It is done to find out the actaula reasons

1. WELCOME TO OUR PRESENTATION
ON
MOTIVATION FROM CONCEPT TO
APPLICATION
F U T U R E
E N T R E P R E N E U R S
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2. THEORIES OF MOTIVATION
E Q U I T Y T H E O R Y
A major determinant
of job satisfaction
and performance of
the individuals
perception of the
relationship between
input and output.
E X P E C T A N C Y T H E O R Y
Individuals make decisions
and behave according to
what they believe; the
outcome of a particular
action will be based on
how attractive that action
is to them.
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3. The belief is that people who
participate in setting goals
will work harder to achieve
them than people who are
simply assigned goals.
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4. APPLICATION OF THEORIES
 Need for higher productivity in the industry .
 An appropriate amount of work to be accomplished
within a period of time.
 Reward for accomplishing set of works or
punishment for incomplete works.
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5. Why are students
demotivated???
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6. WHY ARE STUDENTS DEMOTIVATED??
 The student is demotivated because he or she cannot do
the assigned work.
 The student is demotivated because the ‘response effort’
needed to complete the assigned work seems too great.
 The student is demotivated because of low self-efficacy—
lacks of confidence that he or she can do the assigned work.
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7. It is a fact that students
don’t get chance to make
positive relation with
teachers.
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8. WHY ARE STUDENTS DEMOTIVATED(CONT’D)
 The student is demotivated because classroom
instruction does not engage.
 Sometimes teachers forget that students are also human
being!!!!
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9. A student will not be motivated
to attend class if she/he doesn’t
care about grades.
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10. Indifferent or even hostile
toward the instructor and
thus may lack motivation to
follow teacher requests or to
produce work.
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11. HOW TO IDENTIFY DEMOTIVATED STUDENTS???
The student has a low sense of self-efficacy and lack of
confidence.
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12. HOW CAN YOU UNDERSTAND THAT YOU ARE
DEMOTIVATED
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13. HOW TO MOTIVATE?
 Ensure that the lesson content is appropriately matched
to students’ abilities.
 Open the lesson with a brief review of concepts or
material that was previously presented.
 States the goals of the current day’s lesson.
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14. HOW TO MOTIVATE?
 Provide timely and regular performance feedback
and corrections.
 Break a larger student assignment into smaller
‘chunks’.
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15.  Praise for each
completed ‘chunk’ of
assigned work.
 Provide increased doses
of positive attention at
times when the student is
engaging in appropriate
behavior.
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16. HOW TO MOTIVATE?
 Commit to a Short Series of Positive
‘Micro-Conversations’.
 Avoid using negative phrasing (If you don't)
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17. EXTRINSIC MOTIVATION
 Extrinsic motivation includes outside motivational forces
that push students to work hard.
 For students, extrinsic motivators come in the form of
grades, parental, teacher, and social expectations.
 However, extrinsic motivators are not as effective as
motivators that result from self-determination.
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18. INTRINSIC MOTIVATION
 Intrinsic motivation comes from within, and is the
most effective form of motivation for learners.
 A student's personal interest in the material is what
drives them to be good students.
 Teachers are instrumental in reinforcing intrinsic
motivators for students by showing that hard work
and determination has a big payoff past high school.
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19. EMPLOYEE RECOGNITION PROGRAMS
 In addition to pay there are intrinsic rewards
Can be as simple as a spontaneous comment
Can be formalized in a program.
 Recognition is the most powerful workplace
motivator – and the least expensive!
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20. Reward system for
employees that address
these four areas:
compensation, benefits,
recognition and
appreciation.
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22. Strategy for
reward decision
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23. WHAT TO PAY
• Need to establish a pay structure
Balance between:
Internal equity – the worth of the job to the organization
External equity – the external competitiveness of an
organization’s pay relative to pay elsewhere in its
industry
A strategic decision with trade-offs
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24. HOW TO PAY
 Bases a portion of the pay on a given measure of
performance.
Piece-Rate Pay – workers are paid a fixed sum for each
unit of production completed.
Merit-Based Pay – pay is based on individual
performance appraisal ratings.
Bonuses – rewards employees for recent performance
Skill-Based Pay – pay is based on skills acquired
instead of job title or rank – doesn’t address the level
of performance.
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25. VARIABLE PAY PROGRAMS
Profit-Sharing Plans – organization-wide programs that
distribute compensation based on an established formula
designed around profitability
Gain sharing – compensation based on sharing of gains
from improved productivity
Employee Stock Ownership Plans (ESOPs) – plans in
which employees acquire stock, often at below-market
prices
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26. THANK YOU ALL FOR
BEING WITH US WITH
YOUR ATTENTION
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