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.

1. Motivating employees
BY RANJITHA
133906001

2. The value of motivation
Motivation refers to the energy and commitment with which an individual or
group performs a task or role. It affects almost every aspect of business. At
the most basic level, motivated staff work harder. They may get more done in
less time which reduces labour costs. This shows in higher productivity for the
business. However, it is not just the level of output that improves. Motivated
staff work to higher standards of quality because they care about what they
are doing. They learn faster and have more ideas. They are less likely to cause
accidents, make mistakes or get involved in conflict. Motivated workers make a
more favorable impact on customers and other stakeholders. They are also less
resistant to change and require less supervision. Motivating the right people to
join the organization and stay with it is the key function of managers. The
earliest effort to explain motivation at work was published in 1911 by Frederick
Taylor. As an engineer, Taylor saw the need for a scientific approach to improve
productivity. His findings led employers to break down work into simple
repetitive tasks and to pay workers strictly by results.

3. Type of Motivators

4. Extrinsic Motivation/intrinsicmotivation
 Extrinsic motivation: It occurs when we are motivated to
perform a behavior or engage in an activity in order to earn a
reward or avoid a punishment.
For example: Money,reward,badges,competition etc.
 Intrinsic Motivation: It involves engaging in a behavior
because it is personally rewarding;essentially,performing an
activity for its own sake rather than the desire for some
external reward.
For example: Love,autonomy,curiosity,learning etc.

5. Maslow’s Hierarchy of needs
Maslow's defined a hierarchy of human needs that stated d lower needs must be met
before an individual can strive to meet the higher needs. The levels are:
Physiological needs: Basic needs such as food,water,shelter.
Safety needs: need to feel secure.
Esteem needs: Feeling important. Engage in activities that bring achievement, success.
Self-actualization needs: obtaining full, full potential, becoming confident etc.

6. Maslow’s hierarchy of needs

7. Herzberg’s motivating factors
Frederick Irving Herzberg (April 18, 1923 – January 19, 2000) born in Massachusetts
was an American psychologist who became one of the most influential names in business
management. He is most famous for introducing job enrichment and the Motivator
hygiene theory. Herzberg concluded that certain factors, which he called
Motivaters,made employees productive and gave them satisfaction. These factors as you
have seen, mostly related to job content. Herzberg called other elements of the job
Hygiene factors. Herzberg's motivating factors led to this conclusion: The best way to
motivate employees is to make their job interesting, help them achieve their objectives
and added responsibility.

8. Herzberg’s motivating theory

9. Motivational techniques
 Job Enrichment: job enrichment is an attempt to motivate employees by giving
them the opportunity to use the range of their abilities. its a way to motivate
employees by giving them more responsibilities and variety in their jobs. While
money is one way to motivate employees more and more workers want to be
appreciated for the work they do.
 Job Enlargement: Job enlargement means increasing the scope of a job through
extending the range of its job duties and responsibilities generally within the same
level and periphery. Job enlargement is considered a
horizontal restructuring method in that the job is enlarged by adding related tasks.
Job enlargement may also result in greater workforce flexibility.

10. Motivational techniques
 Job Rotation: Job rotation is a management technique that assigns trainees to various jobs
and departments over a period of a few years. Surveys show that an increasing number of
companies are using job rotation to train employees. Job rotation is also a control to detect
errors and frauds. Job rotation also helps in business continuity as multiple people are
equally equipped to perform a job function. If an employee is not available other can
handle his/her position with similar efficiency.
 Open Communication: Procedures for open communication are as follows:
1. Create an organizational culture that rewards listening.
2. Train supervisors and managers to listen.
3. Use effective questioning techniques.
4. Make it easy to communicate.
5. Keep communication positive.

11. Tips for motivating Employees
 Thank employee for good job
 Listen to employee
 Give feedback
 Give rewards
 Keep them informed
 Training opportunities
 Remember important dates
 Celebrate goal accomplishment
 Allow for input
 consider each employees age and life span

12. Warning signs of employee stress
 Drops in productivity
 Chronic lateness
 Absenteeism
 Unable to work with others
 Negative attitudes about work
 Easily upset
 Yelling, using harsh language
 Withdrawal from co-workers
 Several depression,sucidial thoughts

13. THANKYOU
RANJITHA