Motivating employees
Upcoming SlideShare
Loading in...5
×

Like this? Share it with your network

Share
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
    Be the first to like this
No Downloads

Views

Total Views
923
On Slideshare
804
From Embeds
119
Number of Embeds
1

Actions

Shares
Downloads
83
Comments
0
Likes
0

Embeds 119

http://iras.mycybersphere.net 119

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide

Transcript

  • 1. MotivatingEmployeesTheory andapplications
  • 2. MOTIVATION What is motivation? MOTIVATION = Willingness to exert high levels of effort toward the organizational goal and also satisfy some individual needs as well.
  • 3. Motivation is everything. You can do the work oftwo people, but you cant be two people. Instead,you have to inspire the next guy down the line andget him to inspire his people.Motivation is the art of getting people to do whatyou want them to do because they want to do it.
  • 4. WHAT MOTIVATES PEOPLE External Rewards Internal Rewards • Salary • Achievement • Working conditions • Responsibility • Benefits • Recognition • Environment • Feedback • Learning and growth
  • 5. WHAT MOTIVATES PEOPLE In addition to the external and internal awards, have: • Employee engagement • Challenging job profiles • Keep them self-motivated • Good projects • Job rotation • Job security / stability • Good team, co-workers, bosses
  • 6. But what happens when there isnot enough motivation among the employees?LESS or NO MOTIVATION = DEMOTIVATION
  • 7. WHY PEOPLE LEAVE Top Reasons why people leave their jobs  Learning Opportunities to learn new skills  Feedback, especially for trainees Coaching and feedback by managers  Bad Bosses conflict with the boss as one of the top most reasons for the departure of top performing employees
  • 8. THEORIES ON MOTIVATION Maslow’s McGregor’s Vrooms Expectancy Theory
  • 9. MASLOW’S HIERARCHY OF NEEDS Self actualization (Confidence, achievements, freedom) Self esteem (fame, recognition, reputation, dignity) Love and belonging (children, friends, partners) Safety needs (shelter, job security, retirement plan, insurance) Physiological needs (air, water, food, rest, exercise,etc)
  • 10. MCGREGOR’S XY THEORY
  • 11. Vrooms Expectancy theory
  • 12. HOW YOU CANDO IT IN YOURORGANIZATION
  • 13. MOTIVATING  TRUST Respect, communication, credibility  PRIDE Work related to the person  COMPANIONSHIP Team building exercises, promoting team work, contests, create communities
  • 14. STRATEGIES FOR MOTIVATION • Positive reinforcement • Effective discipline • Treating people fairly • Satisfying employees needs • Setting work related goals • Base rewards on job performance
  • 15. EXECUTIVE COMPENSATION Four basic elements of executive compensation: • Salary • Short-term incentives • Long-term incentives • Employee benefits
  • 16. EMPLOYEE ENGAGEMENT • Customized training programs • Help people build trust and pride. • Play hard, party hard • Encourage community building • Follow a good feedback and appraisal system • Give everyone clear goals • Maintain mentor-mentee relationships • Follow shared responsibilities towards each other.
  • 17. EMPLOYEE ENGAGEMENT Why is employee engagement important? • Engaged Employees  Loyal Customers  Bigger Profits. • If the staff are motivated then the customers will be happy • The shareholders will then benefit through the companys success.
  • 18. Conclusion • Notice each individual • Say Thank-you, even a smile can make a big difference. • Make staff feel respected and valued • Share your experience and knowledge • Be confidence about people. • Be honest and trustworthy • Don’t take personal credit for their success • Create a blame-free culture • Set developmental goals • Make work fun!!