals strive to satisfy their
unmet needs in a sequential manner.

Herzberg's Two-Factor Theory: Frederick Herzberg proposed a theory that distinguishes

between hygiene factors and motivators. Hygiene factors are external conditions in the work
environment that, when inadequate, can cause dissatisfaction. These factors include salary, job
security, and working conditions. On the other hand, motivators are intrinsic factors that lead
to job satisfaction and personal growth, such as achievement, recognition, responsibility, and
opportunities for advancement. According to Herzberg, the presence of motivators is necessary
for individuals to experience motivation and satisfaction in their work.

Self-Determination Theory (SDT): SDT, developed by Edward Deci and Richard Ryan,
emphasizes the importance of intrinsic motivation and the fulfillment of psychological needs for
motivation and well-being. It posits that humans have three innate psychological needs:
autonomy (the desire to have control and choice), competence (the need to feel capable and
effective), and relatedness (the need for social connection and belonging). When these needs
are satisfied, individuals are more likely to be intrinsically motivated, engaged, and experience
greater well-being.

Expectancy Theory: Expectancy theory, proposed by Victor Vroom, suggests that motivation is
based on the expectation that effort will lead to performance and performance will result in
desired outcomes or rewards. It consists of three components: expectancy (the belief that
effort will result in successful performance), instrumentality (the belief that successful
performance will lead to desired outcomes), and valence (the value or desirability of the
outcomes). According to this theory, individuals are motivated to act when they believe their
efforts will be rewarded with outcomes they value.

Implications of Maslow’s Hierarchy of Needs Theory for Managers

As far as the physiological needs are concerned, the managers should give employees
appropriate salaries to purchase the basic necessities of life. Breaks and eating opportunities
should be given to employees.
As far as the safety needs are concerned, the managers should provide the employees job
security, safe and hygienic work environment, and retirement benefits so as to retain them.
As far as social needs are concerned, the management should encourage teamwork and
organize social events.
As far as esteem needs are concerned, the managers can appreciate and reward employees on
accomplishing and exceeding their targets. The management can give the deserved employee
higher job rank/position in the organization.
As far as self-actualization needs are concerned, the managers can give the employees
challenging jobs in which the employees’ skills and competencies are fully utilized.
Moreover, growth opportunities can be given to them so that they can reach the peak.
The managers must identify the need level at which the employee is existing and then those
needs can be utilized as push for motivation.

Limitations of Maslow’s Theory

 It is essential to note that not all employees are governed by same set of needs. Different
individuals may be driven by different needs at same point of time. It is always the most
powerful unsatisfied need that motivates an individual.
 The theory is not empirically supported.
 The theory is not applicable in case of starving artist as even if the artist’s basic needs are
not satisfied, he will still strive for recognition and achievement.

What are ethics? Why ethics are important for seafarers. Discuss code of ethics of one shipping
organization?

Ethics refers to the branch of philosophy that deals with moral principles and values that guide
human behavior and decision-making. It explores questions about what is right or wrong, good
or bad, and how individuals and societies should act.

Ethics provides a framework for evaluating and understanding moral issues, dilemmas, and
choices. It involves the examination and analysis of different moral theories, principles, and
systems, and seeks to address questions such as:

Normative Ethics: What are the fundamental principles or standards that determine what is
morally right or wrong? Different theories, such as consequentialism, deontology, and virtue
ethics, propose various approaches to determining moral value.

Applied Ethics: How do ethical principles apply to specific areas or domains of human life?
Applied ethics includes fields such as medical ethics, business ethics, environmental ethics, and
bioethics, which examine moral issues within these specific contexts.
Metaethics: What is the nature and origin of ethical principles? Metaethics explores questions
about the meaning of moral terms, the nature of moral judgments, and the possibility of
objective moral truths.

Ethical considerations often involve balancing conflicting values and interests, making difficult
choices, and considering the consequences of actions. Ethical behavior typically involves
principles such as honesty, integrity, respect for others, fairness, and justice.

Ethics are particularly important for seafarers due to the unique nature of their profession and
the responsibilities they hold. Here are several reasons why ethics are crucial for seafarers:

1. Safety: Seafarers are responsible for operating and maintaining vessels at sea, ensuring
the safety of crew members, passengers, and cargo. Ethical conduct plays a significant role in
promoting safe practices, following regulations, and making decisions that prioritize the well-
being of everyone on board.

2. Environmental Protection: The marine environment is vulnerable to pollution and

ecological damage. Seafarers have a duty to act ethically and responsibly to minimize the
impact of their operations on marine ecosystems. Adhering to ethical principles, such as
environmental stewardship and sustainability, helps in preserving the oceans and reducing
pollution.

3. Humanitarianism: Seafarers often encounter situations where they must assist

individuals in distress at sea, such as rescuing stranded migrants or providing aid during
emergencies. Ethical considerations guide seafarers in making decisions that prioritize human
life, welfare, and dignity.

4. Respect for Diversity: Seafarers work in multicultural and diverse environments,

interacting with individuals from various backgrounds and nationalities. Ethical behavior
promotes respect, tolerance, and understanding among crew members, fostering a harmonious
and inclusive working environment.

5. Professional Conduct: Seafarers are representatives of their profession and their

country of origin. Upholding high ethical standards contributes to maintaining the reputation
and integrity of the maritime industry. It enhances trust among stakeholders, including
employers, colleagues, and the public.
6. Compliance with Regulations: The maritime industry is subject to a wide range of
international, national, and industry-specific regulations and guidelines. Ethical behavior
involves complying with these rules and regulations, ensuring legal and responsible practices.

7. Personal Integrity: Ethics play a vital role in shaping an individual's character and
personal integrity. Seafarers with strong ethical values are more likely to demonstrate honesty,
accountability, and professionalism in their actions, both on board and in their personal lives.

While I don't have access to the specific code of ethics of every shipping organization, I can
provide you with a general overview of what a code of ethics typically entails. Let's consider a
hypothetical shipping organization and discuss the key elements that may be included in their
code of ethics:

Safety and Security: The code of ethics may emphasize the organization's commitment to
ensuring the safety and security of crew members, passengers, and cargo. It may outline
guidelines and procedures for maintaining a safe working environment, adhering to safety
regulations, and mitigating risks.

Environmental Responsibility: Given the importance of environmental stewardship in the

maritime industry, the code of ethics may highlight the organization's dedication to minimizing
its ecological footprint. This may include complying with environmental regulations, promoting
sustainable practices, and reducing pollution and waste.

Compliance and Integrity: The code of ethics would likely emphasize the organization's
commitment to operating ethically, honestly, and transparently. It may require employees to
comply with all applicable laws, regulations, and industry standards. Additionally, it may
prohibit corrupt practices, conflicts of interest, and unethical behavior.

Respect and Diversity: The code of ethics may stress the importance of treating all individuals
with respect, regardless of their background, nationality, or position. It may promote a culture
of inclusivity, tolerance, and equal opportunities for all employees. Discrimination, harassment,
and unfair treatment would be strongly condemned.
Professionalism and Accountability: The code of ethics may underscore the organization's
expectation of professionalism, integrity, and accountability from its employees. This could
involve demonstrating punctuality, maintaining confidentiality, acting in the best interest of the
organization, and taking responsibility for one's actions.

Social Responsibility: The code of ethics may encourage the organization to contribute
positively to society and local communities. This may involve supporting charitable initiatives,
promoting responsible business practices, and engaging in corporate social responsibility
activities.

Continuous Improvement and Training: The code of ethics may highlight the organization's
commitment to continuous learning, professional development, and training. It may encourage
employees to enhance their skills, stay updated with industry advancements, and promote a
culture of innovation and improvement.