Management Issue : Employee Motivation and
Engagement
Professor Hafford
Principles of Management
Presentation
What Does That Mean?
• Employee engagement is the common
intuitive sense that people, and particularly
leaders within orga...
Did you know?
• Unmotivated and disengaged
employees can cost a company
$350,000,000,000 per year. Wouldn’t
it be nice to ...
Getting Engaged
 If the work is exciting it is much more likely to be
motivated and engaged. If not, find a way to make
i...
The Four Drives of Motivation
“Because the four drives are hardwired into our
brains, the degree to which they are satisfi...
Lets Talk About Money…
• In order for pay to be an important motivator, there has to
be variability in pay options.
1. Pay...
Think About It…
• Take complaints about pay seriously.
• Do not fall very far below market pay levels.
• Realize that most...
Rise Above…
• In a changing economy having
engaged employees may be
key to a successful
organization. Especially
because l...
Now What?
• “You can’t motivate
people any more than
you can empower them.
Employees have to
motivate themselves.
However,...
Conquer The Problem!
• Put square pegs in square holes.
• Get off on the right foot.
• Empower employees and give them
'st...
• Motivated, engaged, and happy employees.
• Saving money by getting more accomplished
during the workday.
• Overall succe...
Thanks for watching!
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  1. 1. Management Issue : Employee Motivation and Engagement Professor Hafford Principles of Management Presentation
  2. 2. What Does That Mean? • Employee engagement is the common intuitive sense that people, and particularly leaders within organizations, have about work motivation. • employee engagement is a desirable condition, has an organizational purpose, and connotes involvement, commitment, passion, enthusiasm, focused effort, and energy.
  3. 3. Did you know? • Unmotivated and disengaged employees can cost a company $350,000,000,000 per year. Wouldn’t it be nice to save that money! • Lack of employee motivation and disengagement is not noticed directly on employee but rather the company.
  4. 4. Getting Engaged  If the work is exciting it is much more likely to be motivated and engaged. If not, find a way to make it exciting! Its your job!  Money! More motivational then one would think.
  5. 5. The Four Drives of Motivation “Because the four drives are hardwired into our brains, the degree to which they are satisfied directly affects our emotions and, by extension, our behavior.” • The drive to acquire. • The drive to bond. • The drive to comprehend. • The drive to defend.
  6. 6. Lets Talk About Money… • In order for pay to be an important motivator, there has to be variability in pay options. 1. Pay is more important to extroverts than to introverts. 2. Receiving performance-based pay is more important to high academic achievers than to others. Receiving higher pay than their co-workers is more important to extroverts and individuals with a history of social achievements. 3. High-performing employees appear to be particularly sensitive to whether their higher performance is rewarded with above-average pay increases, while low performers prefer low-contingency pay systems. 4. Pay appears to be more important to men than to women. 5. People with high need for achievement and higher feelings of self-efficacy prefer pay systems that more closely link pay to performance.
  7. 7. Think About It… • Take complaints about pay seriously. • Do not fall very far below market pay levels. • Realize that most of the best employees want strong pay-performance relationships. • Evaluate current pay systems with respect to the strength of pay-performance relationships. • Examine whether executive pay is moving in the same direction, and at roughly proportionate rates, as employee increases. *Money is not the only motivator. It may not even be a primary motivator. However, it plays a very important role in motivating most employees.
  8. 8. Rise Above… • In a changing economy having engaged employees may be key to a successful organization. Especially because lack of engagement and motivation shows a difference in budget for higher management.
  9. 9. Now What? • “You can’t motivate people any more than you can empower them. Employees have to motivate themselves. However, you can set up an environment where they best motivate and empower themselves.” - Carter McNamara
  10. 10. Conquer The Problem! • Put square pegs in square holes. • Get off on the right foot. • Empower employees and give them 'stretch assignments'. • Help people create a personalized learning experience. • Properly manage and appreciate the performance of your team. • Oil the wheels of the team and maintain a positive environment.
  11. 11. • Motivated, engaged, and happy employees. • Saving money by getting more accomplished during the workday. • Overall success for the organization. Success!
  12. 12. Thanks for watching!

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