Hrm motivation theory

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this slides are describing some of the motivation theory on managing human resource in the organization # download by request, please e-mail me if you need this slides on powerpoint

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Hrm motivation theory

  1. 1. PRESENTED BY SUGIHARTO, SH. MM
  2. 2. © HRM 03 Created by Sugiharto, SH.MM 2012
  3. 3. HRM – CHAPTER VPRESENTED BY SUGIHARTO, SH. MM © HRM 03 Created by Sugiharto, SH.MM 2012
  4. 4. Employee’s Job Performance can beHRM – THE MOTIVATION THEORY defined as being determined by the level and interaction : Job Performance = Ability X Motivation The importance of not only having employees with the talent to do a good job, but recognizing that HR Managers must be concerned with providing the stimulus that converts employee talents into successful job performance © HRM 03 Created by Sugiharto, SH.MM 2012
  5. 5. HRM – THE MOTIVATION THEORY The Core of administration is Management The Core of Management is Leadership The Core of Leadership is … Decision Making and MOTIVATION © HRM 03 Created by Sugiharto, SH.MM 2012
  6. 6. HRM – THE MOTIVATION THEORY GOOD PERFORMANCE Abilities SkillsEquipment MOTIVATION Supplies Time Employee performance depends on motivation to perform © HRM 03 Created by Sugiharto, SH.MM 2012
  7. 7. HRM – THE MOTIVATION THEORY It is important to understand the motivation. Productivity, performance, reaction to the compensations and remunerations give strong impact on employees motivation © HRM 03 Created by Sugiharto, SH.MM 2012
  8. 8. HRM – THE MOTIVATION THEORY Motivation is the willingness to do something and is conditioned by this action’s ability to Satisfy some need for the individual © HRM 03 Created by Sugiharto, SH.MM 2012
  9. 9. HRM – THE MOTIVATION THEORY Attitudes © HRM 03 Created by Sugiharto, SH.MM 2012
  10. 10. HRM – THE MOTIVATION THEORY CoreManager Leadership Motivate Employees Personal background, Attitude, hopes, ambition, desires, both the Internal and External working environment © HRM 03 Created by Sugiharto, SH.MM 2012
  11. 11. HRM – THE MOTIVATION THEORY Self actualizations Self esteem Love Safety PhysiologicalAs each of these needs becomes Maslow Hierarchy’s of Needsubstantially satisfied, the nextneed becomes dominant © HRM 03 Created by Sugiharto, SH.MM 2012
  12. 12. HRM – THE MOTIVATION THEORY Frederick Herzberg’s Theory Being satisfied with one’s job is equivalent to being motivated; the “satisfied worker is a productive worker” Job satisfaction and dissatisfaction are separate concepts with unique determinants based on workDeterminants of Job Dissatisfaction are Hygiene* Factors - Poor hygiene can makeyou, sick, but good hygiene won’t necessarily make you healthy © HRM 03 Created by Sugiharto, SH.MM 2012
  13. 13. HRM – THE MOTIVATION THEORYFrederick Herzberg’s Theory HIGH MOTIVATION LESS MOTIVATING content of work context of work Achievement Company’s policy Recognition Administration Jobs position Supervising system Responsibilities Personal relation Advancement Job atmosphere © HRM 03 Created by Sugiharto, SH.MM 2012
  14. 14. HRM – THE MOTIVATION THEORY The Need for Achievement David McClelland’s Theory © HRM 03 Created by Sugiharto, SH.MM 2012
  15. 15. HRM – THE MOTIVATION THEORY Effective To Motivate Manager Employees By Fulfilling the … The Hierarchy of Need Develop the working elements Creating the challenges © HRM 03 Created by Sugiharto, SH.MM 2012
  16. 16. HRM – THE MOTIVATION THEORY The success of Your organization doesnt depend on your understanding of economics, or organizational development, or marketing … It depends, quite simply, on your understanding of human psychology: HOW … © HRM 03 Created by Sugiharto, SH.MM 2012
  17. 17. HRM – THE MOTIVATION THEORY Company Customers © HRM 03 Created by Sugiharto, SH.MM 2012
  18. 18. HRM – THE MOTIVATION THEORY All of the theories depend on the individual’s perception of what is a valued motivator What will be perceived as a motivator depends on the individual’s needs © HRM 03 Created by Sugiharto, SH.MM 2012
  19. 19. HRM – THE MOTIVATION THEORYSome supervisors and other managersassume that the mainthing employees want out of a job is … MONEY © HRM 03 Created by Sugiharto, SH.MM 2012
  20. 20. HRM – THE MOTIVATION THEORY While money can be a motivator, it is not the only motivator, and for some people it is not the most important motivator. it must meet employee needsFor Money to Motivate employees must believe they are able to achieve the financial rewards the organization offers © HRM 03 Created by Sugiharto, SH.MM 2012
  21. 21. HRM – THE MOTIVATION THEORY Several financial incentives are discussed, including : Profit sharing © HRM 03 Created by Sugiharto, SH.MM 2012
  22. 22. HRM – THE MOTIVATION THEORYSupervisors will likely have limits on thetypes of motivators they can useBut they can motivate their employees bymaking work interesting through suchmeans as : Job Rotation Job Enlargement Job Enrichment © HRM 03 Created by Sugiharto, SH.MM 2012
  23. 23. HRM – THE MOTIVATION THEORY © HRM 03 Created by Sugiharto, SH.MM 2012
  24. 24. HRM – THE MOTIVATION THEORY Jobs Design Jobs Arrangement Productivity for certain job effects Assignments-task On Jobs Satisfaction Jobs components Health and Mentally condition identification Productive Work GICI Business School © HRM 03 Created by Sugiharto, SH.MM 2012
  25. 25. HRM – THE MOTIVATION THEORY Job Enlargement Job Jobs Design Characteristic Model Job Rotation © HRM 03 Created by Sugiharto, SH.MM 2012
  26. 26. THANK YOU For LISTENING HRM DAY V Presented by Sugiharto, SH. MM Re-programmed Presentation created by ugik013 Presentation Pro Images provided by Corbis Personal collections Fotosearch.com Closing theme performed by OST mgs3 E-mail: ugik013@yahoo.comsugiharto@gicibusinessschool.ac.id STIE GICI Business School © 2012

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