INDUSTRIAL MOTIVATION
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This document discusses motivation in the workplace. It defines motivation as the strength of a person's desire to achieve goals, and as what drives human behavior. Motivation can be intrinsic, coming from internal rewards, or extrinsic, coming from external rewards. Several motivation theories are discussed, including goal theory, Maslow's hierarchy of needs, and ERG theory. Properly motivating employees can improve productivity, quality, efficiency and employee retention. Some ways to motivate employees include communication, respect, feedback, benefits, empowerment and incentives. Unmotivated employees may lack interest and cooperation. Overall, motivation is essential for individuals and industries to improve performance.
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The document discusses several theories of motivation:
1. Frederick Taylor believed workers are motivated mainly by pay and breaking work into small repetitive tasks. However, this led to worker dissatisfaction.
2. Elton Mayo found workers are motivated by social factors like interaction and attention from managers.
3. Abraham Maslow's hierarchy of needs theory proposes workers must have lower level needs met like pay before pursuing higher needs like fulfillment.
4. Frederick Herzberg argued motivators like interesting work that provides responsibility are more effective than dissatisfiers like pay. Methods like job enrichment and empowerment can motivate.
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3. Abraham Maslow's hierarchy of needs theory proposes workers must have lower level needs met like pay before pursuing higher needs like fulfillment.
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Shaping employee oriented human resource policies through analyzing motivatio...
This document summarizes a research study on motivating employees through human resource policies. The study was conducted in academic institutions in India.
The researchers analyzed factors related to human resource practices and employees' motivational experiences. For human resource practices, they found two key factors: incentives influencing performance and motivating HR practices. For motivational experiences, reasonable increments, job security, and an ineffective performance system explained most of the variability.
The researchers rejected their hypothesis that employees are unaffected by incentives. Their analysis showed incentives do influence performance. Overall, the study aimed to identify variables for effective motivational techniques and determine how they shape employee-oriented HR policies.
Motivation
This presentation discusses principles of motivation in management. It introduces motivation concepts and several theories of motivation, including Maslow's hierarchy of needs, intrinsic and extrinsic motivation. It outlines different motivational strategies managers can use, such as rewarding desired behaviors, focusing on employee revitalization, and getting employees to take responsibility for their own motivation. The presentation concludes that motivating employees is challenging for managers and recommends applying motivation principles and rewarding employees to boost intrinsic motivation and performance. It was presented by eight students to their management lecturer.
Motivation, satisfaction and performance
This document discusses theories of motivation and leadership. It explains that motivation depends on factors like understanding followers' needs, creating goals, expectations of rewards, and perceptions of fairness. Effective leaders consider situational factors, individual differences, and organizational systems that can impact employee motivation, performance, and satisfaction. The document compares various motivational theories and their implications for leadership.
Motivating employe ppt
This document discusses various methods and theories of motivating employees. It begins by explaining that motivation refers to the energy and commitment with which employees perform tasks, and that motivated employees are more productive and higher quality work. It then discusses types of motivators like extrinsic and intrinsic motivation. Maslow's hierarchy of needs is explained, as well as Herzberg's motivator-hygiene theory that job content factors like achievement and responsibility are most motivating. Specific motivational techniques like job enrichment, job enlargement, job rotation, and open communication are outlined. Tips for motivating employees and warning signs of employee stress are also provided.
Similar to INDUSTRIAL MOTIVATION (20)
Maslow’s-Hierarchy of Needs Theory Alderfer's ERG Theory McClelland’s Theor...
Maslow’s-Hierarchy of Needs Theory Alderfer's ERG Theory McClelland’s Theor...
Shaping employee oriented human resource policies through analyzing motivatio...
Shaping employee oriented human resource policies through analyzing motivatio...
INDUSTRIAL MOTIVATION
- 1. A PRESENTATION BY: MUSONDA NAMUSALE
- 2. "Motivation is generally understood to denote the strength of a person's desire to attain a goal" (Schmidt, Palminteri, Lafargue, & Pessiglione, 2010). Motivation is everything that drives and sustains human behaviour. (Hays & Hill 2011) Motivation is dependent on the fulfilment of fundamental, innate psychological needs for competence, relatedness, and autonomy" (Thijs 2011).
- 3. Extrinsic: geared towards external rewards and reinforcements. Intrinsic: this type is geared towards internal rewards and reinforcements. Addiction: centred on something one is driven to do or really likes whether it is positive or not. Those addicted justify it as a need essential to their survival! Others include: subconscious and pull/push orientation
- 4. Various scholars have made study attempts to find out the behavioural mechanism basis of motivation. Thus coming up with motivation theories. Although employees have individual differences, some distinct characteristics cut across when treated as a group also known as organization behaviour.
- 5. Goal theory: this is a theory built on the assumption that people are driven to do certain things as a means to achieve a certain end/goal. proximity Degree of difficulty Specificity Hierarchy of needs: propounded by Maslow suggests that needs have to be met in order to achieve satisfaction.
- 6. ⃰ ERG Theory: Alderfer’s theory builds on Maslow’s by stating that the needs are primary motivator’s in one’s life; Existence/survival needs Relatedness Growth.
- 8. Improved productivity Higher quality of service or products Monetary savings Better employee retention rates Pleasant work environment Improved efficiency
- 10. Transparent and regular communication about factors important to employees Treating employees with respect Feedback and coaching from Management Provision of benefits and compensation Organizing company activities and giving out awards to deserving employees Providing employee perks
- 11. Employee empowerment Creativity and innovation Learning Monetary incentives Encourage good team work relations Encourage good health practices
- 12. Unmotivated employees exhibit the following characteristics: Lack of interest and in the Organization Actively participate in spreading rumours Lack of co-operation Initiation of strikes and demonstrations against Management.
- 14. Motivation is an essential and integral part of each and every individual human being be it in an industry or any other setting. It is crucial in an industry as it improves production and promotes the well being on employees among other things. Management of companies must put in place measures that ensure proper employee motivation.
- 15. End of presentation. Enjoy the rest of your evening!