Your SlideShare is downloading. ×
0
Motivation Introduction
Most Important and Challenging.
Get Maximum output.
How motivate?
Quote:
• Energy
• Direction
•

Persistence
Importance
 Productive use of recourses
 Increase Efficiency and output
 Achievement of goals
 Development of friendly...
Productive use of recourses
Increase Efficiency and output
Achievment of goals
Development of friendly
relationship
Stability of workforce
Maslow’s Theory of motivation

This is best known theory of motivation
There Is a hierarchy of five human needs
Hierarchy of Five Needs
 Physiological Needs
 Safety Need

 Social Need
 Esteem need

 Self actualization Need
Physiological Need
 Need for food
 Need for water

 Need for shelter
Safety and Social Needs
Safety Needs

Social Needs

 I-e. Need for Security and

 Affection Belonging

protection .
 As...
Esteem Needs
 Internal Factors

like

 External Factors

Like
Self respect,
Self Autonomy

individual's status
Self reco...
Self Actualization
Need to become , what he/she
is capable of

Accountant
finance Manager

Leader
Explanation of Theory
Explanation of Theory
Criticism on the theory
Logical and easy to understand
But

Lack of empirical support
McClelland’s
David McClelland
McClelland’s Three-Needs Theory

“David McClelland proposed that
an individual’s specific needs are
acquired over time and...
st
1

Need
Influence
Competitive
The need to make others behave in
a way that they would not have
behaved otherwise
People who need personal power want to direct
others, and this need often is perceived as undesirable.
People who need ins...
2:People with a high need for affiliation
need
Harmonious relationships with other people and need to feel
accepted by others
They tend to conform to the norms of their ...
3rd Need:
They seek personal responsibility for finding solutions to problems
They need rapid feedback on their performance; they ar...
MOtivating Employees  Management
MOtivating Employees  Management
MOtivating Employees  Management
MOtivating Employees  Management
MOtivating Employees  Management
MOtivating Employees  Management
MOtivating Employees  Management
MOtivating Employees  Management
MOtivating Employees  Management
MOtivating Employees  Management
MOtivating Employees  Management
MOtivating Employees  Management
MOtivating Employees  Management
MOtivating Employees  Management
MOtivating Employees  Management
MOtivating Employees  Management
MOtivating Employees  Management
MOtivating Employees  Management
MOtivating Employees  Management
Upcoming SlideShare
Loading in...5
×

MOtivating Employees Management

576

Published on

Business management

Published in: Education, Business, Technology
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
576
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
24
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide
  • 1. Motivating and rewarding employees is one of the most important and chalengingactivites that managers do
  • Motivated employees will retain a high level of innovation while producing higher quality work at a higher level of efficiency.
  • managers need to know how and why ther are Motivated
  • At the end I quote the words of Jim ryum related to motivation “ ”now I am passing onto Shoaibhe will elaborate further
  • Transcript of "MOtivating Employees Management "

    1. 1. Motivation Introduction Most Important and Challenging.
    2. 2. Get Maximum output.
    3. 3. How motivate?
    4. 4. Quote:
    5. 5. • Energy • Direction • Persistence
    6. 6. Importance  Productive use of recourses  Increase Efficiency and output  Achievement of goals  Development of friendly relationship  Stability of workforce
    7. 7. Productive use of recourses
    8. 8. Increase Efficiency and output
    9. 9. Achievment of goals
    10. 10. Development of friendly relationship
    11. 11. Stability of workforce
    12. 12. Maslow’s Theory of motivation This is best known theory of motivation There Is a hierarchy of five human needs
    13. 13. Hierarchy of Five Needs  Physiological Needs  Safety Need  Social Need  Esteem need  Self actualization Need
    14. 14. Physiological Need  Need for food  Need for water  Need for shelter
    15. 15. Safety and Social Needs Safety Needs Social Needs  I-e. Need for Security and  Affection Belonging protection .  Assurance of physiological needs.  Friendship
    16. 16. Esteem Needs  Internal Factors like  External Factors Like Self respect, Self Autonomy individual's status Self recognition
    17. 17. Self Actualization Need to become , what he/she is capable of Accountant finance Manager Leader
    18. 18. Explanation of Theory
    19. 19. Explanation of Theory
    20. 20. Criticism on the theory Logical and easy to understand But Lack of empirical support
    21. 21. McClelland’s
    22. 22. David McClelland
    23. 23. McClelland’s Three-Needs Theory “David McClelland proposed that an individual’s specific needs are acquired over time and are shaped by one’s life experience”
    24. 24. st 1 Need
    25. 25. Influence Competitive The need to make others behave in a way that they would not have behaved otherwise
    26. 26. People who need personal power want to direct others, and this need often is perceived as undesirable. People who need institutional power (also known as social power) want to organize the efforts of others to further the goals of the organization. Managers with a high need for institutional power tend to be more effective than those with a high need for personal power.
    27. 27. 2:People with a high need for affiliation need
    28. 28. Harmonious relationships with other people and need to feel accepted by others They tend to conform to the norms of their work group. High Affiliation individuals prefer work that provides significant personal interaction; they perform well in customer service and client interaction situations.
    29. 29. 3rd Need:
    30. 30. They seek personal responsibility for finding solutions to problems They need rapid feedback on their performance; they are usually very frustrated by not receiving feedback, and the quicker the better. They are not gamblers but instead set appropriately challenging goals They want to stretch themselves, so they set goals that are challenging, but ones that they receive, they at least have a 50% chance of attaining
    1. A particular slide catching your eye?

      Clipping is a handy way to collect important slides you want to go back to later.

    ×