Internal Motivation
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Transcript of Internal Motivation
By: Kimberli Trenholm, Cynthia Pate, Saundra McClanahan, Samantha Thomas, Sharon Jackson, and Lori Stewart
INTERNAL MOTIVATION
Hypothesis
“Internal Motivation is the key to boosting the morale of the office environment.”
The FactsA PUBLISHED SURVEY RESULT FROM SPRING 2001 ISSUE OF GALLUP MANAGEMENT JOURNAL ESTIMATED THAT THE LOWER PRODUCTIVITY OF ACTIVELY DISCONNECTED WORKERS TRANSLATES INTO A $300 billion negative impact on business, an amount almost equal to the Nations defense budget.
• DISSATISFIED WORKERS MISS 3.5 MORE DAYS PER PERSON PER YEAR AND 0.55 MORE DAYS PER PERSON PER YEAR DUE TO ILLNESS COMPARED TO ENGAGED EMPLOYEES. The 24.7 million • Dissatisfied employees miss 86.5 million more workdays than average workers and 13.6 million more because of illness.• WITH 74% OF THE NATIONS WORKERS FEELING DETACHED FROM THEIR WORK, BUSINESSES NEED TO TAKE AN ACTIVE ROLE IN CULTIVATING THEIR WROK ENVIROMENTS
More Things to Consider• A Gallup survey reveals that’s only 26% OF U.S. WORKERS 18 OR OLDER ARE EXTREMELEY
• SATISFIED WITH THEIR WORK, 55% MODERATELY SATISFIED AND 19% ARE DISSATISFIED WITH
• BY THEIR WORK. THAT 19% REPRESENTS 24.7 MILLION WORKERS WHO ARE NOT COMMITTEDTO THEIR JOBS, ARE WORKING BELOW THEIR POTENTIAL AND DON’T PLAN TO BE WITH THE COMPANY IN A YEAR.
The Manager’s Job:
As the leader of your organization, one of your many responsibilities is to find ways to motivate your employees.
It is important to understand what factors influence maximum performance and how.
Did you know?
While workers who are dissatisfied in their jobs ultimately affect a company’s bottom
line,
EMPLOYERS can reduce their numbers with a dedicated effort producing an economic boost
for
Their company.
Appropriate ways to motivate employees• Praise• Recognition• Consistency
In order for praise and recognition to work effectively, the organization must be consistent. Employees begin to expect to be routinely recognized and will lose motivation if they feel overlooked or ignored.
GENERAL BENEFITS FROM EMPLOYEE TRAINING AND DEVELOPMENT
• Increased job satisfaction and morale among employees.• Increased employee motivation.• Increased efficiencies in process, resulting in financial gain.• Increased capacity to adopt new technologies and methods. • Increased innovation in strategies and products.• Reduced employee turnover. • Enhanced company image e.g. conducting ethics training.• Risk management e.g. training about sexual harassment. Diversity.
Training as a perkEmployee training and development is an organizational activity in human resource Management aimed at impacting the employees with skills aimed at bettering the performance of both the individual and the organization.
Training and development can be initiated for a variety of reasons:• Communication• Computer skills• Customer service• Diversity• Human relations• Quality initiatives• Safety
Daycare in the workplace
1. Returning to work early.2. Easier to breastfeed.3. Closer to child in case of emergency.4. Cheaper pricing than the outside
childcare places.
Just for fun…The Birthday Club• Keeping everyone up to date on birthdays• Small office party
Casual Fridays• Relaxed• Comfortable• Feeling less formal• Reminder that it’s your last working day
Conclusion
KNOWING THAT THEY ARE CARED ABOUT AND INVESTED IN WILL
BUILD AN EMPLOYEES SELF-ESTEEM, SELF-WORTH, AND DIGNITY
THEY WILL FEEL HAPPIER IN THEIR JOBS AND MORE VALUED BY
THEIR EMPLOYERS AND WILL WORK HARDER IN ORDER TO
RECIPROCATE THE INTEREST AND WILL DEVELOP MORE LOYALITY
TO THE ORGANIZATION AND ITS GROWTH
WHICH WILL CULMINATE IN HIGHER JOB SATISFICATION ,INCREASE
PROFICIENCY, PRODUCTIVITY, AND EVEN PROFIT MARGINS.
Challenges we faced…
1. Lack of communication.2. Not exchanging phone numbers and email
addresses.3. Lack of accountability.4. Forgetting to save work.
References:http://www.associatedcontent.com
http://ezinearticles.come/
http://managementhelp.org/training
http://www.stacienaczelnik.hubpages.com
http://superperformance.com