Slideshow Transcript

1. Slide 1: Motivation Session by A.Selvaraj CIT Mumbai
2. Slide 2: Motivation “A great man is one who can make a small man feel great, and perform great.”
3. Slide 3: The hierarchy of needs • Self actualization needs • Esteem needs • Social needs • Security needs • Physiological needs
4. Slide 4: Motivation… • is setting audacious objectives & getting people to own & achieve them. • is getting someone else to do what you want done because he wants to do it. • is making people feel & take pride that they have done it. • is letting go while retaining the right to know what is going on. • is the art of accomplishing more than what scientific mgt says is possible.
5. Slide 5: What I hate about my boss.. • He lacks enthusiasm. • He is insecure. • He doesn’t accept responsibility. • He lacks people skills. • He is unwilling to guide. • He doesn’t inspire us to perform. • He doesn’t appreciate good work. • He doesn’t discuss new strategies or ideas with us. • His communication is negative & de-motivating.
6. Slide 6: Men, not machines. • A promise is a promise. • Think of them as individuals. • Turn down in the first place (rather than • Meet them face to face. withdraw it later). Listen. • Spot talent, creativity & • Talk straight. promote. • Give clear instructions. • Encourage initiative. • Accept only after • Tolerate mistakes. weighing the pros & cons. • Learn from them. • Don’t put on airs. • No mistakes, no initiative. • Never stand on ceremony. • Set an example. • Take the rap yourself.
7. Slide 7: Give the right touch. Keep channels open. • • Why argue? Understand. • To err is human. Listen to complaints. • Don’t shout. Explain. • Never hold out threats. • • Blow your top, but constructively. • Soften the blow. Allow them to let off steam. • Don’t accuse. Investigate. •
8. Slide 8: Seniority – cum – ‘fitness’! • From a cartoon by R K Laxman • A well-dressed chimpanzee is sitting in an office, wearing spectacles and poring into a file in all seriousness. Two persons stand at some distance away. One of them, probably an insider, to the other: • “Prospects here are very good. Just 20 years back he was brought here for experiments. By seniority he has become the head of the department now.”
9. Slide 9: Punishment doesn’t reward! • Gets only temporary redn in unacceptable behaviour. • Constant presence of punisher necessary. • Doesn’t teach appropriate behaviour. • Produces increased fear (less effectiveness in work). • Produces emotional side-effects. • Produces rigid & inflexible behaviour patterns. • Suppresses more behaviour than that punished. • Can result in counter-aggression. • Passed on down the line.
10. Slide 10: The secret to motivation(M) is to understand your people • Not all employees are alike, nor all situations. There is no single best way for M. • People are different in their needs & hence in their Ms. • Individuals change their aspirations & needs frequently, changing their Ms. • A single goal can be reached in a no. of ways or Ms. • A single goal can satisfy a host of needs & Ms. • You cannot really motivate anyone. But you can provide the environment in which he grows.
11. Slide 11: The rules of motivation • The four ‘R’s - respect, recognition, responsibility & recreation • Motivate yourself to motivate others. • Participate in order to motivate. • Motivation, even when estd., does not last forever. • Motivation requires lots of individual recognition. • Progress & success motivate. • Challenge motivates only if you succeed. • Team membership motivates. • Motivation is not appeasing. The formula for failure: Try to please everybody!
12. Slide 12: How to motivate? • Allow them to develop their job, to continually improve. • Set targets for them to get a sense of achievement. • Give them variety & interest. • Show trust. Be open. • Keep them in the picture. • Empower. Allow them control over what they do. • Tell them: a work ill-done must be done twice. • Give regular feedback to prevent misdirection. • Give praise. Show appreciation. • Encourage teamwork, sense of belonging, synergy. • Ensure conducive work environment.
13. Slide 13: Motivation – the basics • What gets asked for • Motivation requires a gets done. SMART goal. • What gets measured • Motivational instructions gets done better. are always ‘SMART’ • What gets rewarded • Specific gets done best of all. • “People do what they • Measurable do because of what • Agreed happens to them • Realistic when they do it.” • Time-bound
14. Slide 14: What gets asked for …. • Know what you want. Decide on the performance level you require. • If you don’t know what you want, you cannot convey it to them.
15. Slide 15: What gets measured gets done • End results to be specific & quantifiable. • Mere urgings - “do better”, “work harder”, etc. - are not motivational. • Let employee know what is expected of him and when it is to be completed. • Specify the stages. • Ensure he knows how he has performed and when he has completed it.
16. Slide 16: What gets rewarded… • Reward! • Given after the desired behaviour or performance. • Given as soon as possible. • Specific to the accomplishment. • Personal in impact. • Valued by the recipient. • Delivered consistently. • Predictable by the recipient.
17. Slide 17: On rewards • Ensure correct feedback. • Keep changing rewards to get improved behaviour. • Do not reward them all alike. Base it on their performance. • Continue to tell them – what they should do to deserve it. • Be consistent in your rewards. Have a firm link: for this performance, this reward. • No need to continue reward after the behaviour is established. • Be fair. The size of the reward must match the effort. • Reward necessary for continued good performance. • Reward them in other ways than just money.
18. Slide 18: The outstanding reward! However outstanding you may be, you can hope to get an outstanding report only from an outstanding superior.
19. Slide 19: “Delivering high performance is a journey rather than a destination.” • Show appreciation for good work. • Involve them in as many work decisions as possible. • Show real care & help in personal problems. • Hawthorne effect: if you treat people as special their performance would improve. • Constantly upgrade the notion of what is acceptable.
20. Slide 20: Tell them what to do, not how to do. • Know the extent up to which to give detailed instructions. • Know when to cut off debate & initiate action. • Seek & take responsibility in the workplace. • Ensure that tasks are understood & accomplished. • Know which is more important in a given context – details or the wider viewpoint. • Set an example.
21. Slide 21: Setting goals • Set targets that stretch them. • Make them believe in themselves. • They can only succeed in targets they believe they can achieve. • Achieving goals is a motivating force in itself. • When realistic, they enhance performance due to less anxiety and more motivation. • Goals are within individual’s control & hence are flexible. • They should be - specific, measurable & behavioural. - challenging, but realistic.
22. Slide 22: Goals work. The goals enable employee to - • orientate himself to what is required. • direct attention & activity towards the task. • direct efforts towards achievement. • build persistence. • devise new learning strategies. The harder the goal, and/ or the more important the goal, the more is the effort put in. When more specific, they are more achievable.
23. Slide 23: Try the mother’s rule! Coupling of something not valued with something that is valued. • “When you have finished your dance lessons, you can have your ice cream.”
24. Slide 24: Job enrichment Employee satisfaction (to) motivation (to) performance Minimum controls • Maximum personal accountability • Work in complete entities • • Employee to have control over -which task & when • Feedback on performance & quality directly to employee • Opportunity to do new jobs • Individuals to choose their jobs with the rest of their team • Opportunity to discuss & comment on changes in work • Job rotation instead of one single short cycle job. Ensure variety, personal autonomy and scope for • personality development.
25. Slide 25: Praise in public. Criticize in private.
26. Slide 26: Make them break through! • Make people think in a breakthrough fashion. • Motivate. Create enthusiasm & passion. • Create a dream & make the team go towards it. • The ability to get the message across is what ignites people to act as one person. • Mine more value.