This document discusses creating a positive work environment through motivating employees. It covers employee expectations, theories of motivation including Maslow's hierarchy, and factors that can limit motivation. It emphasizes building morale by focusing on the individual employee, their job, and their supervisor. Specifically, it recommends getting to know employees, meeting their security and social needs, rewarding and developing them, making jobs interesting, and for supervisors to set a good example through enthusiasm, honesty and fair treatment.

1. Creating a Sound
Workplace Environment
Rasedul Islam
ID:2223032142

2. Objectives
• Employee Expectations and Needs
• Motivation
• Theories of Motivation
• Applying Theory to Reality: Limiting Factors
• Building a Positive Work Climate
• Focus: The Individual
• Focus: The Job
• Focus: The Supervisor

3. Employee Expectations and Needs
• Technical competence.
• Act like a boss (make decisions, take stands, stay in charge).
• Be fair, treat them equally.
• Feedback on performance (and for you to listen).
• New supervisor to observe them- resist change to work customs.
• Treat the like human beings, know who they are, what they do, how
well they do it.

4. Motivation
• Motivation is what makes people tick: the needs, desires,
fear, and aspirations within that makes you do what you do.
It is the why in human behavior.
• Motivation comes from within, You cannot motivate people
to do good work, but by getting to know your employees
you can activate their own motivations.

5. Theories of Motivation
• Motivation Though Fear: uses coercion, threats, and punishment.
• Carrot-and-Stick: combines fear with incentives.
• Economic Man (person): Frederic Taylor- money is the only thing
that people work for.
• Human Relations Theory: If workers are treated as people they will
get the job done.

6. Maslow’s Hierarchy of Needs
• Self-actualization: the desire to fulfill
one’s own potential
• Self –Fulfillment
• Social Needs
• Safety Needs
• Physiological Needs

9. Applying Theory to Reality:
Limiting Factors
• Company policy, administration, and management philosophy. You must be
in harmony with the companies goals, and meet with rules and regulations.
• Extent of your responsibility, authority, and resources.
• Kinds of people that work for you ( I am only working here until…).
• Development of employees.
• Time.
• Constant pressures.

10. Building a Positive Work Climate
• Morale: a group spirit with respect to getting the job done.
• Morale is made up of individual attitudes toward the work that pass
quickly from one person to another until everyone in the group
shares the mood.
• High morale is the best thing that can happen in a enterprise.
• To build a positive work climate focus on: the individual, the job and
the supervisor.

11. Focus: The Individual Get to
know your people
• Deal with security needs: inform, train, structure the work,
support, give positive reinforcement, evaluate, praise, build
confidence.
• Deal with social needs: satisfy the need for
acceptance- make people feel comfortable,
coach them, encourage them, get them
on your side.

12. Reward You Employees Give recognition
in a positive manner
• Don’t pit employees against each other in a contest.
• Recognize all employees- not just top performers.
• Occasionally reward when it is least expected.
• Make rewards of appropriate value.
• Rewards should be something
desired by employees.

13. Focus: The Individual Continued
• Develop you workers through training, feedback, encouragement,
support, positive reinforcement, and involving them.
• Empower your employees- give them additional responsibility, and
authority.
• Continue to develop yourself.

14. Focus: The Job
• Provide an attractive, safe, and secure job environment.
• Put the right person in the right job.
• Make the job interesting and challenging.
• Delegate.
• Rearrange work to add responsibility, challenges, etc.
• Arrange team responsibility for an entire unit of work.

15. Job Loading vs. Job Enrichment
• Job Enrichment: shifting the way things are done to provide
more responsibility for one’s work and more opportunity
for achievement and recognition.
• Job Loading: Building in job motivators to enrich jobs. This
does not mean additional, but similar tasks.

16. Focus: The Supervisor
• The supervisor holds the key to a good work climate.
• Employees can be motivated though the supervisors
enthusiasm and expectations.
• Establish a climate of honesty.

17. Set a Good Example
• Role Model- you set a example that your workers will copy.
• Management By Example- If you want a fair days work
from employees give a fair days work to them.