Motivation

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Meet our protagonist…

We’ll call him “The Manager”

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Meet our protagonist…

We’ll call him “The Manager”

Hi!

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The Manager works for a Company

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The Manager works for a Company

We make stuff!

But there is a problem…

The workers aren’t motivated…


Breaks over!


#%$#*!

The Manager needs to figure out how to increase employee motivation

The Manager needs to figure out how to increase employee motivation

But how?

He tried to get the workers excited!


Let’s go!


Get motivated!

He put motivational quotes up around the office

He tried to instill fear!

He tried to instill fear!

Get moving or your fired!

He even tried to “entice” them

Salary

$$$

He even tried to “entice” them

Salary

$$$

Big Bucks! I got the Big

Bucks!

These “fixes” all worked for a while…

But none of them seemed to work for long

But none of them seemed to work for long

Ho Hum…

So what should Manager do now??

To answer this question, We need to know/understand..

Motivation•Meaning•Features•Importance•Determinants•Theories(Content, Process, Reinforcement)•How to motivate employees•Non Financial Incentives•Morale and Productivity.

MotivationInternal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal

Motivation

Characteristics Or Features of Motivation

1. Personal and Internal Feeling2. Art of Stimulating Someone Or Oneself3. Produces Goal – Directed Behaviour4. Motivation can be either Positive or Negative5. The Central Problem of Motivation is HOW6. Motivation is System Oriented7. Motivation is different from Satisfaction

Motivation

Importance of Motivation

1. Puts human resources into action2. Improves level of efficiency of employees3. Leads to achievement of organizational goals4. Builds friendly relationship5. Leads to stability of work force

Motivation

Motivation is important to an individual as:

1. Motivation will help him achieve his personal goals.2. If an individual is motivated, he will have job satisfaction.3. Motivation will help in self-development of individual.4. An individual would always gain by working with a dynamic team.

Motivation

Motivation is important to a business as:

1. The more motivated the employees are, the more empowered the team is.2. The more is the team work and individual employee contribution, more

profitable and successful is the business.3. During period of amendments, there will be more adaptability and

creativity.4. Motivation will lead to an optimistic and challenging attitude at work place.

Motivation

Needs For security For self-esteem For achievement For power

Attitudes About self About job About supervisor About organization

Goals Task completion Performance level Career advancement

INTERNAL(PUSH FORCES)

Characteristics of THE INDIVIDUAL(examples)

EXTERNAL (PULL FORCES)

Characteristics of THE JOB

Characteristics ofTHE WORK SITUATION

(examples) (examples)

Feedback Amount Timing

Work load

Tasks Variety Scope

Discretion How job is performed

Immediate Social Environment

Supervisor(s) Workgroup members Subordinates

Organizational actions Rewards &

compensation Availability of training Pressure for high levels

of output

Determinants

Motivation

Hierarchy of Needs Theory (Maslow)

Lower-Order NeedsNeeds that are satisfied externally; physiological and safety needs.

Higher-Order NeedsNeeds that are satisfied

internally; social, esteem, and self-actualization

needs.

Motivation

Theory X and Theory Y (Douglas McGregor)

Theory X

Assumes that employees dislike work, lack ambition, avoid responsibility, and must be directed and coerced to perform.

Theory Y

Assumes that employees like work, seek responsibility, are capable of making decisions, and exercise self-direction and self-control when committed to a goal.

Motivation

Two-Factor Theory (Frederick Herzberg)

Two-Factor (Motivation-Hygiene) Theory

Intrinsic factors are related to job satisfaction, while extrinsic factors are associated with dissatisfaction.

Hygiene Factors

Factors—such as company policy and administration, supervision, and salary—that, when adequate in a job, placate workers. When factors are adequate, people will not be dissatisfied.

Motivation

ERG Theory (Clayton Alderfer)

Core Needs

Existence: provision of basic material requirements.

Relatedness: desire for relationships.

Growth: desire for personal development.

Core Needs

Existence: provision of basic material requirements.

Relatedness: desire for relationships.

Growth: desire for personal development.

Concepts:

More than one need can be operative at the same time.

If a higher-level need cannot be fulfilled, the desire to satisfy a lower-level need increases.

Concepts:

More than one need can be operative at the same time.

If a higher-level need cannot be fulfilled, the desire to satisfy a lower-level need increases.

ERG Theory

There are three groups of core needs: existence, relatedness, and growth.

Motivation

David McClelland’s Theory of Needs

nAch

nPow

nAff

Need for Achievement

The drive to excel, to achieve in relation to a set of standards, to strive to succeed.

Need for Affiliation

The desire for friendly and close personal relationships.

Need for Power

The need to make others behave in a way that they would not have behaved otherwise.

Motivation

Cognitive Evaluation Theory

Providing an extrinsic reward for behavior that had been previously only intrinsically rewarding tends to decrease the overall level of motivation.

The theory may only be relevant to jobs that are neither extremely dull nor extremely interesting.

Motivation

Motivation

Goal-Setting Theory (Edwin Locke)

The theory that specific and difficult goals, with feedback, lead to higher performance.

Self-EfficacyThe individual’s belief that he or she is capable of performing a task.

Factors influencing the goals–performance relationship:

Goal commitment, adequate self-efficacy, task characteristics, and national culture.

Motivation

Reinforcement Theory

Concepts:

Behavior is environmentally caused.

Behavior can be modified (reinforced) by providing (controlling) consequences.

Reinforced behavior tends to be repeated.

Concepts:

Behavior is environmentally caused.

Behavior can be modified (reinforced) by providing (controlling) consequences.

Reinforced behavior tends to be repeated.

The assumption that behavior is a function of its consequences.

Motivation

Job Design Theory

Characteristics:

1. Skill variety

2. Task identity

3. Task significance

4. Autonomy

5. Feedback

Characteristics:

1. Skill variety

2. Task identity

3. Task significance

4. Autonomy

5. Feedback

Job Characteristics Model

Identifies five job characteristics and their relationship to personal and work outcomes.

Motivation

Equity Theory

Referent Comparisons:

Self-inside

Self-outside

Other-inside

Other-outside

Referent Comparisons:

Self-inside

Self-outside

Other-inside

Other-outside

Individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities.

Motivation

Equity Theory

Distributive Justice

Perceived fairness of the amount and allocation of rewards among individuals.

Procedural Justice

The perceived fairness of the process to determine the distribution of rewards.

Motivation

Expectancy Theory

The strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual.

Motivation

How to motivate employees?

• Motivating Unique Groups of Workers– Motivating a diverse workforce through flexibility:

• Men desire more autonomy than do women.

• Women desire learning opportunities, flexible work schedules, and good interpersonal relations.

Motivation

How to motivate employees?Flexible Work/Job schedules

– Compressed work week• Longer daily hours, but fewer days

– Flexible work hours (flextime)• Specific weekly hours with varying arrival, departure, lunch and

break times around certain core hours during which all employees must be present.

– Job Sharing• Two or more people split a full-time job.

– Telecommuting• Employees work from home using computer links.

Motivation


Motivating Professionals

– Characteristics of professionals

• Strong and long-term commitment to their field of expertise.

• Loyalty is to their profession, not to the employer.

• Have the need to regularly update their knowledge.

• Don’t define their workweek as 8:00 am to 5:00 pm.

– Motivators for professionals

• Job challenge

• Organizational support of their work

Motivation


Motivating Contingent Workers– Opportunity to become a permanent employee– Opportunity for training– Equity in compensation and benefits

Motivating Low-Skilled, Minimum-Wage Employees– Employee recognition programs– Provision of sincere praise

Motivation

How to motivate employees?Designing Appropriate Rewards Programs

– Open-book management• Involving employees in workplace decision by opening up the

financial statements of the employer.– Employee recognition programs

• Giving personal attention and expressing interest, approval, and appreciation for a job well done.

– Pay-for-performance• Variable compensation plans that reward employees on the basis

of their performance:– Piece rates, wage incentives, profit-sharing, and lump-sum

bonuses

Motivation

How to motivate employees?Designing Appropriate Rewards Programs..Cont..

– Stock option programs

• Using financial instruments (in lieu of monetary compensation) that give employees the right to purchase shares of company stock at a set (option) price.

• Options have value if the stock price rises above the option price; they become worthless if the stock price falls below the option price.

Motivation

Non-financial methods of motivation

• Job enlargement• Job rotation• Job enrichment• Team working and empowerment

Motivation

Morale and Productivity.

High morale - High morale implies determination at work- an essential in achievement of management objectives. High morale results in:

•A keen teamwork on part of the employees.•Organizational Commitment and a sense of belongingness in the employees mind.•Immediate conflict identification and resolution.•Healthy and safe work environment.•Effective communication in the organization.•Increase in productivity.•Greater motivation.

Motivation

Morale and Productivity.

Low morale - Low morale has following features:

•Greater grievances and conflicts in organization.•High rate of employee absenteeism and turnover.•Dissatisfaction with the superiors and employers.•Poor working conditions.•Employees frustration.•Decrease in productivity.•Lack of motivation.

Motivation

So now The Manager knows the way to structure pay and rewards to leverage the drive to Acquire (not just as base pay)

Bonus Check

$$$

Motivation

So now The Manager knows the way to structure pay and rewards to leverage the drive to Acquire (not just as base pay)

Bonus Check

$$$

Utilize incentives to drive performance and create a culture of recognition and

reward

Motivation

The Manager also knows that the Acquire drive is relative

Bonus Check

$$$

Motivation

The Manager also knows that the Acquire drive is relative

Bonus Check

$$$

Employees will always compare themselves to

others… the drive is never fully

satisfied

Motivation

Bonus Check

$$$

And you need to know what your employees think

Motivation

Bonus Check

$$$

And you need to know what your employees think

Find out who your employees compare

themselves too (this is not always obvious)

and make sure that your pay and perks are comparable

Motivation

And The Manager knows that the drive to Acquire is about more than just money

Wendy is NUMBER !

Motivation


Wendy is NUMBER !

The drive to Acquire is also about prestige and

status

Motivation


Wendy is NUMBER !

Make sure you give credit and promote your

employees achievements!

Motivation

But employees also have a drive to Bond

Motivation

But employees also have a drive to Bond[ form positive social relationships with co-

workers ]

Motivation

Bonding is an innate drive that helps employees feel part of a group

Motivation

They will go out of their way to help people in their group

Motivation

They will go out of their way to help people in their group

Do you need any help?

Motivation

These bonds will help to instill loyalty and engender positive emotions about the company

Motivation

These bonds will help to instill loyalty and engender positive emotions about the company

What a great place to work!

Motivation

So The Manager now knows that he has to foster bonding and create opportunities for social interaction

Beers on me!

Motivation

Which leads to the employees identifying themselves as a team…

Beers on me!

Motivation

SUPER HEROES!

Now after all these motivation. His employee/team became

Motivation

Companies create teams of super heroes!

Motivation

Who come to work motivated and engaged!

MotivationThe Company prospered…

Motivation

And The Manager got promoted!

Motivation

And The Manager got promoted!

Yeah!

Motivation

Bye!!

Motivation

Health & Medicine

Transcript of Motivation