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Motivational Approaches</li></ul>i) Intrinsic<br /> ii) Extrinsic<br /><ul><li>Staff Motivation Strategies</li></ul> 1. The employee is always right.<br /> 2. The employee must feel safe.<br /> 3. The power of Acknowledgement<br /><ul><li>Self Motivation</li></ul> Self Motivation Action plan<br /> 1. Clarify the goal<br /> 2. Identify the obstacles<br /> 3. Handle each Obstacle<br /><ul><li>Conclusion</li></li></ul><li>Introduction<br />Motivation is the driving force which help causes us to achieve goals.<br />Workers in any organization need something to keep them working.<br />Sometimes just working for salary is not enough for employees to stay at an organization.<br /> If no motivation is present in an employee, then that employee’s quality of work or all work in general will deteriorate.<br />
1. Intrinsic Approach<br /><ul><li>Employees who enjoy their job and have genuine interest in what they're doing will respond best to intrinsic motivation.
These employees enjoy their job's challenges and pleasing their boss, not because they feel they have to, or because it pays so well, but rather because they get personal satisfaction out of it.</li></ul>Motivational Approaches<br />
Motivational Approaches<br />2. Extrinsic Approach<br /><ul><li>Extrinsic motivation is the process in which people participate in an activity for a tangible reward.
Extrinsic rewards are the benefits and pay that workers receive in return for work, praise from superiors etc</li></li></ul><li>STAFF<br />MOTIVATION<br />STRATEGIES<br />
Staff Motivation Strategies<br />1. The employee is always right<br />These employee motivation strategies involve improving levels of trust between the leadership of your company and staff. <br />
1. The employee is always right<br />Find the right job for the right person:- When people enjoy and are challenged by their work they become self-motivated.<br />Empower employees- Trust employees to make their own decisions and make their own mistakes.<br />Co-operation vs. Competition - Excessive competition destroys morale. When teams work towards a shared goal they become more motivated.<br />
Performance VS “Presenteeism”<br />- Do long hours necessarily equal quality work? Look at whether your organization encourages a presentee culture rather than valuing performance and results.<br />v. Involve employees in company development <br />- Keep employees informed on new developments in the organization and how their work impacts the company. <br />
Staff Motivation Strategies<br />2. The employee must feel safe<br />These strategies focus that When staff feel secure and nurtured in their work environment they perform better.<br />
2. The employee must feel safe<br />The 5:1 rulePraise and recognize employees successes five times as much as you constructively criticize them.<br />Job securityPossibly the greatest single factor for a motivated workforce. How can you improve job security and fringe benefits?<br />Lead your staffEnable managers to coach their teams and create opportunities for people who are keen to learn skills and grow within the organization.<br />
Create a comfortable working environmentIncluding relaxing the dress code where appropriate, developing areas for socializing, creative thinking, reading and giving employees quality spaces to work in (larger desks, quiet, natural lighting etc.)<br />Treat employees fairlyWhen people feel they are treated fairly they remain loyal to the company and motivated by their work. Perceived inequality of treatment leads to resentment, low moral and lack of self-motivation.<br />
Staff Motivation Strategies<br />3. The power of acknowledgement<br />These employee motivation strategies focus on how to praise, acknowledge and give positive feedback.<br />
3. The Power of Acknowledgement<br />“How are you?”<br />Ask your staff how they are and listen to the answer. Ask them how a big event went, ask after their family, find out how their weekend was. And LISTEN to their reply!<br />ii. Recognize their participation as well as results Even a bad idea is better than no idea at all. Encourage your team to share their thoughts, potential solutions and concerns making it safe to make suggestions.<br />
iii. Stand up for your people <br />Part of your job as a leader is to be an advocate for your team. Instead of complaining about your team members, get their help in looking for lessons and moving forward.<br />iv. Praise in public, correct in private<br />At first they may be embarrassed by the public recognition of their achievement…but they'll get over it and glow on the inside. Equally, never undermine in public. Save those conversations for a safe, confidential environment.<br />v. Praise is an end in itself<br />Some managers only praise as a prelude to criticism. Praise can stand alone. So instead of "I really liked your recent report but…" try "I really enjoyed reading your recent report. It was concise, accurate and well presented". FULL STOP!<br />
Self Motivation <br />Self motivation is the ability to motivate oneself, to find a reason and the necessary strength to do something, without the need of being influenced to do so by another person. Working in a careful and consistent manner without giving up.<br />
STEP 1 : Clarify the goal<br />The first step of your Self-Motivation Action Plan is to be clear about the end result. Identify a project that you lack motivation about. <br />Your goals should be SMART. In other words: Specific, Measurable, Agreed, Realistic and with a Timescale.<br />
STEP 2 : Identify the Obstacles<br />The second step of your Self-Motivation Action Plan is to be clear about what is standing in your way. There are two types of obstacles - practical and emotional. <br />Examples of practical obstacles are lack of time, resources or information. <br />Examples of emotional obstacles are lack of confidence or fear of failure or rejection<br />
STEP 3 : Handle Each Obstacle<br />The third step of your Self-Motivation Action Plan is the most challenging. Go through each obstacle and handle it. <br />If the obstacle is lack of time, ask yourself "How can I create time for this? What do I need to stop doing, start doing or delegate in order to create time?“<br />If the obstacle is lack of confidence, ask yourself "What am I afraid of? What is the worst thing that could happen?" Often the worst-case scenario is not as bad as you feared.<br />
Conclusion<br />Motivation is the key to success in each of our lives.<br />Employees can give their best if they are motivated.<br />Employee’s satisfaction can lead the company to the success.<br />