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Employee Motivation

Prepared by: Md. Main Uddin 151-0089-009 University of South Asia 27/11/2015

Our Topic -

Md. Main Uddin (C) 151-0089-009Aminul Islam 151-0169-009Md. Kamal Hossain 151-0359-009Md. Rabiul Islam 151-0287-009Sharmin Sultana 151-0570-008Sharmin Rahman Mukti 151-0353-008Chawdhury Wahidul Alam 151-0569-009

NAME LIST OF GROUP MEMBER

Definitions of Motivation:Motivation: Motivation by definition refers to

what activates, directs human behavior and how this behavior is sustained to achieve a particular goal.

• Greenberg &Baron defines motivation as:• “The set of processes that arouse, direct, and

maintain human behavior towards attaining some goal”.

• Role of financial motivation: The potential role of money as (a) conditioned reinforce (2) an incentive which is capable of satisfying needs (3) an anxiety reducer (4) serves to erase feelings of dissatisfaction Opsahl and Dunette, (motivation and organizational climate Pp 65- 66)

• Employee satisfaction: This refers to the positive or negative aspects of employee’s altitude towards

their jobs or some features of the job Ivancevich etal (Pp 448) • Organizational Goals: A concept, which refers to the focus of attention and decision-making among

employees of a sub-unit. • Organizing: This involves the complete understanding of the goals of organization, the• necessity of proper co-ordination, and the environmental factors that influence the gaols and

employees within the organization.• Employee attitudes: Mental state of readiness for motive arousal. • Performance: the act of performing; of doing something successfully; using knowledge as

distinguished from merely possessing it; A performance comprises an event in which• generally one group of people (the performer or performers) behave in a particular way for another

group of people. • Efficiency: The ratio of the output to the input of any system. Economic efficiency is a• general term for the value assigned to a situation by some measure designed to capture the amount

of waste or "friction" or other undesirable and undesirable economic features present.• It can also be looked as a short run criterion of effectiveness that refers to the ability of the

organization to produce outputs with minimum use of inputs.

Maslow’s Hierarchy of Needs

Maslow believed that- people are motivated to fulfill their own needs Every person starts at the bottom of the pyramid and works to achieve the goals of the next layer working to the top sector. One is not able to move on to the next level of the pyramid until the needs of the first level are met. Once they move to the next level, those needs must be met and if they are not, then it is possible to fall back down the pyramid.

The first level is the physiological needs –These are the basic needs that are to be met in order to survive, including food,

water, clothing, sleep, and shelter. The next step is security -which means stability in the surroundings. Security could also include financial

security so that there is no financial uncertainty in the future. This could be achieved by creating a retirement package, securing job position, and insurance.

The third level is affiliation -which is the need to feel a since of belonging or to be loved. In the workplace, this

means to feel as though they are a part of the group and included in the work. The fourth level is explained as esteem –This level has two components: feelings of self worth, and the need for respect

from others. The last and final stage of the hierarchy of needs is self actualization –This is important to motivation because a person must be motivated to fulfill their

needs and strive for the next level until they reach self actualization. These needs motivate humans to care for themselves and live a rich life.

Herzberg’s Two-Factor Theory A manager might want to consider the following

(“Motivation Theories”): • Remove some job controls • Increase worker accountability for their own work • Give workers complete units of work to produce • Give greater job freedom or additional authority to workers • Make periodic reports directly to the workers (not through

the supervisor) • Introduce new and more difficult tasks • Assign specialized tasks to workers so they can become

experts

CONCLUSIONMotivation is a complex concept and can help or harm an organization depending on how it is used within an organization. If a manager takes the time to understand the needs of his/her employees, then the recognition can be extremely useful. There have been many philosophers who have tried to understand what motivates people, but every person is different and a theory cannot describe all people. It is understandable the mangers have a full time job and do not have much down time to be spending on rewards, but it also gives them the opportunity to understand their employees and connect with them on a personal level. Managers are not the only ones who can recognize others in the workplace. Employees can recognize each other as well. It has been proven to that one can not directly motivate someone else, but they can give them the tools they need to motivate themselves. Managers are the resources for employees and they should make sure that their work environment is pleasant and desirable. This will help the productivity and improvement of their employees. If the above suggestions are implemented properly, managers will have a fully motivated team.