EMPLOYEE MOTIVATION

Presented by vinindra k.

Course: Human Resource ManagementCambridge College

What is Motivation?“Motivation is the art of getting people to do what you want them to do because they want to do it”

motivation= Value of outcomes X expectation of achieving it

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

Internal

• Achievements

• Responsibility

• Recognition

• Feedback

• Learning & Growth

External• Salary• Working

conditions• Benefits• Environment

WHAT MOTIVATES PEOPLE?

• Always recognize achievements through

programs that highlight performers • Achievements• Responsibility• Recognition• Feedback• Learning & Growth

WHAT MOTIVATES PEOPLE?

• Have various programs that that enable employees to showcase their responsibilities toward each others & society at large

• Achievements• Responsibility• Recognition• Feedback• Learning &

Growth

WHAT MOTIVATES PEOPLE?

• Recognize winners through quality awards such as, “Best performer”, “Best salesman award, “Employee of the month” etc.

• Achievements• Responsibility• Recognition• Feedback• Learning &

Growth

WHAT MOTIVATES PEOPLE?

• Follow a system of feedback and performance evaluation i.e. 360° in which boss and subordinates participate.

• Achievements• Responsibility• Recognition• Feedback• Learning &

Growth

WHAT MOTIVATES PEOPLE?

• Give importance to training and development of the employees and have various training programs to enhance their personal and professional skills

• Achievements• Responsibility• Recognition• Feedback• Learning &

Growth

WHAT MOTIVATES PEOPLE?

External• Salary• Working

conditions• Benefits• Environment

WHAT MOTIVATES PEOPLE?

• Provide them with competitive Salaries

External• Salary• Working

conditions• Benefits• Environment

WHAT MOTIVATES PEOPLE?

• Safe and clean working conditions

External• Salary• Working

conditions• Benefits• Environment

WHAT MOTIVATES PEOPLE?

• Offer them the benefits which fulfill their physical and psychological needs

External• Salary• Working

conditions• Benefits• Environment

WHAT MOTIVATES PEOPLE?

• A friendly and learning environment is always a plus

Maslow’s theory assumes that a person attempts to satisfy the more basic needs before directing behavior toward satisfying upper-level needs.

Lower-order needs must be satisfied before a higher-order need begins to control a person’s behavior.

A satisfied need ceases to motivate.

MASLOW’S HIERARCHY OF NEEDS

MASLOW’S HIERARCHY OF NEEDS

WHAT DOES GOOGLE DO TO MOTIVATE ITS EMPLOYEES?

A FUN & COMFORTABLE PLACE TO WORK

Physiological needs : Google offers best salaries and perks.Safety needs: are fulfilled by various benefits offered by

Google’s Safe & Secure workplace, insurance, family insurance, day care etc.

Belongingness: Google promotes teamwork and friendly environment to share ideas with each other

• Self-esteem: Working with Google itself fulfill

employee’s self-esteem issues. Employees are proud to work there!

• Self-actualization: Google promote autonomy, independence, creativity etc.

A FUN & COMFORTABLE PLACE TO WORK

DINING FACILITIES, GYMS, HEALTH INSURANCE, LAUNDRY ROOMS, MASSAGE ROOMS, HAIRCUTS, CARWASHES, DRY CLEANING, COMMUTING BUSES, FREE LUNCH, BEREAVEMENT LEAVE IN THE

CONTEXT OF HUMAN RIGHTS.

BENEFITS

WHAT DOES APPLE DO TO MOTIVATE ITS EMPLOYEES?

MC GREGOR’S THEORY X- THEORY Y

Theory X Theory Y Work is inherently distasteful to

most people. Most people are not ambitious,

have little desire for responsibility, and prefer to be directed.

Most people have little capacity for creativity in solving organizational problems.

Motivation occurs only at the physiological and safety levels.

Most people must be closely controlled and often coerced to achieve organizational objectives.

Work is as natural as play, if the conditions are favorable.

Self-control is often indispensable in achieving organizational goals.

The capacity for creativity in solving organizational problems is widely distributed in the population.

Motivation occurs at the social, esteem, and self-actualization levels, as well as physiological and security levels.

People can be self-directed and creative at work if properly motivated.

APPLE & MOTIVATION

Apple uses the Theory Y format. Management assumes employees may be ambitious and self-motivated and exercise self-control. It is believed that employees enjoy their mental and physical work duties.

These types of managers (ex. Deceased Steve Jobs) believes that, given the right conditions, people will want to do well at work.

Conflict is the manager’s view isn’t always the view of the employees. Apples is focused on getting products developed and not really what the

employees, a human needs to complete the job. Apple should consider Maslow's hierarchy of needs and look at how human

behavior and motivation is the main priority in the workplace in order to maximize output.

Clayton P Alderfer proposed a hierarchy involving three sets of needs: Existence: needs satisfied by such factors as food, air, water, pay, and

working conditions. Relatedness: needs satisfied by meaningful social and interpersonal

relationships. Growth: needs satisfied by an individual making creative or productive

contributions. Tested by Thematic Apperception Test

Alderfer’s ERG Theory

Other Theories of Motivation

DAVID MCCLELLAND : THEORY OF NEEDS

Need for Achievement (nAch) – drive to excel, to achieve in relation to a set of standards

Need for Affiliation (nAff) – the desire for friendly and close interpersonal relationships

Need for Power (nPow) – need to make others behave in a way in which they would not have behaved otherwise (to have power over them)

Achievement

(n Ach)

Affiliation

(n Aff)

Power

(n Pow)

OTHER THEORIES OF MOTIVATION

Frederick Herzberg

His research emphasized job enrichment (depth) rather than job enlargement

Job context (hygiene factors) – needed to be optimal to prevent job dissatisfaction. These factors (according to Herzberg) did not motivate.

Job content (motivators) – factors that did lead to motivation

Money (according to Herzberg) could motivate if it was seen as a reward for accomplishment; but if money was given without regard for merit, then it was a hygiene factor.

OTHER THEORIES OF MOTIVATION

A COMPARISON OF THE CONTENT THEORIES

Maslow(need hierarchy)

Self-actualization

Esteem

Belongingness,social, and love

Safety and security

Physiological

Maslow(need hierarchy)

Self-actualization

Esteem

Belongingness,social, and love

Safety and security

Physiological

Herzberg(two-factor theory)

The work itself•Responsibility•Advancement•Growth

AchievementRecognition

Quality of inter-personal relationsamong peers, withsupervisors, withsubordinates

Job security

Working conditionsSalary

Herzberg(two-factor theory)

The work itself•Responsibility•Advancement•Growth

AchievementRecognition

Quality of inter-personal relationsamong peers, withsupervisors, withsubordinates

Job security

Working conditionsSalary

Alderfer

Growth

Relatedness

Existence

Alderfer

Growth

Relatedness

Existence

McClelland

Need forachievement

Need forpower

Need foraffiliation

McClelland

Need forachievement

Need forpower

Need foraffiliation

Motivators

Hygieneconditions

Higherorderneeds

Basicneeds

EMPLOYEES ARE OUR PRECIOUS ASSET

CARROT OR STICK ..TRADITIONAL ORGANIZATIONS: “FOLLOW THE

ORDER OR ELSE….”

CARROT ON STICK..SEMI-MODERN ORGANIZATIONS “ IF YOU DO THIS,

WE DO THAT FOR YOU”

MODERN ORGANIZATIONS: CARROT STICKS DOESN’T ALWAYS WORK….

New findings “Carrots & Sticks doesn’t always work”