Managment Presentation Motivation)
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Transcript of Managment Presentation Motivation)
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Presented To
Sir Usman Sadiq
Presented ByThe Motivators
Omer TallatAbrar Ahmad
Chaudhary AwaisAdil Aslam
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What is Motivation
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The motivation process
Unsatisfiedneed
Tension EffortSatisfied
needTension
reduction
IntensityDirection
Persistence
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Motivation Process according to theory
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Needs Theories
MASCLOWS THEORY HIERARCHY
OF NEEDS THEORY ERG Theory
HERZBERGS TWO FACTORY
THEORYAcquired need theory
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MASLOWS THEORY HIERARCHY OF
NEEDS THEORY
Self Actualization Need
(Personal growth and fulfillment)
Esteem Need(Achievements, states, responsibility)
Belongingness Need(Family, affection, relationship ,work group)
Safety Need(protection, security , laws, limits)
Physiological Need(Basic life need: air, food, drink, shelter)
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HERZBERGS TWO FACTORY
THEORYHygiene Factors Motivators
(job context) ( job contents)
Pay Achievements
Working Responsibility
Supervision Work itself
Company Policies Recognition
Fringe benefits Growth & Advancement
High Dissatisfaction Neutral Point High Satisfaction
Hygiene factors helpsto prevent
dissatisfactionMotivation helps to
promote satisfaction
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ERG Theory: Needs includes various foam of material and
psychological desires such as food and water as will work related foams such as pay, firmbenefits and psychical working condition
ExistencesNeeds
Needs addressing our relation with significant with others such as families friendship groups,work group and professional group.
Relatednessneed
Need implying creativity and innovation along with desires to have a productivity impact onour surrounding
GrowthNeed
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ERG Theory:
Principle starting of one level of needsof encourages concern with the nextlevel.
SatisfactionProgression
Principle
Its starts with that if we are
continually frustrated in our attemptsto satisfy a higher level need to wemay cases to be concern about thatneed
Frustration
RegressionPrinciple
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ACQUIRED NEEDS THEORY Desires to accomplish challenges
tasks and to achieve a standard ofexcellences in ones work
Need ofAchievements
(nACH)
Desire to maintain warm, friendlyrelationship with others.
Needs of Affiliation
(nAff)
Desire to influences others andcontrol ones enivroment.
Needs of Power
(nPow)
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Cognitive Theories of Motivations:
Cognitive theories attempting to isolates
thinking patterns we use in deciding
whether or not to behave in a certain way.
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Types of Cognitive
Following are the Types of Cognitive:
Goal Setting theory
Equity theory
Expectancy theory
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Goal Setting theory
According to this theory , before representingany big assignment or any major class project
presentations, employees are motivated byteachers by saying:
JUST DO YOUR BEST
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Equity theory
In this theory we studied human behavior in whichpersons compare itself from others
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Equity theory
Perceived ratio comparison Employees Assessments
Outcomes A < Outcomes BInputs A Input B
Inequity{under rewarded}
Outcomes A = Outcomes BInputs A Input B
Equity
Outcomes A > Outcomes BInputs A Input B
(Person A is the employee and person B isrelevant to other referent)
Inequity{over rewarded}
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Expectancy theory
E P ValencesP O
Effort Performance
Outcomes: bonuspraise
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Reinforcement Theory:
Assume a desired behavior is a function of itsconsequence is externally cost reinforced islikely to be repeated.
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Job Design Theory
This theory is designed for motivating forindividuals. In this theory we need to look at the
way to motivating jobs in five ways:
Job Enlargement
Job enrichment
Job characteristic model Autonomy
Feed back
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Current issues in motivation
Current studies of employees motivation areinfluenced by some significant work placeissues.
cross-culture challenges
Motivating unique groups of workers
Designing appropriate rewards program
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1- cross cultural challenges
Motivational programs are most applicable incultures where individuals and quality of lifeare cultural characteristics
Uncertainty avoidance of some cultures invertsMaslow's needs hierarchyThe need for achievement (nAch) is lacking in
other culture
Collectivist cultures view rewards asentitlements to be distributed based onindividual needs, not individual performance.
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Motivating unique groups of workers
Motivating a diverse workforce through flexibility
Men desire more autonomy than do women
Women desire learning opportunities, workschedules, and good interpersonal relationship
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Motivating professionals
Characteristics of professionals
Strong and long term commitment to their
field of expertise.Have the need to regularly updates their
knowledge.
Loyalty is to their profession, not to theemployer.
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Motivators for professionalsJob challengesOrganizational support of their work
Motivating contingent workersOpportunity to become a permanent employeeOpportunity for trainingEquity in compensation and benefits
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Designing appropriate rewards
programOpen book managementInvolving employees in workplace decision by
opening up the financial statements of theemployees
Pay for performanceVariable compensation plans that reward
employees on the basis of their performance:Price rate, wage incentive, profit sharingAnd lump-sum bonuses
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Stock option program
Using financial instruments ( in lieu ofmonetary compensation ) that give employees
the right to purchase shares of company stock ata set ( option ) price.
Option have value if the stock price rises above
the option price ; they become worthless if thestock price falls below the option price.
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From Theory to Practice
Guidelines forMotivation Employees
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Tips for Motivating Employees
Give more responsibilities whenappropriateMatch the subordinate with task.Remove the road blocks.Give positive Feedback.Give more responsibilities when
appropriate
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Recognize individual differencesMatch people to jobs
Use goals
Ensure that goals are perceived as attainable
individualize rewards
Link rewards to performance
check the system for equity
Dont ignore moneyuse recognition
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