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  1. 1. Management Issue : Employee Motivation and Engagement By: Marlene Salama Professor Hafford Principles of Management Presentation
  2. 2. What Does That Mean?  Employee engagement is the common intuitive sense that people, and particularly leaders within organizations, have about work motivation.  Employee engagement is a desirable condition, has an organizational purpose, and suggests involvement, commitment, passion, enthusiasm, focused effort, and energy.
  3. 3. Did you know?  Unmotivated and disengaged employees can cost a company $350,000,000,000 per year. Wouldn’t it be nice to save that money!  Lack of employee motivation and disengagement is not noticed directly on employee but rather the company.
  4. 4. Getting Engaged  If the work is exciting it is much more likely to be motivated and engaged. If not, find a way to make it exciting! Its your job!  Money! More motivational then one would think.
  5. 5. The Four Drives of Motivation  The drive to acquire.  The drive to bond.  The drive to comprehend.  The drive to defend.
  6. 6. Lets Talk About Money…  In order for pay to be an important motivator, there has to be variability in pay options. 1. Pay is more important to extroverts than to introverts. 2. Receiving performance-based pay is more important to high academic achievers than to others. Receiving higher pay than their co-workers is more important to extroverts and individuals with a history of social achievements. 3. High-performing employees appear to be particularly sensitive to whether their higher performance is rewarded with above- average pay increases, while low performers prefer low- contingency pay systems. 4. Pay appears to be more important to men than to women. 5. People with high need for achievement and higher feelings of self-efficacy prefer pay systems that more closely link pay to performance.
  7. 7. Think About It…  Take complaints about pay seriously.  Do not fall very far below market pay levels.  Realize that most of the best employees want strong pay-performance relationships.  Evaluate current pay systems with respect to the strength of pay-performance relationships.  Examine whether executive pay is moving in the same direction, and at roughly proportionate rates, as employee increases. *Money is not the only motivator. It may not even be a primary motivator. However, it plays a very important role in motivating most employees.
  8. 8. Rise Above…  In a changing economy having engaged employees may be key to a successful organization. Especially because lack of engagement and motivation shows a difference in the amount of money wasted.
  9. 9. Now What?  “You can’t motivate people any more than you can empower them. Employees have to motivate themselves. However, you can set up an environment where they best motivate and empower themselves.” - Carter McNamara
  10. 10. Conquer The Problem!  Put square pegs in square holes.  Get off on the right foot.  Empower employees and give them 'stretch assignments'.  Help people create a personalized learning experience.  Properly manage and appreciate the performance of your team.  Oil the wheels of the team and maintain a positive environment.
  11. 11.  Motivated, engaged, and happy employees.  Saving money by getting more accomplished during the workday.  Overall success for the organization. Success!
  12. 12. Thanks for watching!