2. • Definition of motivation.
• Elements of motivation.
• Importance of motivation
• Characteristics of motivation
• Types of motivation
• Strategies to motivate employees
• Motivation theories
Content outlines
3. Motivation
• The amount and quality of work
accomplished by managers directly reflect
their motivation used with their subordinates.
4. • A Simplified Model of Individual Performance is determined by:
• Motivation—the desire to do the job.
• Ability—the capability to do the job.
• Work environment—the resources to do the job
A Simplified Model of Job Performance
Motivation + Ability+ Work environment = Employee
Performance
5. Definition of motivation:
• It is the process of stimulating people to action to accomplish goals.
• The processes that account for an individual’s intensity, direction, and
persistence of effort toward achieve a goal.
6. Key Elements of motivation:
• Intensity: the amount of effort put forth to meet the goal
• Direction: efforts are channeled toward organizational goals
• Persistence: how long the effort is maintained
7. Importance of motivation:
• Help employee to achieve goals.
• Help in self-development of employee.
• Increase employees` job satisfaction.
• Increase the quality of work.
• Decrease turn over and absenteeism.
• Decrease the resistance to change.
• Cost saving.
• Facilitates good relations.
8. Types of motivation
I) Negative motivation and positive motivation.
II) Financial and non-financial motivation.
• III) Intrinsic and extrinsic motivation
9. I) Negative motivation and positive motivation:
Positive based on reward, while negative based on fear.
10. Types of motivation cont.,
II) Financial and non-financial motivation:
A)Financial motivation:
These associated directly or indirectly with money.
- Bonuses
-Profit share
-Overtime
11. B) Non- financial motivation:
1-Job enlargement:
provides horizontal expanding of duties.
2- Job rotation and alteration:
increase the skill and knowledge of the employee about related job.
12. 3. Praise:
as it will be given him recognition.
4. Delegation of authority:
The accomplishment of goals is most effective when worker is given
authority to make decisions
5. Competition:
It done through gaining social prestige.
13. 6. Participation:
Participation of employee in decision making.
7. Job satisfaction:
It is based on job factors as promotion, pay raise and recognition.
8. Job responsibility:
People can be motivated by assigning to them new responsibilities.
14. Types of motivation
I) Negative motivation and positive motivation.
II) Financial and non-financial motivation.
III) Intrinsic and extrinsic motivation
15. Types of motivation cont.,
III) Intrinsic and extrinsic motivation:
1- Intrinsic
Motivation comes from within the individual, driving him or her to be
productive.
2- Extrinsic:
Motivation that comes from outside the person and includes such
things as pay, bonuses, and other tangible rewards.
•
16. Strategies to motivate employees:
• Involve staff in determining the goals.
• Have clear expectations for workers, and communicate these
expectations effectively.
• Rewarding employees for achievement
• Keep employees informed and up to date
• Help employees to fulfill career goals.
• Give constant feedback
17. Strategies to motivate employees: cont.,
• Manger must be a role model.
• Manger must be fair when dealing with all employees.
• Be a firm decision maker using an appropriate decision-making style.
• Be sure that employees understand the reason behind decisions and
actions.
18. Strategies to motivate employees: cont.,
• Develop the concept of teamwork.
• Create a trustful and helping relationship with employees.
• Provide experiences that increase opportunities for growth
• Let employees exercise individual judgment
19. Motivation theories:
Types of motivation theories:
I) Content theories
(Human needs): How people with different needs may respond to
different work situations.
II) Process theories
How people give meaning to rewards and make decisions on various
work-related behaviors.
22. Content theories
1) Maslow's hierarchy of needs theory:
• Developed by Abraham Maslow.
• Lower-order and higher-order needs affect workplace behavior and
attitudes.
• Lower-order needs:
(Desires for physical and social well being) Physiological, safety,
and social needs.
• Higher-order needs:
(Desire for psychological growth and development)
Esteem and self-actualization needs.
23.
24. II) Process theories of motivation
How people make choices to work hard or not.
Choices are based on:
• Individual preferences.
• Available rewards.
• Possible work outcomes.
25. Types of process theories: Theory X and Y
Theory X assumptions:
• People dislike work
• Must be directed and controlled
• Avoid responsibility and uncreative
• Lack desire to improve work
• Must be coerced and threatened
• Want security
• Work to earn money
26. Theory X manager
• Use threats and fear to motivate people
• Supervise closely
• Delegate little responsibility
27. Theory Y assumptions:
• Work is natural
• Exercise self control
• Enjoy responsibility
• Are clever and creative
• Want to improve work
• Work to earn money is one reason for working
28. Theory Y manager
• Uses positive incentives and recognition to motivate people
• General supervision
• Delegates responsibility
• Provides individual growth
• Use decentralization and job enlargement
