This document discusses various aspects of motivation in the workplace, including:
1) Motivation is important for managers to inspire employees to accomplish organizational objectives. Effective motivation involves understanding employee needs and providing financial and non-financial incentives.
2) Motivation is defined as stimulating people to action to achieve goals. It involves willingness to expend energy for a reward.
3) Motivation influences employees to perform duties and helps achieve organizational objectives. It is an ongoing process that satisfies psychological needs.
This document provides an overview of motivation. It defines motivation as a process that begins with a need and drives goal-directed behavior. Motivation can be intrinsic, coming from within an individual, or extrinsic, coming from outside rewards or punishments. Several theories of motivation are discussed, including Maslow's hierarchy of needs which posits that people are motivated to fulfill physiological, safety, social, esteem, and self-actualization needs in that order. Financial and non-financial motivational factors for employees are examined, including pay, benefits, recognition, and career growth opportunities. The importance and objectives of motivation in the workplace are also covered.
The document discusses motivation and leadership. It defines motivation as stimulating people to action to accomplish goals. Motivation can be intrinsic, such as a sense of achievement, or extrinsic, such as pay or promotion. Theories of motivation discussed include Maslow's hierarchy of needs, ERG theory, and McGregor's Theory X and Theory Y. Good leadership characteristics include empathy, honesty, and providing direction. Leadership is defined as motivating a group to achieve a common goal through inspiration and guidance.
it includes meaning, nature, importance, theories of motivation, Maslow theory, Herzberg theory, MC Gregor Theory, types, process, tools and sound motivation system
1. The document discusses motivation in the workplace, including definitions, importance, and theories.
2. It provides examples of how one company owner improved employee motivation by implementing training programs, monthly meetings, a suggestion box, and additional paid time off. Morale increased as a result.
3. Major motivation theories discussed include Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's three needs theory.
Motivation refers to factors that direct and energize behavior. There are two categories of motives: primary motives related to basic biological needs, and secondary motives related to psychological needs. Motivation comes from both intrinsic factors within an individual and extrinsic factors outside the individual like rewards and incentives. Herzberg's two-factor theory identifies motivators like achievement, recognition, and responsibility that improve job satisfaction, and hygiene factors like salary, status, and job security whose absence can cause dissatisfaction. The ideal situation has high levels of both motivators and hygiene factors.
MHRM: Principles of Management- unit-iii.pptxSatyaM733268
The document discusses principles and practices of management, specifically focusing on the directing function. It defines directing as influencing, guiding, supervising, and motivating subordinates to achieve organizational goals. The key elements of directing are motivation, leadership, supervision, and communication. Motivation theories discussed include Maslow's hierarchy of needs and Herzberg's two-factor theory. Leadership is defined as influencing others to willingly work towards objectives. Leadership styles covered are democratic and autocratic.
This document provides an overview of motivation. It defines motivation as a process that begins with a need and drives goal-directed behavior. Motivation can be intrinsic, coming from within an individual, or extrinsic, coming from outside rewards or punishments. Several theories of motivation are discussed, including Maslow's hierarchy of needs which posits that people are motivated to fulfill physiological, safety, social, esteem, and self-actualization needs in that order. Financial and non-financial motivational factors for employees are examined, including pay, benefits, recognition, and career growth opportunities. The importance and objectives of motivation in the workplace are also covered.
The document discusses motivation and leadership. It defines motivation as stimulating people to action to accomplish goals. Motivation can be intrinsic, such as a sense of achievement, or extrinsic, such as pay or promotion. Theories of motivation discussed include Maslow's hierarchy of needs, ERG theory, and McGregor's Theory X and Theory Y. Good leadership characteristics include empathy, honesty, and providing direction. Leadership is defined as motivating a group to achieve a common goal through inspiration and guidance.
it includes meaning, nature, importance, theories of motivation, Maslow theory, Herzberg theory, MC Gregor Theory, types, process, tools and sound motivation system
1. The document discusses motivation in the workplace, including definitions, importance, and theories.
2. It provides examples of how one company owner improved employee motivation by implementing training programs, monthly meetings, a suggestion box, and additional paid time off. Morale increased as a result.
3. Major motivation theories discussed include Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's three needs theory.
Motivation refers to factors that direct and energize behavior. There are two categories of motives: primary motives related to basic biological needs, and secondary motives related to psychological needs. Motivation comes from both intrinsic factors within an individual and extrinsic factors outside the individual like rewards and incentives. Herzberg's two-factor theory identifies motivators like achievement, recognition, and responsibility that improve job satisfaction, and hygiene factors like salary, status, and job security whose absence can cause dissatisfaction. The ideal situation has high levels of both motivators and hygiene factors.
MHRM: Principles of Management- unit-iii.pptxSatyaM733268
The document discusses principles and practices of management, specifically focusing on the directing function. It defines directing as influencing, guiding, supervising, and motivating subordinates to achieve organizational goals. The key elements of directing are motivation, leadership, supervision, and communication. Motivation theories discussed include Maslow's hierarchy of needs and Herzberg's two-factor theory. Leadership is defined as influencing others to willingly work towards objectives. Leadership styles covered are democratic and autocratic.
This document discusses motivation in the workplace. It defines motivation as stimulating employees to perform work as desired by management. It lists different types of motivation like recognition, satisfaction, and loyalty. It also discusses that motivation is fluctuating and depends on needs, incentives and time. Motivation can be financial, like salaries, or non-financial like training. The importance of motivation is that it helps accomplish goals, provides enthusiasm for employees, develops morale and discipline, and increases work efficiency and productivity.
This document discusses organizational culture and related concepts. It defines organizational culture as the beliefs and attitudes shared within an organization that influence employee behavior. Organizational culture is passed down from founders and varies between organizations, such as differences between American and Japanese cultures. The document also covers socialization, motivation, conflict management, and empowerment in organizations.
The document discusses two theories of motivation:
1. Expectancy theory proposes that employees will perform based on their self-belief that effort will lead to good performance and desired rewards. It involves three key components - expectancy, instrumentality, and valence.
2. Two-factor theory suggests that certain factors cause job satisfaction while other factors cause dissatisfaction. It distinguishes between motivators like achievement and recognition, and hygiene factors like salary and working conditions. Addressing hygiene factors can prevent dissatisfaction but alone does not motivate.
The document discusses motivation and entrepreneurship development. It covers various motivation theories including Maslow's hierarchy of needs theory and Herzberg's two-factor theory. It describes characteristics of motivation including it being an internal feeling that varies between people and over time. Key factors that motivate entrepreneurs are discussed, including personality, family environment, and economic deprivation. Guidelines for effective employee motivation are provided. Finally, entrepreneurship development training programs are outlined.
This document discusses the importance of employee motivation. It defines motivation as the drive that impels individuals to work and notes that motivated employees want to work and perform effectively. The document outlines several benefits of motivation including: putting human resources to action by building willingness to work; improving employee efficiency and productivity; leading to achievement of organizational goals; building friendly relationships between employees and management; and leading to stability in the workforce. Overall, the key point is that employee motivation is important for organizations to maximize performance and achieve their goals.
Motivation is an important factor that encourages employees to perform well and help achieve organizational goals. There are two types of motivation - positive motivation uses rewards to encourage goal-directed behavior, while negative motivation relies on punishments to reduce performance. Motivation is a continuous psychological process that involves need recognition, goal-setting, evaluation, and reassessment of needs based on rewards or punishments. An individual's self-concept and ability to achieve goals are important factors in the motivation process.
Motivation is a complex psychological process that influences human behavior. This document discusses several theories of motivation including Equity Theory and Theory Z. Equity Theory proposes that employees are motivated by a desire to be treated fairly in relation to others based on their inputs and outcomes. Theory Z focuses on trust, subtlety, and intimacy between employees and management to improve productivity. The document also covers types and tools of motivation such as rewards, job design, empowerment, and participative management. It emphasizes the importance of motivation for achieving organizational goals and improving performance.
This document discusses motivation in the workplace. It defines motivation as the process of influencing others to work through rewards, according to Edwin Flippo. The document outlines several characteristics of motivation, including that it is a continuous, psychological, dynamic, and goal-oriented process influenced by social and cultural factors. Motivation can be positive through incentives or negative through penalties. Motivation improves employee performance, quality, and retention while reducing absenteeism. Theories discussed include Maslow's hierarchy of needs and Herzberg's two-factor theory.
This document discusses motivation and its importance for both individuals and businesses. Motivation is defined as the drive that pushes one to work hard and achieve goals even when facing difficulties. For individuals, motivation helps achieve personal goals and increases job satisfaction. For businesses, a motivated workforce improves teamwork, productivity, and ability to adapt to changes. The document then examines various theories of motivation, including Maslow's hierarchy of needs and Herzberg's two-factor theory, and discusses how rewards, leadership, empowerment, and trust can boost employee motivation.
Motivation is defined as the process that initiates, guides, and maintains goal-oriented behaviors. It is energized by needs or desires and directs behavior towards a goal. Motivation refers to the willful desire to direct one's behavior toward a goal. It is a complex psychological process generated within an individual to satisfy needs and feel the need to do better. Motivation theories include Maslow's hierarchy of needs, Hertzberg's two-factor theory, and expectancy theory, which propose that people are motivated to behave in ways that expect to meet needs and lead to desired outcomes and rewards. Managers can create a motivating work climate by recognizing individual needs and values and encouraging self-growth, support, and recognition of good
This is my presentation about, How we as an Manager should motivate our employee.Please have a look of it because it is different the way we think about it.
Entrepreneurial Motivation Theories, Establishment of entrepreneurial systems: search, processing and selection of idea, Input requirements, kakinada experiment
Entrepreneurship development in India Measures taken for edp in India, sources of capital for Entrepreneur, entrepreneurship development programmes
Motivation consists of direction, intensity, and endurance of voluntary behavior. It is impacted by goals, effort, and persistence. Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic needs like physiological and safety before pursuing higher level needs like social, esteem, and self-actualization needs. Motivated employees are more productive and help organizations attract, retain, and develop high performing employees.
This document discusses factors that affect employee morale in an organization. It defines morale as the level of voluntary cooperation and desire to attain common goals among individuals or work groups. Key factors that can lower or improve morale are identified as job factors, personal factors, organizational efficiency, goals and objectives of the organization, unfair promotions and selections, lack of recognition, and rewards/incentives. Autonomy, flexibility, financial incentives, recognition, and an understanding attitude from management are discussed as important motivational factors. A survey identified appreciation/recognition, communication, management attitude, job security, good wages, interesting work, career opportunities, loyalty, and working conditions as top motivators for employees.
Employee Motivaton is the key factor to help up the
capacity of an association. In the globalization stage, each
organization needs to continue itself in a furiously focused
market. Representatives are the fundamental elements to show
the business objectives into the real world. Subsequently, in
the present world each association attempts to deal with its
human asset office to keep its representatives inspired. In that
specific circumstance, some of the administration speculations
have been rehearsing by them. Business work or their
presentation in the market can be assessed by surveying the
degree of inspiration of representatives. Inspiration can
assume a lead job to get the expert achievement in each
budgetary year in a less exertion way.
While trying to find what inspires representatives,
representative inspiration inquire about papers report that
what spurs laborers today is fundamentally connected to the
qualities and objectives of the person. Starting in the 1970's, it
appears that there was a sensational move in the qualities and
needs of the ordinary laborer. As individuals turned out to be
progressively taught and the economy saw a sharp decay of
the Protestant hard working attitudes, what representatives
needed from their managers changed also.
The document discusses different types of incentives that can be used to motivate employees. It describes monetary incentives like wages and bonuses that satisfy financial needs, as well as non-monetary incentives like job security, recognition, and promotion opportunities that satisfy psychological needs. The document argues that a combination of both monetary and non-monetary incentives is most effective at stimulating better performance and commitment from employees.
This document discusses motivation in the workplace. It defines motivation as stimulating employees to perform work as desired by management. It lists different types of motivation like recognition, satisfaction, and loyalty. It also discusses that motivation is fluctuating and depends on needs, incentives and time. Motivation can be financial, like salaries, or non-financial like training. The importance of motivation is that it helps accomplish goals, provides enthusiasm for employees, develops morale and discipline, and increases work efficiency and productivity.
This document discusses organizational culture and related concepts. It defines organizational culture as the beliefs and attitudes shared within an organization that influence employee behavior. Organizational culture is passed down from founders and varies between organizations, such as differences between American and Japanese cultures. The document also covers socialization, motivation, conflict management, and empowerment in organizations.
The document discusses two theories of motivation:
1. Expectancy theory proposes that employees will perform based on their self-belief that effort will lead to good performance and desired rewards. It involves three key components - expectancy, instrumentality, and valence.
2. Two-factor theory suggests that certain factors cause job satisfaction while other factors cause dissatisfaction. It distinguishes between motivators like achievement and recognition, and hygiene factors like salary and working conditions. Addressing hygiene factors can prevent dissatisfaction but alone does not motivate.
The document discusses motivation and entrepreneurship development. It covers various motivation theories including Maslow's hierarchy of needs theory and Herzberg's two-factor theory. It describes characteristics of motivation including it being an internal feeling that varies between people and over time. Key factors that motivate entrepreneurs are discussed, including personality, family environment, and economic deprivation. Guidelines for effective employee motivation are provided. Finally, entrepreneurship development training programs are outlined.
This document discusses the importance of employee motivation. It defines motivation as the drive that impels individuals to work and notes that motivated employees want to work and perform effectively. The document outlines several benefits of motivation including: putting human resources to action by building willingness to work; improving employee efficiency and productivity; leading to achievement of organizational goals; building friendly relationships between employees and management; and leading to stability in the workforce. Overall, the key point is that employee motivation is important for organizations to maximize performance and achieve their goals.
Motivation is an important factor that encourages employees to perform well and help achieve organizational goals. There are two types of motivation - positive motivation uses rewards to encourage goal-directed behavior, while negative motivation relies on punishments to reduce performance. Motivation is a continuous psychological process that involves need recognition, goal-setting, evaluation, and reassessment of needs based on rewards or punishments. An individual's self-concept and ability to achieve goals are important factors in the motivation process.
Motivation is a complex psychological process that influences human behavior. This document discusses several theories of motivation including Equity Theory and Theory Z. Equity Theory proposes that employees are motivated by a desire to be treated fairly in relation to others based on their inputs and outcomes. Theory Z focuses on trust, subtlety, and intimacy between employees and management to improve productivity. The document also covers types and tools of motivation such as rewards, job design, empowerment, and participative management. It emphasizes the importance of motivation for achieving organizational goals and improving performance.
This document discusses motivation in the workplace. It defines motivation as the process of influencing others to work through rewards, according to Edwin Flippo. The document outlines several characteristics of motivation, including that it is a continuous, psychological, dynamic, and goal-oriented process influenced by social and cultural factors. Motivation can be positive through incentives or negative through penalties. Motivation improves employee performance, quality, and retention while reducing absenteeism. Theories discussed include Maslow's hierarchy of needs and Herzberg's two-factor theory.
This document discusses motivation and its importance for both individuals and businesses. Motivation is defined as the drive that pushes one to work hard and achieve goals even when facing difficulties. For individuals, motivation helps achieve personal goals and increases job satisfaction. For businesses, a motivated workforce improves teamwork, productivity, and ability to adapt to changes. The document then examines various theories of motivation, including Maslow's hierarchy of needs and Herzberg's two-factor theory, and discusses how rewards, leadership, empowerment, and trust can boost employee motivation.
Motivation is defined as the process that initiates, guides, and maintains goal-oriented behaviors. It is energized by needs or desires and directs behavior towards a goal. Motivation refers to the willful desire to direct one's behavior toward a goal. It is a complex psychological process generated within an individual to satisfy needs and feel the need to do better. Motivation theories include Maslow's hierarchy of needs, Hertzberg's two-factor theory, and expectancy theory, which propose that people are motivated to behave in ways that expect to meet needs and lead to desired outcomes and rewards. Managers can create a motivating work climate by recognizing individual needs and values and encouraging self-growth, support, and recognition of good
This is my presentation about, How we as an Manager should motivate our employee.Please have a look of it because it is different the way we think about it.
Entrepreneurial Motivation Theories, Establishment of entrepreneurial systems: search, processing and selection of idea, Input requirements, kakinada experiment
Entrepreneurship development in India Measures taken for edp in India, sources of capital for Entrepreneur, entrepreneurship development programmes
Motivation consists of direction, intensity, and endurance of voluntary behavior. It is impacted by goals, effort, and persistence. Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic needs like physiological and safety before pursuing higher level needs like social, esteem, and self-actualization needs. Motivated employees are more productive and help organizations attract, retain, and develop high performing employees.
This document discusses factors that affect employee morale in an organization. It defines morale as the level of voluntary cooperation and desire to attain common goals among individuals or work groups. Key factors that can lower or improve morale are identified as job factors, personal factors, organizational efficiency, goals and objectives of the organization, unfair promotions and selections, lack of recognition, and rewards/incentives. Autonomy, flexibility, financial incentives, recognition, and an understanding attitude from management are discussed as important motivational factors. A survey identified appreciation/recognition, communication, management attitude, job security, good wages, interesting work, career opportunities, loyalty, and working conditions as top motivators for employees.
Employee Motivaton is the key factor to help up the
capacity of an association. In the globalization stage, each
organization needs to continue itself in a furiously focused
market. Representatives are the fundamental elements to show
the business objectives into the real world. Subsequently, in
the present world each association attempts to deal with its
human asset office to keep its representatives inspired. In that
specific circumstance, some of the administration speculations
have been rehearsing by them. Business work or their
presentation in the market can be assessed by surveying the
degree of inspiration of representatives. Inspiration can
assume a lead job to get the expert achievement in each
budgetary year in a less exertion way.
While trying to find what inspires representatives,
representative inspiration inquire about papers report that
what spurs laborers today is fundamentally connected to the
qualities and objectives of the person. Starting in the 1970's, it
appears that there was a sensational move in the qualities and
needs of the ordinary laborer. As individuals turned out to be
progressively taught and the economy saw a sharp decay of
the Protestant hard working attitudes, what representatives
needed from their managers changed also.
The document discusses different types of incentives that can be used to motivate employees. It describes monetary incentives like wages and bonuses that satisfy financial needs, as well as non-monetary incentives like job security, recognition, and promotion opportunities that satisfy psychological needs. The document argues that a combination of both monetary and non-monetary incentives is most effective at stimulating better performance and commitment from employees.
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2. INTRODUCTION
Motivation is an important function of every manager. It
deals with actuating the people to work for the
accomplishment of objectives of the organization. Issuance
of well conceived instructions and orders does not mean
that they will be followed. A manager has to make
appropriate use of motivation to enthuse the employees to
follow them. Effective motivation succeeds in having an
order accepted and also in gaining a determination to see
that it is executed efficiently and effectively. In order to
motivate the employees, the management has to understand
their needs and satisfy them by providing financial and non-
financial incentives.
3. DEFINITON OF MOTIVATION
A few definitions by some of the prominent writers on the
subject are given below:
(1) “Motivation means a process of stimulating people to
action to accomplish desired goals”.
W.G. Scott
(2) “Motivation can be defined as a willingness to expend
energy to achieve a goal or a reward”.
Dale S. Beach
(3) “Motivation is the process of attempting to influence
others to do their work through the possibility of getting a
reward”.
Edwin, B. Flippo
Thus motivation is a process which inspires the human
efforts of an organization to perform their duties in the best
possible manner so that the pre-determined objectives of the
enterprise may be achieved.
4. NATURE OF MOTIVATION
The characteristics of motivation may be described as
under:
1. Incentive
Motivation is the incentive of employees. It is a
personal and natural feeling of the mind of the employees.
In fact an individual is inspired to make his efforts to
satisfy the needs of his life.
2. Unending Process
Motivation is an unending process. Satisfaction of one
need leads to the feeling of another one and this process
never ends.
3. Psychological Concept
Motivation is a psychological concept. It develops the
mental power of an individual and motivate him to do more
and better.
5. 4. Power to Act
Motivation is a power to act. It inspires an individual to
work. Feeling of a needy creates tension and a person wants
to work to satisfy his need.
5. Increase in Efficiency
Motivation increases the quantity and the quality of
production.
6. Increase in Morale
Morale is a group feeling. Motivation motivates the
employees to work with the cooperation of others. Thus the
motivation is helpful in increasing the morale of the
employees.
6. OBJECTIVES OF MOTIVATION
The objectives of motivation may be described as under:
1. To motivate the employees to do more work.
2. To satisfy the economic, social and psychological needs
of the employees.
3. To develop human relations in the enterprise.
4. To increase the morale of employees.
5. To increase the efficiency of employees.
6. To get the cooperation of the employee.
7. To establish sweet relations between labour and capital.
8. To get the maximum exploitation of human resources.
9. To achieve the objects of enterprise.
HUMAN NEEDS
Needs are staring point in motivation. If the needs of the
workers are identified and satisfied, they will feel happy and show
higher productivity. However, the needs of people are large in
number and some of the needs are more complex than others. So
it is not easy to satisfy all the needs of the workers at the same
time.
7. Types of Needs (Maslow’s Need Hierachy Theory)
Abraham Maslow, an eminent US psychologist, offered a
general theory of motivation, called “Need hierarchy theory”.
These are briefly discussed below:
1. Physical Needs
These needs relate to the survival and maintenance of
human life. They include such things as food, clothing,
shelter, air water and other necessaries of life.
2. Safety Needs
These needs are also important for the most of the
people. Every body wants job security, protection against
danger, safety of property etc.
3. Social Needs
Man is a social being. He is therefore, interested in
conversation, sociability, exchange of feelings,
companionship, recognition etc.
8. 4. Esteem and Status Needs
These needs embrace such things of self confidence,
independence, achievement, competence, knowledge,
initiative and success. These needs are concerned with
prestige and respect of the individual.
5. Self-Fulfillment Needs
These are the needs of the highest order. They are
generally found in persons whose first four needs have
already been fulfilled. They are concerned with achieving
what a person consider to be his mission in life.
INCENTIVE
MEANING OF INCENTIVE
The term incentive may be defined as follows:
a) An incentive is something which stimulates a person
towards some goal.
b) An incentive is something which induces an individual to
response in a desired manner.
9. Need of Incentives
Man is a wanting animal. He continues to want something or
other. He is never fully satisfied. If one need is satisfied, the
other need arises. In order to motivate the employees, the
management should try to satisfy their needs. For this purpose,
various kinds of incentives may be provided to employees.
METHODS OF MOTIVATION
These are discussed below:
1) Positive and Negative Incentives
Positive incentives
Positive incentives are the incentives which motivate the
employees to do their best and to produces more and better
quality by providing them more wages and salaries and bonus
etc.
Negative incentives
Negative incentives are the incentives which compel the
employees of the enterprise to do more work, because of the
fear of punishment or penalty. These incentives include
termination from services, suspension punishment, penalty etc.
10. 2) Individual and Collective Incentives
Individual incentives
Individual incentives mean the incentives which are offered
to any individual. These incentives are offered to those
employees who contribute their special efforts and who cause
extra benefit by their efforts to the enterprise. These incentives
may be monetary as well as non-monetary.
Collective incentives
Collective incentives are the incentives which are offered
collectively to a group of workers. The aim of these incentives
is to motivate the whole group. These incentives may be
monetary incentives and non-monetary incentives.
3) Monetary or Financial Incentives:
Monetary incentives are associated with the monetary
financial benefits to the employees. These benefits can be
expressed in terms of money. Financial incentives are
commonly used in modern organizations to motivate the
employees to increase their productivity. These include wages
and salaries, bonus, insurance, medical allowances, housing,
facilities and retirement benefits. They are paid in terms of
money.
11. Role of Monetary Incentives
Money is a real motivating factor when the psychological
(food, clothing and shelter) needs of the workers have not
been satisfied. Money helps in satisfying the social needs of
the workers to some extent because money is often
recognized as a basis of status, respect and power.
People in higher positions are not motivated by monetary
incentives. They may be motivated by money only if the
increase is large enough to increase their standard of living
and status in the society. But in case of employees at the
operative levels, money certainly plays a significant role in
motivating them because their basic needs have not been
fulfilled.
12. 1- Non-monetary Incentives
Financial incentives do not work for ever to motivate the
people at work. The employees do not always run after
money as it cannot satisfy all their needs. They want status
and recognition in the society. They want to satisfy their
egoistic needs and achieve something in their lives. Non-
monetary incentives cannot be expressed in terms of money.
They include the following incentives:
a. Competition
Competition is a kind of non-financial incentives. If there
is a healthy competition among the individual employees, it
will lead them to achieve their personal goals in a better way.
b. Job Security
Generally, workers prefer security of job. They may not
prefer job with higher wages or salaries which do not carry
security. Job security is an important non-financial incentive
for most of the workers.
13. c. Praise
Praise satisfies one’s ago needs. Some times, praise is
more effective than any financial incentive.
d. Opportunity for Growth
If the employees are provided the opportunity for their
advancement and growth and to develop their personality, they
feel very much satisfied and become more committed to the
organization goals.
e. Group Recognition
Group incentives are more powerful to motivate the
employees than the individual incentives. When the reputation
of the group is at a stake, group members work with a team
spirit. They have high morale and their productivity increased.
f. Suggestion System
Suggestion system satisfied many needs of the employees.
Many organizations which use suggestion system make use of
cash awards for useful suggestions. They sometimes publish
the worker’s name with his photograph in the company’s
magazine. This motivates the employees to be in search for
something which may be of great use to the organization.