Driving Employee Motivation

WALJAT COLLEGES OF APPLIED SCIENCE

BIT -MUSCAT

Lekshmi S Nair

MBA/50026/11

Why do some people climb mountains?

While others run?

And others just sit?

And why do millions of people go to work each

day?

Motivation is the force that drives our actions

And with the right motivation

What can’t we do? What can’t we do?

MOTIVATION

What is motivation?

MOTIVATION = Value of outcome x expectation of achieving it

Motivation is a desire to achieve a goal, combined with the energy to work towards that goal.

Motivation is everything. You can do the work of two people, but you can't be two people. Instead, you have to inspire the next guy down the line and get him to inspire his people.

Motivation is the art of getting people to do what you want them to do because they want to do it.

WHAT MOTIVATES PEOPLE

External Rewards

• Salary

• Working conditions

• Benefits

• Environment

Internal Rewards• Achievement

• Responsibility

• Recognition

• Feedback

• Learning and growth

WHAT MOTIVATES PEOPLE

• Achievement

• Responsibility

• Recognition

• Feedback

• Learning and growth

• Recognize achievements through programs that showcase performers.

• Have volunteer programs and other programs that enable employees to showcase their responsibility towards each other and the society at large.

• Recognize winners through awards like Service Quality Awards, Best Operations Awards, Best Trainer Awards, etc.

• Follow a system of feedback and performance appraisal i.e the 360o system in which both the boss and subordinate participate.

• Give a lot of importance to training and development and have various training academies to cater to various sections of employees.

• Analyze training needs to recognize competency gaps and impart knowledge through customized training programs.

WHAT MOTIVATES PEOPLE

• Employee engagement

• Challenging job profiles

• Keep them self-motivated

• Good projects

• Job rotation

• Job security / stability

• Good team, co-workers, bosses

In addition to the external and internal awards, have:

LESS or NO MOTIVATION = DEMOTIVATION

WHY PEOPLE LEAVE

Top Reasons why people leave their jobs

- Harvard Business Review

Learning Opportunitiesto learn new skills

Feedback, especially for stars

Coaching and feedback by managers

Bad Bosses

conflict with the boss as one of the top most reasons for the departure of top performing employees

In addition to:

• Job content

• Level of responsibility

• Company culture

• Caliber of Colleagues

• Low growth potential

• Lack of challenge

• Lack of autonomy

• Not enough money

• Work environment issues

THEORIES ON MOTIVATION

Maslow’s

McGregor’s

McClelland’s

MASLOW’S HIERARCHY OF NEEDS

Physiological needs

(air, water, food, rest, exercise,etc)

Safety needs

(shelter, job security,

retirement plan, insurance)

Love and belonging

(children, friends,

partners)

Self esteem

(fame, recognition,

reputation, dignity)

Self

actualization

(Confidence,

achievements,

freedom)

MCGREGOR’S XY THEORY

MCCLELLAND’S MOTIVATIONAL NEEDS THEORY

ACHIEVEMENT

AFFILIATION POWER

The belief that it is important to meet or exceed a standard of excellence.

MCCLELLAND’S: ACHIEVEMENT

Focus upon: Out-performing others Performing against internal standards of excellence Achieving unique or innovative accomplishments Long-range career planning

Focus upon: Being liked, accepted and popular Concern about separation or disruption of relationships Seeing group tasks as primarily social activities

MCCLELLAND’S: AFFILIATION

The belief that establishing and maintaining close, friendly relationships is important

The value for Power can take 2 forms:

1. Personalized Power – used for self-benefit

2. Socialized Power – used for the benefit of others

MCCLELLAND’S: POWER

The belief that having an impact matters.

Focus upon: Feeling – or being perceived as – strong, effective and influential Taking forceful actions that affect people Giving unsolicited support or advice Influencing, persuading or making a point