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Internal Motivation
- 1. INTERNAL MOTIVATION By: Kimberli Trenholm,Cynthia Pate, Saundra McClanahan, Samantha Thomas, Sharon Jackson, and Lori Stewart
- 2. Hypothesis “Internal Motivation isthe key to boosting the morale of the office environment.”
- 3. The Facts A PUBLISHEDSURVEY RESULT FROM SPRING 2001 ISSUE OF GALLUP MANAGEMENT JOURNAL ESTIMATED THAT THE LOWER PRODUCTIVITY OF ACTIVELY DISCONNECTED WORKERS TRANSLATES INTO A $300 billion negative impact on business, an amount almost equal to the Nations defense budget. • DISSATISFIED WORKERS MISS 3.5 MORE DAYS PER PERSON PER YEAR AND 0.55 MORE DAYS PER PERSON PER YEAR DUE TO ILLNESS COMPARED TO ENGAGED EMPLOYEES. The 24.7 million • Dissatisfied employees miss 86.5 million more workdays than average workers and 13.6 million more because of illness. • WITH 74% OF THE NATIONS WORKERS FEELING DETACHED FROM THEIR WORK, BUSINESSES NEED TO TAKE AN ACTIVE ROLE IN CULTIVATING THEIR WROK ENVIROMENTS
- 4. More Things toConsider • A Gallup survey reveals that’s only 26% OF U.S. WORKERS 18 OR OLDER ARE EXTREMELEY • SATISFIED WITH THEIR WORK, 55% MODERATELY SATISFIED AND 19% ARE DISSATISFIED WITH • BY THEIR WORK. THAT 19% REPRESENTS 24.7 MILLION WORKERS WHO ARE NOT COMMITTEDTO THEIR JOBS, ARE WORKING BELOW THEIR POTENTIAL AND DON’T PLAN TO BE WITH THE COMPANY IN A YEAR.
- 5. The Manager’s Job: Asthe leader of your organization, one of your many responsibilities is to find ways to motivate your employees. It is important to understand what factors influence maximum performance and how.
- 6. Did you know? While workers who are dissatisfied in their jobs ultimately affect a company’s bottom line, EMPLOYERS can reduce their numbers with a dedicated effort producing an economic boost for Their company.
- 7. Appropriate ways tomotivate employees • Praise • Recognition • Consistency In order for praise and recognition to work effectively, the organization must be consistent. Employees begin to expect to be routinely recognized and will lose motivation if they feel overlooked or ignored.
- 9. GENERAL BENEFITS FROMEMPLOYEE TRAINING AND DEVELOPMENT • Increased job satisfaction and morale among employees. • Increased employee motivation. • Increased efficiencies in process, resulting in financial gain. • Increased capacity to adopt new technologies and methods. • Increased innovation in strategies and products. • Reduced employee turnover. • Enhanced company image e.g. conducting ethics training. • Risk management e.g. training about sexual harassment. Diversity.
- 10. Training as aperk Employee training and development is an organizational activity in human resource Management aimed at impacting the employees with skills aimed at bettering the performance of both the individual and the organization. Training and development can be initiated for a variety of reasons: • Communication • Computer skills • Customer service • Diversity • Human relations • Quality initiatives • Safety
- 11. Daycare in theworkplace 1. Returning to work early. 2. Easier to breastfeed. 3. Closer to child in case of emergency. 4. Cheaper pricing than the outside childcare places.
- 12. Just for fun… TheBirthday Club • Keeping everyone up to date on birthdays • Small office party Casual Fridays • Relaxed • Comfortable • Feeling less formal • Reminder that it’s your last working day
- 15. Conclusion KNOWING THAT THEYARE CARED ABOUT AND INVESTED IN WILL BUILD AN EMPLOYEES SELF-ESTEEM, SELF-WORTH, AND DIGNITY THEY WILL FEEL HAPPIER IN THEIR JOBS AND MORE VALUED BY THEIR EMPLOYERS AND WILL WORK HARDER IN ORDER TO RECIPROCATE THE INTEREST AND WILL DEVELOP MORE LOYALITY TO THE ORGANIZATION AND ITS GROWTH WHICH WILL CULMINATE IN HIGHER JOB SATISFICATION ,INCREASE PROFICIENCY, PRODUCTIVITY, AND EVEN PROFIT MARGINS.
- 17. Challenges we faced… 1.Lack of communication. 2. Not exchanging phone numbers and email addresses. 3. Lack of accountability. 4. Forgetting to save work .
- 18.