Motivation presentation done ob
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21-Oct-2014 -
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Transcript of Motivation presentation done ob
Coffee
Motivatio
n
KushanNiwankaPriyaZulayVishmi
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Introduction• Head office for an international coffee chain
• The staff works round –the-clock.
• Employees :undergraduates to people with over 30 years of experience.
• Promotions are for those who stay longer.
• Priority is given to the seniors
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Introduction • Physical appearance of the office: organized cubicles
• Clocks from different time zones are displayed on plain white walls
• Dress code: casual wear
• Transport: Shuttle service
• Benefits: Sick / maternity leave / pension plan
• Service: Day care / In-house Lodging
• A coffee lounge ( strictly for the employees)
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Theories• Maslow’s Hierarchy of needs
• Goal Setting Theory
• Equity Theory
• Expectancy Theory
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Supervisors RelationScenario:
• Managers have “The boss” Attitude.
• Wide gap between higher & lower levels.
• limited freedom exercised by employees.
• limited manager-employee relationship.
Solutions through Application of theories:
• Promoting Maslow’s hierarchy of needs
‘Manager should act as an Activator’
Showing genuine concern towards employee needs
Treat staff as people, not just “employees”
Compliment & reward when necessary. (Expectancy theory)
Supervisors Relation
• Promoting Goal-setting theoryManagers should develop effective two way interactions being specific on the goals
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Corporate Culture
Encourage interactions between organizational levels.
Ex. Workshops, seminars.
Encourage team working for projects
Involve Team outing when targets achieved.(Expectancy theory)
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Training & Promotion
Scenario:• Seniors are given full preference for promotions then juniors
• Employees don’t have a platform for growth
Solutions: Awarding promotions to productive employees (Maslow’s)
Training programs to expand employees skill areas (Maslow’s - self fulfillment)
Giving perks & promotions so that employees would expect it and work more efficiently (Expectancy)
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Pay & BenefitsScenario:
• Employees feel that they are not paid enough
• Only subject to basic benefits
Solutions:
Paying employees according to their skill level (Maslow’s/Equity/Expectancy)
Awarding bonuses to employees who are more efficient
Eg: bonuses every 3 months for productive employees
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Work environmentScenario:
• Dull White walls and cubicles
• Very low interactions among employees
• Gives a feeling of being stuck
Solutions:
Creating a more casual and colorful work environment
Change the furniture to a more coffee shop like furniture since it is a head office of a coffee shop
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Focus Maslow’s Theory Goal Setting Theory Equity & Expectancy Theory
COMMUNICATIOn
No man is an island
Social / Esteem / Self actualization is
blocked
Senior managers are poor communicators.
The physical lay out of the organization : Cubicles
Employees from different cultures.
Employees from the
western culture Vs
Eastern culture.
Lack of
understanding
(Complex goal)
The expected
output will not
be produced.
Employees have
different
personalities .
The organization
is not align to the
level of equity
and expectancy
perceived by the
employee.
Solutions for communicatio
n• Intranet
• Identifying that there is a cultural diversity.
• Remove the cubicle layout
• Complex goals in simple form
• Identifying and grouping Individual personalities
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Focus Maslow’s Theory Goal Setting Theory Equity & Expectancy
Theory
LOYALTy
Basic needs are supplied
Intrinsic satisfaction:
Voice suggestions /
complains are
hindered.
Possibility of not feeling
like a citizen of the
organization till they work
for at least a decade.
Personality: Entrepreneur
CEO not being open
and honest at goal
setting.
Less
transparency on
the company
returns.
There is no
“WE culture”
in the
organization.
Solutions for loyalty
• Transparency of company returns
• Citizens of the organization.
• Involving in strategic planning
• Creating a “ WE culture”
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Focus Maslow’s Theory Goal Setting Theory Equity & Expectancy Theory
LIKELIHOOd
TO STAY
• Not possible to attain self actualization.
Entrepreneurs.
Openness to the staff.
Employees do not have an opportunity at goal setting.
Seniority receives promotions.
Credit for hard work done.
SolutionsLikelihood to stay
• Interviews: Credit for hard work• Creating a sense of pride in the employees
mind.• Having regular conversations (excluding work related topics)• Showing concern to their family/ skills.
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Conclusion • Financial rewards
• Non financial rewards
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Thank you !