This document discusses the importance of motivation and identifies four key factors that motivate employees: the reward system, leadership style, organizational climate, and the nature of the work. It explains that employees are motivated by incentives and rewards that allow them to acquire things. Leadership style and organizational climate also impact motivation by influencing how employees feel about the company and their bonds with coworkers. Matching job roles to employees' interests can make work more motivating.

1. THE
IMPORTANCE OF
MOTIVATION

2. What is Motivation?
Motivation is a process which begins with a physiological or
psychological need or deficiency which triggers behavior or a
drive that is aimed at a goal or an incentive.
Need or Deficiency
Goal or Incentive

3. Let’s watch some videos to understand
more about Motivation…
http://youtu.be/jthjywv_woQ
http://youtu.be/3goGMWHDIzA

4. Why is
Motivation
Important?

5. Motivation is important to…

6. Launch your ideas and strategies for your as
well as organization’s benefits…

7. Align the employees to create a good
work culture…

8. Increase company value and
profits…

9. Foster a sense of job
security and thus
promote employee
retention…

10. Lay the seeds of a
successful company…

11. And produce better
products and results.

12. FOR EMPLOYEES
OF MOTIVATION
There are
FACTORS4

13. The Reward
System
1

14.  Every organization is characterized by a
particular type of reward structure, often
differing from person to person and
department.
 If you want more of something in an
organization, simply increase greater
rewards for that behaviour.
 People respond to incentives.
bulb

15. Employees are motivated to “ACQUIRE” stuff…

17.  Leverage the drive to
“ACQUIRE”
 Utilize incentives to drive
performance and create a
culture of recognition and
reward.
 The “ACQUIRE” drive is
relative. Find out who your
employees compare themselves
to and make the rewards
comparable.

18. This leads to higher motivation and job satisfaction……

19. The
Leadership
Style
2

20.  This is a key factor in
determining how people feel
about the company and how
motivated they are.
 The appropriate leadership style
depends on the goals and
objectives of the organization,
the people within the company,
and the external environment.

21. The manager is required to
use different leadership
styles for different people
under different
circumstances.
Just changing the leader
changes the psychological
climate of the company and, in
turn, the whole performance
of people in the organization.

22. 3

23.  Is your company a “great place to
work”?
 The organizational climate is
deliberately created and
maintained by management.
 It largely consists of the way
people treat each other up and
down the line.

24. Employees have a drive to bond
These bonds instil loyalty and engender
positive emotions about the company
Managers should foster bonding and
create opportunities for social interaction.
This leads to employees identifying
themselves as a team… with more
motivation.

25. 4

26. Some work is inherently
motivational, requiring creativity
and imagination.
Some work may require high
levels of physical energy and
stamina.

27.  Work that involves
communicating, negotiating, and
interacting with other people in
order to gain their cooperation
to get the job done quickly and
well brings out the best
energies of the individual.
 It is exciting, challenging and
usually highly rewarding as well.

28.  An enormous amount of work must be standardized,
routinized, and made relatively unexciting in order to be done
efficiently and cost effectively.
 Good organizations are always trying to structure the work so
as to match the nature of the employee so as to make the
work as interesting and enjoyable as possible.

29. StandardizeStandardize
Match job
to employee
Happy Employees and Higher Motivation

30. FIRST
SECOND
Activity on Motivation
As participants volunteer words and phrases, record these, grouping
positive and negative entries separately but not labelling the columns.
THIRD
Ask the group what is the difference between both the lists. When they
distinguish the positive vs. negative quality o experiences in the lists, label the
lists and briefly point out how positive motivation produces seeking behaviour
and how negative motivation produces avoidance behaviour.
Ask the group participants to recall experiences in which they
were highly excited, motivated, or intensely involved in an endeavor. Then ask
for experiences in which they lacked motivation—were bored, apathetic, or
turned off. Moving to the board, ask the participants to volunteer adjectives
that describe their experiences in those states.

31. THANK YOU