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    Effective EmployeeMotivation

    Presented by:

    Brian Kebel, Darren Durant, Krunal Parikh, Mami Akiyama,

    and Samantha Sylvester

    Management: Theory & Application

    PMBA 8070, Fall 2014

    Professor Michael Saraceno

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    Agenda

    MotivationDefined

    MotivationDrivers

    EmployeeSatisfaction

    Theories ofEmployeeMotivation

    Conclusion

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    Motivation Defined

    Motivation is the desire to do something, to get profit for the

    company, become a better worker, or be a better team player

    Motivation can come from the person, or from other people

    Within organization, there is a lack of a single commonly

    accepted meaning, however there are some areas of consensus

    Motivated behavior is goal-directed behavior

    Motivation is limited and directed by situations and environments in which

    people find themselves

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    Motivation Drivers

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    Motivation Drivers

    1) Characteristics /Personality traits by

    Maslow

    2) Dominant Motivators by McClelland's

    Human Motivation Theory

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    Who Am I?

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    Five levels of the Hierarchy of Needs(Physiological, Security, Social,

    Esteem, Self-actualization) https://www.youtube.com/watch?v=1SY8qJntO4Q

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    Dominant Motivators byMcClelland's Human Motivation Theory

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    Using The Theory

    Step 1: Identify Drivers

    Examine your team to determine which of the three

    motivators is dominant for each person. You can probably

    identify drivers based on personality and past actions.

    Step 2: Structure Your Approach

    Based on the driving motivators of your workers, structure

    your leadership style and project assignments around each

    individual team member.

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    Employee Satisfaction

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    Theories of Employee Motivation

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    Content Motivation Theories

    Focus on identifying and understanding

    employees needs

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    Current Motivation Theories,

    contd. Hierarchy of needs theorymotivated by 5 levels

    physiological, safety, social esteem, self-actualization

    ERG theorymotivated by 3 needs existence,

    relatedness, growth

    Two-factory theorymotivated by motivators rather than

    maintenance factors

    Acquired needs theorymotivated by need for

    achievement, power, affiliation

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    Process Motivation Theories

    Focus on understanding how employees

    choose behaviors to fulfill their needs

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    Process Motivation Theories,

    contd. Equity theorymotivated when perceived inputs

    equal outputs

    Goal-setting theoryachievable but difficult goals

    motivate employees

    Expectancy theorymotivated when they believe

    they can accomplish a task and the rewards are worth

    effort

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    Reinforcement TheoryProposes that the consequences of their behavior

    will motivate employees to behave in

    predetermined ways

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    Reinforcement Theory, Contd.

    Positiveoffering attractive consequences to encourage

    continuation of behavior

    Avoidancethreatening negative consequences to

    encourage desirable behavior

    Punishmentproviding undesirable consequence for

    undesirable behavior

    Extinctionwithholding of reinforcement for a particular

    behavior

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    Summary: The Employee

    Motivation Checklist

    http://www.fastcompany.com/3002877/employee

    -motivation-checklist

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    The Employee Motivation

    Checklist, Contd.1) Make employees feel they are doing something

    meaningful BNET survey: 29% of respondents said doing something meaningful

    was the most motivating thing about work. Money = 25%,Recognition = 17%

    2) Effectively communicate and share information Always let employees know how the organization is progressing

    toward achieving goals. Setting KPIs and posting results monthly

    will allow you to achieve this.3) Give employees clear job descriptions and

    accountability Its not enough to just state each roles responsibilities; rather,

    you must specify the expected results and tasks

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    4) Give and receive ongoing performance feedback

    When things do go wrong, dont blame. You want to replace who

    questions with howquestions.

    5) Haveand showfaith and trust in your team Give your employees some autonomy to make decisions.

    6) Listen to, focus on, and respect your employees needs

    7) Provide recognition to worthy employees

    Recognition is an amazing motivator. The Carrot Principle study of200k+ employees, showed that managers realized significantly

    better business results when they offered recognition in the form

    of constructive praise rather than monetary rewards

    8) Foster innovation

    The Employee Motivation

    Checklist, Contd.

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    The Employee Motivation

    Checklist, Contd.9) Manage, but dont micromanage

    Important to distinguish the difference in checking

    in and checking up. Allow for sense of autonomyand innovation.

    10)Modify your management approach for

    different types of employees

    Great leaders let the employees theyre managing

    dictate the management approaches they use.

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    Effective motivationYes or No?

    http://www.youtube.com/watch?v=uxIE0

    OWsh7E

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    Open Discussion

    & Closing You have been invited to

    interview for your dream job

    During the interview, you are

    asked what factors would bemost important motivating you

    in this position.

    What are those factors?

    Is there a difference betweenwhat motivates you in your

    current job and your dream job?

    CLOSING REMARK : When we are highly m otivated we can inf luenc e

    others in a cons truct ive way