Motivationppt
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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.
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Recommended
Bm Unit 2.5 Motivation
IB Business and Management (Standard Level)
All material taken from the IB Business and Management Textbook:
"Business and Management", Paul Hoang, IBID Press, Victoria, 2007
Motivation & Productivity in the Workplace
Motivation involves the biological, emotional, social, and cognitive forces that activate behavior.
A motive is what prompts the person to act in a certain way, or at least develop an inclination for specific behavior
Internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal
Motivation and its Practice
The motivation theories in this chapter differ in their predictive strength. Here, we (1) review the most established to determine their relevance in explaining turnover, productivity, and other outcomes and(2) assess the predictive power of each.
Need theories. Maslow’s hierarchy, McClelland’s needs, and the two- factor theory focus on needs. None has found widespread support, although McClelland’s is the strongest, particularly regarding the relationship between achievement and productivity. In general, need theories are not very valid explanations of motivation.
Goal-setting theory. Clear and difficult goals lead to higher levels of employee productivity, supporting goal-setting theory’s explanation of this dependent variable
Reinforcement theory. This theory has an impressive record for predicting quality and quantity of work, persistence of effort, absenteeism, tardiness, and accident rates
Equity theory/organizational justice. Equity theory deals with productivity, satisfaction, absence, and turnover variables. However, its strongest legacy is that it provided the spark for research on organizational justice, which has more support in the literature.
Expectancy theory. Expectancy theory offers a powerful explanation of performance variables such as employee productivity, absenteeism, and turnover.
Recognize individual differences. Managers should be sensitive to individual differences.
Allow employees to participate in decisions that affect them. Employees can contribute to setting work goals, choosing their own benefits packages, and solving productivity and quality problems.
Link rewards to performance. Rewards should be contingent on performance, and employees must perceive the link between the two.
Recommended
Bm Unit 2.5 Motivation
IB Business and Management (Standard Level)
All material taken from the IB Business and Management Textbook:
"Business and Management", Paul Hoang, IBID Press, Victoria, 2007
Motivation & Productivity in the Workplace
Motivation involves the biological, emotional, social, and cognitive forces that activate behavior.
A motive is what prompts the person to act in a certain way, or at least develop an inclination for specific behavior
Internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal
Motivation and its Practice
The motivation theories in this chapter differ in their predictive strength. Here, we (1) review the most established to determine their relevance in explaining turnover, productivity, and other outcomes and(2) assess the predictive power of each.
Need theories. Maslow’s hierarchy, McClelland’s needs, and the two- factor theory focus on needs. None has found widespread support, although McClelland’s is the strongest, particularly regarding the relationship between achievement and productivity. In general, need theories are not very valid explanations of motivation.
Goal-setting theory. Clear and difficult goals lead to higher levels of employee productivity, supporting goal-setting theory’s explanation of this dependent variable
Reinforcement theory. This theory has an impressive record for predicting quality and quantity of work, persistence of effort, absenteeism, tardiness, and accident rates
Equity theory/organizational justice. Equity theory deals with productivity, satisfaction, absence, and turnover variables. However, its strongest legacy is that it provided the spark for research on organizational justice, which has more support in the literature.
Expectancy theory. Expectancy theory offers a powerful explanation of performance variables such as employee productivity, absenteeism, and turnover.
Recognize individual differences. Managers should be sensitive to individual differences.
Allow employees to participate in decisions that affect them. Employees can contribute to setting work goals, choosing their own benefits packages, and solving productivity and quality problems.
Link rewards to performance. Rewards should be contingent on performance, and employees must perceive the link between the two.
A Study of Employee Motivation in Organization
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.
Motivation in Organization Behaviour
Importance of motivation in an organization.
The Google way of motivating employees.
Employees Assignment Help
The employees are the backbones of a company and thus it is essential that the company motivates them to work harder and succeed. Their success will indirectly be beneficial for the company. Therefore the HR of a company must be well acquainted with the pros and cones of motivation (Watt, 2010). Considering this case Mr. Simons had really worked hard and is also well qualified, however by some twist of faith he had been missed out on his promotion all the three times. Naturally this has left him in
Bm Unit 2.4 Leadership & Management
IB Business and Management (Standard Level)
All material taken from the IB Business and Management Textbook:
"Business and Management", Paul Hoang, IBID Press, Victoria, 2007
Motivating in a Down Economy
This article examines the motivational needs employees have with any economical downturn. Within the article are best practices used, by four industry leaders, to enhance
motivation at work.
A Study on Incentives, Rewards and Benefits in an Organization
Workforce today is more articulate about their needs. Employees desire the best of everything – competitive salaries, comfortable & inspirational lifestyles, job security, career enhancement options, work-life balance, and so on. Competition for talent is ever increasing and organizations need to have well-defined philosophies and strategies to help them develop innovative ways of tapping intrinsic motivation of employees by engaging their hearts and minds. While many organisations are struggling to make sufficient progress in this direction, there are organizations that have institutionalized robust practices and effective processes in different people practice areas that go a long way in positively impacting employee perception. In this regard, two types of reward are identified, and they are intrinsic reward and extrinsic reward. Extant research showed that reward can affect job satisfaction and thereby employee performance, so this study proposes a new framework based on mediating role of job satisfaction. India’s Best Companies for Rewards and Recognition was conceptualized to recognize companies who are leading the way in the area of Rewards and Recognition for us learns from. Human resources are the most important among all the resources an organization owns. To retain efficient and experienced workforce in an organization is very crucial in overall performance of an organization. Motivated employees can help make an organization competitively more value added and profitable. The present study is an attempt to find out the major factors that motivate employees and it tells what is the relationship among reward, recognition and motivation while working within an organization. The data were collected from employees of diverse type of organizations to gain wide representation of sectoral composition. The participation in survey was voluntary and confidentiality of responses was ensured. The statistical analysis showed that different dimensions of work motivation and satisfaction are significantly correlated and reward and recognition have great impact on motivation of the employees. Implications of the study for managers and policy makers in the context of human resource practices have been discussed. Limitations and guidelines for future research are also provided.
Sy bms ch 2 motivation and leadership
EAST V/S WEST
MOTIVATING INDIAN WORKERS
THE INDIAN SCENE-BASIC DIFFERENCE
WORK LIFE BALANCE
Impact of corporate social responsibility on employees' motivation of siddhar...
Due to the recent unethical scandals caused by the world’s leading companies, there are now growing attentions to Corporate Social Responsibility (CSR) issues. CSR and its motivations have been investigated both academically and practically for a long time, however it seems these studies are not sufficient for consistent and convincing results. Also little is known about Scandinavian based companies. In order to fill in the gap and make an academic contribution to this field of study, which aims to investigate impact of CSR on employees’ motivation, through a case study of Siddhartha Group, which is a Nepali business organization and one of the Nepal major players in the manufacturing industry. The authors chose the company in consideration of their high commitment in CSR activities and access to firsthand data. Also, this study delimited its research area for deep understandings, and conducted from the company perspective. Today each and every organization of the worlds wants to be market competitive, successful and wish to get regular progress. The present era is totally aggressive and organizations despite of size, technology and market focus are facing employee maintenance challenges. To overcome these fetters a strong and positive relationship and bonding should be created and maintained between employees and their organizations. Human resource or employees of any organization are the most vital part so they need to be inclined and influenced towards tasks fulfillment. Organizations must plan different strategies to compete with the competitors and for increasing the performance of the organizations in order to achieve success.
Chapter 10Motivating Others[These slides are .docx
*
Chapter 10
Motivating Others
[These slides are intended to be used in conjunction with Health Care Management by Donald J. Lombardi and John R. Schermerhorn, Jr. with Brian Kramer (the Text). Please refer to the Text for a more complete explanation of the materials covered herein and for all source material references.]
Copyright by John Wiley and Sons, 2006
Copyright by John Wiley and Sons, 2006
*The term motivation is used in management theory to describe forces within individuals that account for the level, direction, and persistence of effort they expend at work. Simply put, a highly motivated person works hard at a job; an unmotivated person does not. Needs are unfulfilled physiological or psychological desires of an individual. Good managers and leaders establish conditions in which people can satisfy important needs through their work. They also take action to eliminate things that can block the satisfaction of important needs. There are three main theories of motivation based on needs.
Motivation Based on Human Needs
*
Hierarchy of Needs Abraham Maslow’s theory of human needs views people as seeking the satisfaction of the five levels of needs.
Two principles are central to Maslow’s theory:deficit principleprogression principle
*
Two-Factor Theory
Frederick Herzberg’s two-factor theory offers another framework for understanding motivation in the workplace.
*
Acquired Needs Theory David McClelland offers another motivation theory based on individual needs.Need for achievement is the desire to do something better or more efficiently, to solve problems, or to master complex tasks.Need for power is the desire to control other people, to influence their behavior, or to be responsible for them.Need for affiliation is the desire to establish and maintain friendly and warm relations with other people.Managers are encouraged to recognize the strength of each need in themselves and in other people. Attempts can then be made to create work environments responsive to them.
*
Motivation Based on ProcessProcess theories are motivational theories that focus on how people actually make choices to work hard or not, based on their individual preferences, the available rewards, and possible work outcomes.
Equity Theory. The essence of this theory is that perceived inequity is a motivating state – that is, when people believe that they have been inequitably treated in comparison to others, they will try to eliminate the discomfort and restore a sense of equity to the situation. For example, people who feel underpaid and perceive negative inequity, for example, tend to reduce their work efforts to compensate for missing rewards. These workers are less motivated to work hard in the future.
*
Motivation Based on Process (con’t)Expectancy theory. Victor Vroom’s motivation theory based on an individual’s willingness to work hard at tasks important to the organization. Vroom suggests that the motivation to work depend.
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A Study of Employee Motivation in Organization
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.
Motivation in Organization Behaviour
Importance of motivation in an organization.
The Google way of motivating employees.
Employees Assignment Help
The employees are the backbones of a company and thus it is essential that the company motivates them to work harder and succeed. Their success will indirectly be beneficial for the company. Therefore the HR of a company must be well acquainted with the pros and cones of motivation (Watt, 2010). Considering this case Mr. Simons had really worked hard and is also well qualified, however by some twist of faith he had been missed out on his promotion all the three times. Naturally this has left him in
Bm Unit 2.4 Leadership & Management
IB Business and Management (Standard Level)
All material taken from the IB Business and Management Textbook:
"Business and Management", Paul Hoang, IBID Press, Victoria, 2007
Motivating in a Down Economy
This article examines the motivational needs employees have with any economical downturn. Within the article are best practices used, by four industry leaders, to enhance
motivation at work.
A Study on Incentives, Rewards and Benefits in an Organization
Workforce today is more articulate about their needs. Employees desire the best of everything – competitive salaries, comfortable & inspirational lifestyles, job security, career enhancement options, work-life balance, and so on. Competition for talent is ever increasing and organizations need to have well-defined philosophies and strategies to help them develop innovative ways of tapping intrinsic motivation of employees by engaging their hearts and minds. While many organisations are struggling to make sufficient progress in this direction, there are organizations that have institutionalized robust practices and effective processes in different people practice areas that go a long way in positively impacting employee perception. In this regard, two types of reward are identified, and they are intrinsic reward and extrinsic reward. Extant research showed that reward can affect job satisfaction and thereby employee performance, so this study proposes a new framework based on mediating role of job satisfaction. India’s Best Companies for Rewards and Recognition was conceptualized to recognize companies who are leading the way in the area of Rewards and Recognition for us learns from. Human resources are the most important among all the resources an organization owns. To retain efficient and experienced workforce in an organization is very crucial in overall performance of an organization. Motivated employees can help make an organization competitively more value added and profitable. The present study is an attempt to find out the major factors that motivate employees and it tells what is the relationship among reward, recognition and motivation while working within an organization. The data were collected from employees of diverse type of organizations to gain wide representation of sectoral composition. The participation in survey was voluntary and confidentiality of responses was ensured. The statistical analysis showed that different dimensions of work motivation and satisfaction are significantly correlated and reward and recognition have great impact on motivation of the employees. Implications of the study for managers and policy makers in the context of human resource practices have been discussed. Limitations and guidelines for future research are also provided.
Sy bms ch 2 motivation and leadership
EAST V/S WEST
MOTIVATING INDIAN WORKERS
THE INDIAN SCENE-BASIC DIFFERENCE
WORK LIFE BALANCE
Impact of corporate social responsibility on employees' motivation of siddhar...
Due to the recent unethical scandals caused by the world’s leading companies, there are now growing attentions to Corporate Social Responsibility (CSR) issues. CSR and its motivations have been investigated both academically and practically for a long time, however it seems these studies are not sufficient for consistent and convincing results. Also little is known about Scandinavian based companies. In order to fill in the gap and make an academic contribution to this field of study, which aims to investigate impact of CSR on employees’ motivation, through a case study of Siddhartha Group, which is a Nepali business organization and one of the Nepal major players in the manufacturing industry. The authors chose the company in consideration of their high commitment in CSR activities and access to firsthand data. Also, this study delimited its research area for deep understandings, and conducted from the company perspective. Today each and every organization of the worlds wants to be market competitive, successful and wish to get regular progress. The present era is totally aggressive and organizations despite of size, technology and market focus are facing employee maintenance challenges. To overcome these fetters a strong and positive relationship and bonding should be created and maintained between employees and their organizations. Human resource or employees of any organization are the most vital part so they need to be inclined and influenced towards tasks fulfillment. Organizations must plan different strategies to compete with the competitors and for increasing the performance of the organizations in order to achieve success.
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Chapter 10Motivating Others[These slides are .docx
*
Chapter 10
Motivating Others
[These slides are intended to be used in conjunction with Health Care Management by Donald J. Lombardi and John R. Schermerhorn, Jr. with Brian Kramer (the Text). Please refer to the Text for a more complete explanation of the materials covered herein and for all source material references.]
Copyright by John Wiley and Sons, 2006
Copyright by John Wiley and Sons, 2006
*The term motivation is used in management theory to describe forces within individuals that account for the level, direction, and persistence of effort they expend at work. Simply put, a highly motivated person works hard at a job; an unmotivated person does not. Needs are unfulfilled physiological or psychological desires of an individual. Good managers and leaders establish conditions in which people can satisfy important needs through their work. They also take action to eliminate things that can block the satisfaction of important needs. There are three main theories of motivation based on needs.
Motivation Based on Human Needs
*
Hierarchy of Needs Abraham Maslow’s theory of human needs views people as seeking the satisfaction of the five levels of needs.
Two principles are central to Maslow’s theory:deficit principleprogression principle
*
Two-Factor Theory
Frederick Herzberg’s two-factor theory offers another framework for understanding motivation in the workplace.
*
Acquired Needs Theory David McClelland offers another motivation theory based on individual needs.Need for achievement is the desire to do something better or more efficiently, to solve problems, or to master complex tasks.Need for power is the desire to control other people, to influence their behavior, or to be responsible for them.Need for affiliation is the desire to establish and maintain friendly and warm relations with other people.Managers are encouraged to recognize the strength of each need in themselves and in other people. Attempts can then be made to create work environments responsive to them.
*
Motivation Based on ProcessProcess theories are motivational theories that focus on how people actually make choices to work hard or not, based on their individual preferences, the available rewards, and possible work outcomes.
Equity Theory. The essence of this theory is that perceived inequity is a motivating state – that is, when people believe that they have been inequitably treated in comparison to others, they will try to eliminate the discomfort and restore a sense of equity to the situation. For example, people who feel underpaid and perceive negative inequity, for example, tend to reduce their work efforts to compensate for missing rewards. These workers are less motivated to work hard in the future.
*
Motivation Based on Process (con’t)Expectancy theory. Victor Vroom’s motivation theory based on an individual’s willingness to work hard at tasks important to the organization. Vroom suggests that the motivation to work depend.
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