849 Motivation Theories And Strategies

1,598 views

Published on

849 Project

5 Comments
1 Like
Statistics
Notes
  • Good job
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • nice job barbi! motivation is so important in the workplace, and everybody is motivated differently. I agree with your comment and findings - good communication helps build a team, and will help with the motivation!
    Abby S
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • Being a manager in the past, i found that raises or prizes were short term benefits while a compliment and thank you immediately was much more effective. i enjoyed your presentation, it was definitely on the mark IMO! Michael H
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • Debbie I did find that the more communication and involvement between employees the more motivated they were to help one another and work in a team environment. They had more of a sense of belonging and loyalty when a part of the communication flow of ideas.
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • Great job Barbi.

    Did you find that communication is a very significant motivating factor?
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
No Downloads
Views
Total views
1,598
On SlideShare
0
From Embeds
0
Number of Embeds
4
Actions
Shares
0
Downloads
116
Comments
5
Likes
1
Embeds 0
No embeds

No notes for slide

849 Motivation Theories And Strategies

  1. 1. Barbi Breimann HRD 849 April 28, 2009
  2. 2. <ul><li>Theories </li></ul><ul><ul><li>Goal-Setting Theory </li></ul></ul><ul><ul><li>Reinforcement Theory </li></ul></ul><ul><ul><li>Herzberg Theory of Factors </li></ul></ul><ul><ul><li>Expectancy Theory </li></ul></ul><ul><li>Putting it all together </li></ul><ul><li>Survey </li></ul><ul><li>How to remedy workplace issues </li></ul>
  3. 3. <ul><li>Edwin Locke </li></ul><ul><li>Motivation through goals </li></ul><ul><li>Goal setting </li></ul><ul><ul><li>S.—Specific </li></ul></ul><ul><ul><li>M.—Measurable </li></ul></ul><ul><ul><li>A.—Attainable </li></ul></ul><ul><ul><li>R.—Relevant </li></ul></ul><ul><ul><li>T.—Time Bound </li></ul></ul><ul><li>Mean more when partake in goal origination </li></ul>
  4. 4. <ul><li>B. F. Skinner </li></ul><ul><li>Reinforcers/positive consequences </li></ul><ul><ul><li>Give immediately </li></ul></ul><ul><ul><li>Give often </li></ul></ul><ul><li>Managers responsibility </li></ul><ul><ul><li>Get to know employees </li></ul></ul><ul><ul><li>Monetary and non-monetary equally effective </li></ul></ul><ul><li>Recognition of good work </li></ul>
  5. 5. <ul><li>Factors that motivate </li></ul><ul><ul><li>Achievement </li></ul></ul><ul><ul><li>Recognition </li></ul></ul><ul><ul><li>Nature of work </li></ul></ul><ul><ul><li>Responsibility </li></ul></ul><ul><li>Factors that prevent job dissatisfaction </li></ul><ul><ul><li>How business is run </li></ul></ul><ul><ul><li>Management </li></ul></ul><ul><ul><li>Work conditions </li></ul></ul><ul><ul><li>Pay </li></ul></ul>
  6. 6. <ul><li>Victor Vroom </li></ul><ul><li>Focuses on outcomes and not needs </li></ul><ul><li>Associate behavior with outcome </li></ul><ul><li>Something in it for me, then work harder </li></ul><ul><li>Performance-reward link </li></ul>
  7. 7. <ul><li>Different people, different source of motivation </li></ul><ul><li>Managers need to know employees </li></ul><ul><li>Praise is well received but must be sincere </li></ul><ul><li>Acknowledge good work immediately </li></ul><ul><li>Pay raise and promotion not the one thing that motivates </li></ul><ul><li>Employees want to be a part of goals and important things in company to be motivated </li></ul>
  8. 8. <ul><li>Survey of 7 within department </li></ul><ul><li>Asked questions about motivation </li></ul><ul><li>Main finding was lack of communication </li></ul><ul><li>Second was poor planning </li></ul><ul><li>Too much information found through grapevine which frustrates </li></ul><ul><li>No praise or recognition </li></ul><ul><li>Not a part of important decisions </li></ul><ul><li>Severe lack of motivation to go above and beyond </li></ul>
  9. 9. <ul><li>Weekly/monthly meetings </li></ul><ul><li>More communication from staff and manager </li></ul><ul><li>Staff being a part of decisions </li></ul><ul><li>More advance planning </li></ul><ul><li>Job descriptions </li></ul><ul><li>Team-oriented work place </li></ul><ul><li>Reassessment after one month to give time to implement the changes </li></ul>

×