This document discusses motivation in the workplace. It begins by defining motivation and explaining that motivation can be intrinsic, arising from internal factors, or extrinsic, arising from external rewards or punishments. It then lists some key factors that affect employee motivation, both positively such as achievement, growth, and responsibility, and negatively such as company policies and personal life. The document concludes by outlining several motivation techniques for managers to use, including asking for employee input, validating good work, celebrating milestones, and offering an incentive program.

1. North Western University, Khulna
Industrial Management
Course code : Hum -2341
Presentation Topic : Motivation
Presented by :
Md. Mozammel Haque

2. What Is Motivation?
Motivation is the reason for
people's actions, willingness
and goals. Motivation is
derived from the
word motive which is defined
as a need that requires
satisfaction. These needs could
be wants or desires that are
acquired through influence of
culture, society, lifestyle, etc. or
generally innate. Motivation is
one's direction to behavior, or
what causes a person to want to
repeat a behavior, a set of force
that acts behind the motives.

4. Intrinsic Motivation
Intrinsic motivation can arise from self-generated factors
that influence people’s behavior. It is not created by
external incentives.
It can take the form of motivation by the work itself when
individuals feel that their work is important, interesting
and challenging and provides them with a reasonable
degree of autonomy (freedom to act), opportunities to
achieve and advance, and scope to use and develop their
skills and abilities.

5. Extrinsic Motivation
Extrinsic motivation occurs when things are done to
or for people to motivate them.
These include rewards, such as incentives, increased
pay, praise, or promotion; and punishments, such as
disciplinary action, withholding pay, or criticism.
Extrinsic motivators can have an immediate and
powerful effect, but will not necessarily last long.

7. High level of performance
Organization must ensure that the employees have a high degree of
motivation. A highly motivated employee put extra effort into work and
have a sense of belonging for the organization.
The efficiency of work will be improved, wastage will be minimum which
will result in the increased productivity, and performance level will be
high.
Low employee turn over
Low level of motivation is a root cause of low turnover and
absenteeism. High level of absenteeism causes a low level of
production, poor quality, wastages and disruption in production
schedules.
Increased turnover is disastrous for any organization as it puts a
strain on the financial position of the organization due to
additional recruitment, selection, training and development.

8. Acceptance of organization change
Social change and technology evolution happens in the external environment
have greater impact on the motivation of the employee. Management must
ensure that the changes are introduced in the organization and its benefits
explained to the employees so that there is no resistance to change and
organizational growth is achieved.
Re-engineering, empowerment, job enrichment, job rotation, the introduction
of new technology and processes will go a long way to boost employee morale
and achieve a high degree of motivation.
Organizational image
Employees are the mirrors of any organization. Regular training &
development programmers should be organized to keep employee
updated with latest skills. It will have a positive impact on the
employees and the image of the organization will be improved.
High organizational image will contribute towards the brand image of
the product and services the organization is marketing.

9. Achievement
Advance
Growth
Recognition
Responsibility
Work itself
Factor Affecting Motivation
(a) Factors leading primarily towards motivation

10. Achievement
Achievement motivation, also referred to as the need for achievement (and
abbreviated n Achievement), is an important determinant of aspiration, effort,
and persistence when an individual expects that his performance will be
evaluated in relation to some standard of excellence. Such behavior is called
achievement-oriented.
Advance
Advances in Motivation and Achievement, as the premier series in its field,
explores current issues at the cutting edge of motivational science and reflects
the richness and variety that exists across achievement and motivation research
today. It brings together researchers in motivation from around the world to
address new directions in measures and methods for motivational research.

11. Growth
Growth motivation is studied as a desire for personal growth,
framed within a model of eudemonic growth and self-development.
Five studies examine two facets of growth motivation (reflective
and experiential) that aim respectively toward two paths of
eudemonic self-development.
Recognition
Those employees who are not nominated for recognition, and who don't
understand the criteria for the bestowal of the reward, are generally
negatively impacted by the employee recognition.

12. Responsibility
Motivation, efficiency and happiness are inextricably linked. When your
motivation is high, you will experience a greater happiness and greater
efficiency. In addition, your ability to innovate and to be creative depends
on your motivation – you can say that motivated people are not always
innovative – but innovative people are always motivated.
Work itself
Many of us find ourselves in motivational slumps that we have to
work to get out of. Sometimes it’s like a continuous cycle where we
are motivated for a period of time, fall out and then have to build
things back up again.
There is nothing more powerful for self-motivation than the right
attitude. You can’t choose or control your circumstance, but you
can choose your attitude towards your circumstances.

13. (b) Factors leading primarily towards dissatisfaction
Company policy and administration
Provide Job security
Interpersonal relation
Salary
Status
Provide effective, supportive and non-intrusive supervision.
Build job status by providing meaningful work for all positions.
Personal life

14. All of these actions help you eliminate job
dissatisfaction in your organization. And there's no
point trying to motivate people until these issues
are out of the way!
You can't stop there, though. Remember, just
because someone is not dissatisfied, it doesn't
mean he or she is satisfied either! Now you have to
turn your attention to building job satisfaction.

15. Motivation Technique
Ask for employee input
Offer personal enrichment programs
Validate good work
Set intermittent goals
Celebrate milestones and achievements
Radiate positivity
Create a mentorship program
Create a comfortable and inspiring workspace
Practice mindfulness
Share profits to improve performance
Take benefits to the next level
Offer an incentive program

16. Ask for employee input
Regularly survey employees for their satisfaction. Conduct anonymous polls to
show employees that you care about their opinions and value their input. Ask
for suggestions of ways that you can improve working conditions. You also
have to take action after getting the results of your poll back. This will show
employees that you truly value their opinion, want them to be happy in their
positions and will take the steps necessary to make that happen. It will show
that you are loyal to them just as you want them to be loyal to you, which will
go a long way towards motivating them to perform at their best.
Offer personal enrichment programs
Creating a personal enrichment program could mean that you offer
tuition reimbursement or send employees to workshops and seminars
where they can improve their skills. This will allow you to more easily
promote from within. Look for opportunities to encourage employees to
engage in professional development.

17. Validate good work
Help inspire the efforts of your team members by validating their good work. And
show your appreciation in person—compliments or expressions of gratitude usually
have the most impact in this fashion. Give specific examples of the things that they
did that benefited the team, the organization or you personally. You may also want
to consider taking the time to write a handwritten thank-you note on stationery, as
this extra effort will have a bigger impact on the recipient.
Set intermittent goals
Smaller, measurable goals are a valuable way to stay motivated during work
on a project. Whether your team has a system to keep track of completed
work or you develop a tracking system of your own, helping your team to
set goals that are reasonable and achievable can keep employees motivated
and encouraged when they hit notable milestones.

18. Celebrate milestones and achievements
Particularly if a project has a long-term goal, celebrating smaller milestones along the
course of the project can help everyone on the team stay connected to the work and
focused on the larger goal. Gratitude and validation are an important part of
recognizing those milestones, but tangible rewards can also help. Financial bonuses, a
lunch party, time off or a gift certificate for meeting milestones can motivate everyone.
Radiate positivity
Creating a positive culture is a great way to maintain the motivation of
your employees. The easiest way to do this is to radiate positivity
yourself. Play music, joke around, play games, laugh and just have fun.
Research shows that happiness can significantly boost the productivity
of your workplace. Enjoy being in the office and consistently showcase
high energy.

19. Create a mentorship program
A good mentor can offer encouragement, advice and understanding about the
trials and successes employees encounter. If your employees work in a
specialized field that friends and family do not understand well, a mentor can
be invaluable in helping them sort through concerns and appreciate their
successes. Create a mentorship program within your department where you
pair more experienced employees with ones who have less experience to guide
them along their career journey and offer words of advice and encouragement
on a daily basis.
Create a comfortable and inspiring workspace
Establish an office environment that is both comfortable and
inspirational. Add color to the walls and put up motivational
posters. If your workplace uses cubicles, encourage your
employees to decorate their own space in a way they enjoy. Also,
encourage your team to keep their workspaces clean and tidy, as
clutter can rapidly begin to feel chaotic.

20. Encourage mindfulness
Encourage employees to de-stress and take breaks during the workday. This
could mean a brief walk outside on a nice day or a trip to a nearby coffee shop.
You might consider offering yoga or meditation classes over a lunch break or
encourage your team to participate in these activities when they feel stuck
about the direction of a project or need to take a short break. Sometimes just
taking a few moments of quiet can provide the motivation they need to meet
tight deadlines.
Share profits to improve performance
By offering a profit-sharing program, employees will recognize that they
have a stake in the financial success of the organization. Profit-sharing
gives employees a sense of pride in what they have accomplished and a
feeling of accomplishment seeing their earnings increase. It can improve
performance and reduce turnover as well.

21. Take benefits to the next level
Employees generally expect standard benefits like paid time off, health
insurance and even flexibility. You can motivate employees by taking your
benefits to the next level. Add game rooms to help employees de-stress
throughout the day, a snack bar to keep energy levels up or even implement a
work-from-home day each week or month. Childcare or wellness
compensation plans are also a great way to incentivize employees. These kinds
of benefits boost health, increase team motivation and encourage people to
stay with your company longer.
Offer an incentive program
Create an incentive program that rewards employees for consistently
working hard—separate from celebrating milestones or successes. You
could implement non-financial incentives like extra vacation days,
compressed work weeks or a choice of parking spots. Your incentive
program doesn’t even have to be connected to performance. For
example, you could use it to encourage your team to participate in
training programs—the team members who watch the most videos each
week could receive a reward.