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What is Motivation? Motivation is the internaldriveto accomplish a particular goal.  In a work setting, motivation is what makes people wantto work.
Ten Morale-Building Factors	 Interesting Work Full appreciation of work done Involvement Good pay Job security Promotion and growth Good working conditions Loyalty to employees Help with personal problems Tactful discipline
Other Morale-Building Factors PERKS Autonomy Status Responsibility Flexible Scheduling Benefits Others?
Maslow’s Hierarchy of Needs Self- Actualization Esteem / Ego Social or Belongingness Safety and Security Physiological
Maslow’s Hierarchy of Needs Physiological
Factors in the Workplace Meeting Physiological Needs Physical Comfort Temperature Working Conditions Inside/Outside Lunch and Rest Breaks Bathroom Facilities Ergonomics
Maslow’s Hierarchy of Needs Safety and Security Physiological
Factors in the Workplace Meeting Safety and Security Needs Safety Job Security Seniority Benefits MONEY Retirement Plans
Maslow’s Hierarchy of Needs Social or Belongingness Safety and Security Physiological
Factors in the Workplace Meeting Social or Belongingness Needs Relationships with co-workers Relationships with Supervisors Teams Fun Social Events
Maslow’s Hierarchy of Needs Esteem / Ego Social or Belongingness Safety and Security Physiological
Factors in the Workplace Meeting Esteem/Ego Needs Opportunities for Growth & Advancement Promotions Job Titles Recognition PERKS Training & Development Positive Feedback on Performance
Maslow’s Hierarchy of Needs Self- Actualization Esteem / Ego Social or Belongingness Safety and Security Physiological
Factors in the Workplace Meeting Self-Actualization Needs Meaningful Work Sense of Satisfaction Accomplishment Self-Improvement Improving Others and/or Society “Be all that you can be.”
Hersberg’s Model of Motivation Two-Factor Theory: Hygiene vs. Motivational Factors Compare to Maslow Achievement Growth Potential The Work Itself Motivational Factors Self-Actualization & Esteem Needs Recognition Advancement Responsibility Interpersonal  Relations Hygiene or Maintenance Factors Social Needs Safety Needs Physiological Job Security Company Policy Working Conditions Salary
Which factors outweigh others in maintaining productive attitudes on the Job? Quality of Work Life? Basics? Opportunities for Advancement Autonomy (self-management) Company Culture Spouse’s Job Opportunities Schools Local Community Salary Vacation Bonuses Retirement Plans Health Insurance Sick Leave
Other Motivational Theorists McClelland Vroom McClelland’s Acquired Needs Theory Need for achievement Need for affiliation Need for power Vroom’s Expectancy Theory Views motivation as a process of choices Behaviors stem from expecting certain results
Contemporary Motivational Strategies Motivation through job design Job rotation Job enlargement Job enrichment Motivation through incentives Training and education Motivation through empowerment Teambuilding
Positive Reinforcement & Recognition:Job-Related Confirming Behaviors Praise Positive Written Communication Orientation and Training Active Listening  Courtesy
Barriers to Positive Reinforcement	 Preoccupation with self Narcissism Misconceptions about positive reinforcement The “too busy” syndrome Not identifying commendable actions Not knowing what to say or do Lack of appropriate role models
Self-Motivation Strategies Take control of your expectations Fight the urge to underachieve Learn to love the job you hate Build immunity to cynicism Strive for balance

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Motivation Ppt

  • 1. What is Motivation? Motivation is the internaldriveto accomplish a particular goal. In a work setting, motivation is what makes people wantto work.
  • 2. Ten Morale-Building Factors Interesting Work Full appreciation of work done Involvement Good pay Job security Promotion and growth Good working conditions Loyalty to employees Help with personal problems Tactful discipline
  • 3. Other Morale-Building Factors PERKS Autonomy Status Responsibility Flexible Scheduling Benefits Others?
  • 4. Maslow’s Hierarchy of Needs Self- Actualization Esteem / Ego Social or Belongingness Safety and Security Physiological
  • 5. Maslow’s Hierarchy of Needs Physiological
  • 6. Factors in the Workplace Meeting Physiological Needs Physical Comfort Temperature Working Conditions Inside/Outside Lunch and Rest Breaks Bathroom Facilities Ergonomics
  • 7. Maslow’s Hierarchy of Needs Safety and Security Physiological
  • 8. Factors in the Workplace Meeting Safety and Security Needs Safety Job Security Seniority Benefits MONEY Retirement Plans
  • 9. Maslow’s Hierarchy of Needs Social or Belongingness Safety and Security Physiological
  • 10. Factors in the Workplace Meeting Social or Belongingness Needs Relationships with co-workers Relationships with Supervisors Teams Fun Social Events
  • 11. Maslow’s Hierarchy of Needs Esteem / Ego Social or Belongingness Safety and Security Physiological
  • 12. Factors in the Workplace Meeting Esteem/Ego Needs Opportunities for Growth & Advancement Promotions Job Titles Recognition PERKS Training & Development Positive Feedback on Performance
  • 13. Maslow’s Hierarchy of Needs Self- Actualization Esteem / Ego Social or Belongingness Safety and Security Physiological
  • 14. Factors in the Workplace Meeting Self-Actualization Needs Meaningful Work Sense of Satisfaction Accomplishment Self-Improvement Improving Others and/or Society “Be all that you can be.”
  • 15. Hersberg’s Model of Motivation Two-Factor Theory: Hygiene vs. Motivational Factors Compare to Maslow Achievement Growth Potential The Work Itself Motivational Factors Self-Actualization & Esteem Needs Recognition Advancement Responsibility Interpersonal Relations Hygiene or Maintenance Factors Social Needs Safety Needs Physiological Job Security Company Policy Working Conditions Salary
  • 16. Which factors outweigh others in maintaining productive attitudes on the Job? Quality of Work Life? Basics? Opportunities for Advancement Autonomy (self-management) Company Culture Spouse’s Job Opportunities Schools Local Community Salary Vacation Bonuses Retirement Plans Health Insurance Sick Leave
  • 17. Other Motivational Theorists McClelland Vroom McClelland’s Acquired Needs Theory Need for achievement Need for affiliation Need for power Vroom’s Expectancy Theory Views motivation as a process of choices Behaviors stem from expecting certain results
  • 18. Contemporary Motivational Strategies Motivation through job design Job rotation Job enlargement Job enrichment Motivation through incentives Training and education Motivation through empowerment Teambuilding
  • 19. Positive Reinforcement & Recognition:Job-Related Confirming Behaviors Praise Positive Written Communication Orientation and Training Active Listening Courtesy
  • 20. Barriers to Positive Reinforcement Preoccupation with self Narcissism Misconceptions about positive reinforcement The “too busy” syndrome Not identifying commendable actions Not knowing what to say or do Lack of appropriate role models
  • 21. Self-Motivation Strategies Take control of your expectations Fight the urge to underachieve Learn to love the job you hate Build immunity to cynicism Strive for balance