1. PROJECT PRESENTATION
Organizational Behavior

2. Presentation on :
Fostering the work Motivation of Individualsand
teams

3. Group Members
 Sobia Anwar L4F12MCOM2192
 Anam Manzoor L4F12MCOM2031
 Samra Nazir L4F12MCOM2035
 Amna Abid L4F12MCOM2003

4. Areas of Interest
Problem statement
Introduction
Literature review
Methodology
Analysis
conclusion

5. Problem statement
• People are refusing to change
• Allow themselves to be distracted
• Not persist at a key task
• Treating always familiar task, making mistakes
but not investing mantle power because of
their overconfidence.

6. What is motivation?
• It is a tool which is positively effect to the
productivity of the person.
• Anything or any reward which emphasize to
boost your work effort.
• Intensity+direction+persistence=motivation.

7. Motivation according to theories
• Hierarchy of needs theory.
When 1 need satisfied, the second one becomes dominant.
• Theory X and Y.
Theory X assume employees dislike work, lack ambition etc.
Whereas theory Y assumes employees like work, seek responsibility, self-control etc.
• Two factor theory.
Extrinsic and intrinsic factors are involved in it.
• McClelland’s theory of Needs.
Need for achievement, affiliation and power.

8. Introduction
• In this article the researchers told us that how a manager of any
organization can increase motivational factor in individuals as well as
group.
• This article is based upon some motivational tools, people behaviors and
personality types.
• Stolovitch,clark and condy found that the motivation factor cannot be
increased in people without financial incentives.
• The purpose of this article is to characterized some of the most successful
researcher based motivational strategies.

9. Literature review
 Motivation stimulates our interest,
enthusiasm and feeling of working hard.
 Work motivation colors our positive and
negative emotional reaction to work and life.
 motivation prevents or push us to convert
intentions into actions and start doing
something new or innovative or restart
something what we have done before.

10. Cont’d
Motivational performance gap exist;
 When people avoid starting something new
 Resist doing something familiar
 Stop doing something important.
 Switch their intentions to less valued task

11. Cont’d
Motivation, according to our beliefs
There are a lot of motivational tools for people according to their
personality type but two personality types are discussed in this
article;
• Myers Brigs:
According to his there are 16 possible personality type . Each 1
has his own perception of motivation.
• Big-Five Model:
According to this model there are five main types of
personalities who perceived about motivation.

12. Cont’d
Factors who destroy the motivation
 Appearance of dishonesty, hypocrisy and unfairness
 Vague, impossible and constantly changing the goal
 Unnecessary rules, policy and work barriers
 Discourage constant competition with everyone
 Negative and prejudice feedback

13. Methodology
After reading this article we extract some points who told us the
methodology to increase the motivational factors in individuals and teams;
• Develop self confidence in work skills
• Positive emotional environment at work
• Effective personal values
Financial incentives
Some financial rewards also increase the capacity of working;
1. Quota scheme
2. Peice rate scheme
3. Tournament scheme
4. Flat rate scheme

14. Analysis
After the detail study of this article we can understand that if manager takes
following steps then he can motivate his employees effectively or efficiency
by;
• Job rotation
• Job enlargement
• Job enrichment
• Flexible timing
• Job sharing
• telecommunication

15. Conclusion
After the analysis of this article we are able to tell you that due to the
motivational tools or fostering the motivation in individuals and teams we’ll
get the following result in organization;
• High productivity
• Less turnover
• Reduce office space cost
• Reduce absenteeism
• Increase satisfaction