Federal Employee Engagement: The Motivating Potential of Job
Motivating today’s employee
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Transcript of Motivating today’s employee
MOTIVATING TODAY’S
EMPLOYEE
Prof (Dr) Nitin Zaware
(Director, Rajiv Gandhi Business School, Pune)[email protected]
+91 9860121311
05/01/2023
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Prof.(Dr.) Nitin Zaware
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Prof.(Dr.) Nitin Zaware
“ motivation is a set of energetic forces that originate
both within as well as beyond an individual’s being,
to initiate behavior, and to determine its form,
direction, intensity, and duration.”
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MOTIVATION AND INCENTIVES Motivation - Factors within and outside an organism
that cause it to behave a certain way at a certain time
Motivational state or drive - An internal condition,
which can change over time, that orients an individual
to a specific set of goals (e.g., Hunger, thirst, sex,
curiosity)
Incentives - Goals or reinforcers in the external
environment (e.G., Good grades, food, a mate)
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The Motivation Process
Un-satisfied
needTension Drives Search
behaviorSatisfied
need
Reductionof
tension
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Self-Actualization
Esteem
Social
Safety
Physiological
Maslow’sHierarchyof Needs
High
er or
der
Lowe
r orde
r
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Self-actualisation
‘A musician must make music, an artist mustpaint, a poet must write, if he is to beultimately happy. What a man can be, hemust be. This need we may call
selfactualisation.... it refers to the desire for selffulfilment.... to the tendency for him to become
actualised in what he is potentially ....the desire to become more and more whatone is, to become everything one is capableof becoming.’
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Dislike Work
Enjoy Work
Avoid Responsibility
Little Ambition
Theory XWorkers
Accept Responsibility
Self-Directed
Theory YWorkers
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Prof.(Dr.) Nitin Zaware
Herzberg’s Motivation-Hygiene
Motivators Hygiene Factors
Extremely satisfied Neutral Extremely dissatisfied
• Achievement
• Recognition
• Work itself
• Responsibility
• Advancement
• Growth
•Supervision•Company policy•Relationship withsupervisor
•Working conditions•Salary•Relationship with peers•Personal life•Relationship withsubordinates
•Status•Security
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Contrasting Views of Satisfaction-Dissatisfaction
Satisfaction Dissatisfaction
Traditional View
Herzberg’s View
Satisfaction - No Satisfaction No Dissatisfaction- Dissatisfaction
Motivators Hygiene Factors
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The ThreeNeeds Theory
AffiliationAchievementPower
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No RewardsBehavior
Rewards
Punishment
REINFORCEMENT THEORY
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Behavior
Prof.(Dr.) Nitin Zaware
EQUITY THEORY
1) Compute your input/output ratio
2) Compare your ratio to other’s ratio
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EXPECTANCY THEORY1) How hard do I have to work?
2) What are the chances of reaching the goal?
3) How attractive is the goal?
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Expectancy:• If I tried, would I be able to perform the action I am
considering?Instrumentality:• Would performing the action lead to identifiable outcomes?Valence:• How much do I value those outcomes?
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ERG THEORYThere are three groups of core needs E xistence R elatedness G rowth
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Overview of Need Theories Physiological Safety Love Esteem Self-Actualization Motivators Hygienes Growth Relatedness Existence Maslow's Hierarchy Alderfer's ERG Theory Hertzberg's Two-Factor Theory
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MOTIVATION IN ORGANIZATIONS
If you want to motivate people, first think about their needs.
Knowing this, how would one go about finding out what your people’s needs are?
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Designing Motivating Jobs
Number of Tasks
Frequency of Tasks
Employee Control
Feedback
JobEnrichment
Scope Depth
JobEnlargement
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ADVANTAGES OF RECOGNITION 05/01/2023
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MoraleProductivitySatisfaction
Margin
StressAbsencesTaurnover
Cost
Prof.(Dr.) Nitin Zaware
MOTIVATING TODAY’S WORKFORCE
Career Growth Exciting Work Meaningful Work Great People Team Participation Flex Hours Benefits Wages
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THANK YOU
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