Employee Motivation Presentation

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Transcript of Employee Motivation Presentation

Employee Motivation: Theories & StrategiesManerly Salvatore April 19, 2010

Stress and lack of motivation in the workplace costs U.S. corporations over $300 billion annually.(The American Institute of Stress, 2010)

Perspectives on Motivation Need-based Process Reinforcement

Need-based perspectiveAlso known as content perspectives Are theories that emphasize the needs that motivate people Needs are defined as physiological or psychological deficiencies that arouse behavior (Wilsons, 2006)

Major Needs Theories of MotivationMaslow's Need-Hierarchy Theory Herzberg's Two-Factor Theory McClellands Acquired Needs Theory

Marslows Hierachy of Needs Theory

Using Hierarchy of Needs Theory to Motivate EmployeeMeet employees level 1 and level 2 needs, so that employees will not be preoccupied with them Give employees a chance to fulfill their higherlevel needs in ways that also advance the goals of the organization. Not all employees are driven by the same needs The needs that motivate individuals can change over time

Herzbergs Two-Factor Theory

Using Two-Factor Theory to Motivate EmployeeEliminate dissatisfaction Making sure that working condition, pay levels and company policies are reasonable Then concentrate on spurring motivation by providing opportunities for achievement, recognition, responsibility, and personal growth

McClellands Acquired Needs Theory

Using Acquired Needs Theory to Motivate EmployeeEliminate dissatisfaction Making sure that working condition, pay levels and company policies are reasonable Then concentrate on spurring motivation by providing opportunities for achievement, recognition, responsibility, and personal growth

A Comparison of needs theories: Maslow, Herzberg, and McClelland

Popular Incentive Compensation PlansPay for performance Bonuses Profit sharing Gain-sharing Stock options Pay for knowledge

Strategies for Employee MotivationPositive reinforcement/high expectations; Effective discipline and punishment; Treating people fairly; Satisfying employees needs; Setting work related goals; Restructuring jobs; Based rewards on job performance/compensati on

(ACCEL Team Development, 2010, para. 9-10)

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