In organisational psychology and management, what is meant by motivation?

Introduction / Context:
Motivation is a core concept in psychology, human resource management, and leadership. It explains why people choose certain actions, how much effort they put in, and how long they persist. In interviews, employers may ask what motivation means to see whether you understand what drives performance at work and how you keep yourself focused and productive, especially in challenging environments such as call centers.

Given Data / Assumptions:

• We are dealing with motivation as a concept in human behaviour.
• Motivation influences direction choice of goals, intensity level of effort, and persistence over time.
• Both internal factors such as needs, interests, and values and external factors such as rewards or recognition can affect motivation.
• The definition should be general enough to apply in many work situations.

Concept / Approach:
Motivation can be defined as the internal and external driving force that energises, directs, and sustains behaviour toward a goal. Internal or intrinsic motivation comes from within the person, such as enjoyment of the task, curiosity, or desire for mastery. External or extrinsic motivation comes from outside, such as salary, bonuses, praise, or fear of punishment. In the workplace, managers try to create conditions where employees feel both types of motivation. A motivated employee is more likely to show initiative, handle difficulties, and maintain quality, while a demotivated employee may do only the minimum required.

Step-by-Step Solution:
Step 1: Focus on key elements of motivation: energy, direction, and persistence of behaviour.Step 2: Recognise that motivation always has a link to goals, such as targets, career growth, or personal satisfaction.Step 3: Include both internal and external influences, since both can drive people to act.Step 4: Compare the options and select the one that mentions a driving force that energises, directs, and sustains goal oriented behaviour.Step 5: Option A matches this comprehensive definition and therefore is correct.

Verification / Alternative check:
Textbooks on organisational behaviour often define motivation with similar wording, emphasising that it is a force or process that initiates, guides, and maintains goal directed behaviour. They describe theories such as Maslow hierarchy of needs, Herzberg two factor theory, and expectancy theory, all of which treat motivation as something that influences what people do and how much effort they invest. None of these theories treats motivation as a job title or a random mood, confirming that option A is consistent with accepted definitions.

Why Other Options Are Wrong:
Option B calls motivation a formal job title, which has no basis in psychology or management. Option C confuses motivation with accounting procedures, which are unrelated. Option D suggests that motivation is a random mood with no connection to goals, which contradicts the entire idea of goal directed behaviour that lies at the heart of motivation theories.

Common Pitfalls:
Some people casually use the word motivation to mean only feeling excited or inspired at a moment, ignoring the direction and persistence components. Others assume that only money can motivate, which overlooks intrinsic factors such as interest and recognition. For exam and interview answers, it is important to mention that motivation is a driving force, includes both internal and external aspects, and is always linked to achieving goals or fulfilling needs.

Final Answer:
Motivation is the internal and external driving force that energises, directs, and sustains a person behaviour toward achieving goals.