Driving Employee                    Motivation<br />
Learning Objective<br />This training session will enable you to understand some of the primary motivational theories and ...
Why do some people climb mountains? <br />
While others run?<br />
And others just sit?<br />
And why do  millions of people go to work each day?<br />
Motivation<br />is the force that drives our actions<br />
And with the right motivation<br />     What can’t we do?<br />
Technically Motivation is…<br />An internal state or condition that activates behaviour and gives it direction<br />Desire...
Motivation decoded<br />One of the better definitions of motivation is:<br />The processes that account for an individual’...
The Question is <br />So What?<br />
The Question is <br />Who Cares?<br />
The Question is <br />How Does This Matter?<br />
It all really boils down to Why is this important?<br />
Because it…<br />
IncreasesEffort<br />Because it…<br />
IncreasesEffort<br />AidsRetention<br />Because it…<br />
IncreasesEffort<br />AidsRetention<br />Because it…<br />EnhancesPersistence<br />
IncreasesEffort<br />AidsRetention<br />Because it…<br />EnhancesPersistence<br />DrivesCreativity<br />
IncreasesEffort<br />AidsRetention<br />ImprovesFocus<br />Because it…<br />EnhancesPersistence<br />DrivesCreativity<br />
Traditional Models of Motivation<br />Maslow’s Hierarchy of Needs<br />Two Factor Theory<br />McClelland’s Theory of Needs...
Easy to do<br />Goal Setting<br />
Ability and Objective Performance Evaluation<br />
Feedback<br />Guidance<br />Acknowledge<br />
And we’ve just touched the tip of the… <br />
Motivation
Motivation
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Motivation

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  • Intensity – How hard the person tries. High intensity is unlikely to lead to favourable job-performance unless the effort is channelled in a direction that benefits the organisation. Therefore, we have to consider the quality of effort as well as its intensity.Persistence- how long a person can maintain effort. Motivated individuals stay with a task long enough to achieve thieir goal.
  • Motivation

    1. 1. Driving Employee Motivation<br />
    2. 2. Learning Objective<br />This training session will enable you to understand some of the primary motivational theories and how they should be applied for improving performance.<br />
    3. 3. Why do some people climb mountains? <br />
    4. 4. While others run?<br />
    5. 5. And others just sit?<br />
    6. 6. And why do millions of people go to work each day?<br />
    7. 7. Motivation<br />is the force that drives our actions<br />
    8. 8. And with the right motivation<br /> What can’t we do?<br />
    9. 9. Technically Motivation is…<br />An internal state or condition that activates behaviour and gives it direction<br />Desire or want that energizes and directs goal oriented behaviour<br />Influence of needs and desires on the intensity of behaviour<br />
    10. 10. Motivation decoded<br />One of the better definitions of motivation is:<br />The processes that account for an individual’s intensity, direction and persistence of effort toward attaining a goal<br />
    11. 11. The Question is <br />So What?<br />
    12. 12. The Question is <br />Who Cares?<br />
    13. 13. The Question is <br />How Does This Matter?<br />
    14. 14. It all really boils down to Why is this important?<br />
    15. 15. Because it…<br />
    16. 16. IncreasesEffort<br />Because it…<br />
    17. 17. IncreasesEffort<br />AidsRetention<br />Because it…<br />
    18. 18. IncreasesEffort<br />AidsRetention<br />Because it…<br />EnhancesPersistence<br />
    19. 19. IncreasesEffort<br />AidsRetention<br />Because it…<br />EnhancesPersistence<br />DrivesCreativity<br />
    20. 20. IncreasesEffort<br />AidsRetention<br />ImprovesFocus<br />Because it…<br />EnhancesPersistence<br />DrivesCreativity<br />
    21. 21. Traditional Models of Motivation<br />Maslow’s Hierarchy of Needs<br />Two Factor Theory<br />McClelland’s Theory of Needs<br />
    22. 22. Easy to do<br />Goal Setting<br />
    23. 23. Ability and Objective Performance Evaluation<br />
    24. 24. Feedback<br />Guidance<br />Acknowledge<br />
    25. 25. And we’ve just touched the tip of the… <br />

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