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3600motivation08
 

3600motivation08

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    3600motivation08 3600motivation08 Presentation Transcript

    • Motivation Creating flow as a leader
    • Motivating Employees
      • Motivation Productivity
      • Low Skills High Skills
      • High Anxiety Flow!
      • Challenge
      • Low Apathy Boredom
      • Challenge
      ?
    • Key factors to consider
      • Abilities
      • Interests
      • Fulfillment
      • Meaning
      • Happiness
      • Is what you are doing ecological?
    • The Theories
      • Existential Theory
        • Personal responsibility for living the life you want
        • Existential anxiety due to awareness of life’s finitude
        • Positive mental health is based on the meaning one gives to their life
        • Carl Rodgers
          • Believed in direct experience
          • Congruence
          • Unconditional positive regard
          • Empathic understanding
        • Necessary and sufficient for personal growth
    • How does Existential theory impact one’s management style?
      • ?
    • Motivational Theory
      • Roots in psychology
      • Maslow
        • Hierarchy of needs
          • Physiological
          • Security and safety
          • Love and feelings of belonging
          • Competence and self-esteem
          • Self-fulfillment
          • Curiosity and need to understand
    • Motivational Theory cont.
      • Four dimensions of motivation
        • Interest, relevance, expectancy and satisfaction
      • Motivational theory deals with the processes and structures that cause us to want to learn
    • Motivational Theory and management
      • How does management theory impact one’s management style?
    • Herzberg
      • Motivation and the workplace
        • Satisfaction and dissatisfaction at work come from different factors
        • Humans have two needs
          • Avoid pain and gain pleasure or to develop
        • At work people will seek hygiene because they are unhappy without them
          • Salary, status, good boss, security
        • Once reached- satisfaction is temporary
          • Personal growth takes importance
    • Rewards to motivate??
      • Lao-Tzu
        • It is better not to make merit a matter of reward less people conspire and contend
      • Alfie Kohn
        • Rewards do motivate people; They motivate people to want more rewards!
      • Kurt Lewin (1930)
        • Rewards motivate us to not succeed at the task but to succeed at getting the award!
    • Rewards?? Cont.
      • B.F Skinner and Behaviorist theory
        • Dominant in most companies today
        • An individual or group is not meeting their objectives. Solution follows:
          • If you meet your objectives, you’ll get your bonus
          • If you don’t meet your objectives, you’ll have a bad performance review
        • A non-behaviorist would ask why? Objectives were not being met
    • Reward to motivate?
      • Boss to group:
        • Meet this project deadline and we’ll have a pizza party
        • Later when progress is not getting made
          • Make this deadline or you will not have a vacation day next month
    • Some challenges with Rewards
      • Rewards can discourage risk taking
        • Reward is the goal and the focus gets very narrow
        • Being creative takes a back seat
        • We get exactly what the reward called for and not much more
        • Some research has shown:
          • When a reward is at stake, the easiest route is selected
          • This becomes a habit later when rewards are dropped
        • When you are rewarded or measured for something you love to do, your performance drops!
    • Dangers of workplace incentives
      • Cash vs. non-cash rewards
      • Performance mgmt or goal setting
      • Carrot and stick
      • Would you rather work at a place with goodies and pats on the back or
        • A place which offers interesting work, sense of community and an opportunity to contribute and make decisions?
    • Dangers of workplace incentives
      • No specific studies show long term improvement in quality as a result of any reward system (Kohn)
      • Many studies have shown that rewards are ineffective and counterproductive
      • Amazing fact
        • Organizations, schools continue to induce external rewards for motivation
    • Potential problems with Performance Mgmt
      • Kohn
        • Short term vs. long term focus (Kohn)
        • Secrecy
        • Too big vs. too small
      • Nathanson
        • The desire is collaboration ; result is competition
        • Performance is largely a result of the system
      • Deming
        • The system of merit is the most powerful inhibitor to quality and productivity in the western world
    • Can you motivate someone as a manager?
      • Doubtful
      • But you can damage motivation with;
        • Rewards
        • Competition
        • Threats or bribes
          • If you do this
          • If you don’t do this……….
    • What would you do?
      • If you were in charge of a new company, what would you do to help people learn how to be internally motivated?
    • What can you do?
      • Establish a system which is :
        • Fair
        • Matches high challenges and skills
        • Treats everyone EQUAL
        • Encourages collaboration
        • Eliminates competition e.g. ranking and rating
        • Eliminates fear
        • Job secure
        • Trust
        • Open