Motivation- Organizational Behaviour

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Motivation- Organizational Behaviour

Transcript of Motivation- Organizational Behaviour

Page 1: Motivation- Organizational Behaviour
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MOTIVATION

Presented by: Sonal Malhotra-

C01Sonal Thakur-C08

Garima Abrol-C22

Sonali Bansal-C65

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HOW WIILL YOU MOTIVATE YOUR EMPLOYEES???

OR

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What are incentives ?

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Meaning of Incentives

A reward, tangible or intangible, is presented after the occurrence of an action (i.e. behavior) with the intention of causing the behavior to occur again.

It is also called as a stimulus to greater action. Incentives are something which are given in addition to

wagers. It means additional remuneration or benefit to an employee in

recognition of achievement or better work. Incentives provide a spur or zeal in the employees for better

performance. Therefore, a hope for a reward is a powerful incentive to

motivate employees.

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The need of incentives can be many:-

To increase productivity, To drive a stimulus work, To enhance commitment in work performance, To psychologically satisfy a person which leads to

job satisfaction, To shape the behaviour or outlook of subordinate

towards work, To get the maximum of their capabilities so that they

are exploited and utilized maximally.

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Management has to offer the following two categories of incentives to motivate employees:

  Those incentives which satisfy the subordinates by providing them rewards in terms of rupees.

Money has been recognized as a chief source of satisfying the needs of people.

Money is also helpful to satisfy the social needs by possessing various material items. Therefore, money not only satisfies psychological needs but also the security and social needs.

Non-financial incentives which can satisfy the ego and self- actualization needs of employees.

The incentives which cannot be measured in terms of money are under the category of “Non- monetary incentives”.

Whenever a manager has to satisfy the psychological needs of the subordinates, he makes use of non-financial incentives.

Monetary incentives- Non-monetary incentives

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Types of Non- monetary incentives 1. Security of service- Job security is an incentive which provides

great motivation to employees. If his job is secured, he will put maximum efforts to achieve the objectives of the enterprise. This also helps since he is very far off from mental tension and he can give his best to the enterprise.

2. Praise or recognition- The praise or recognition is another non- financial incentive which satisfies the ego needs of the employees. Sometimes praise becomes more effective than any other incentive. The employees will respond more to praise and try to give the best of their abilities to a concern.

3. Suggestion scheme- The organization should look forward to taking suggestions and inviting suggestion schemes from the subordinates. This inculcates a spirit of participation in the employees. This ultimately helps in growing a concern and adapting new methods of operations.

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Types of Non-monetary incentives

4. Job enrichment- Job enrichment is another non- monetary incentive in which the job of a worker can be enriched. This can be done by increasing his responsibilities, giving him an important designation, increasing the content and nature of the work. This way efficient worker can get challenging jobs in which they can prove their worth. This also helps in the greatest motivation of the efficient employees.

5. Promotion opportunities- Promotion is an effective tool to increase the spirit to work in a concern. If the employees are provided opportunities for the advancement and growth, they feel satisfied and contented and they become more committed to the organization.

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RTBA is a business advisor, they have been helping executives and entrepreneurs operate successful businesses for the past seven years with a primary emphasis on sales, marketing, strategic focus and business planning.

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LIST OF EVENTS:

There was a ten week companywide Pictionary competition - Competition is good - team spirit was improved.

There was a summer afternoon ice cream social - It was a great time to share ideas and talk about opportunities.

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A company’s favourite dress-up social was the Halloween party - It was an opportunity for employees to laugh at each other and break down barriers that may had formed.

At Christmas the employees were encouraged to bring in new gifts for under-privileged families - It provided lifted spirits and raised morale.

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The building had shower facilities and there were a couple of sporting groups – a cycling group and a runner group - They were healthy employees, full of energy and driving productivity.

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Business approaches and employee benefits

There was a “think-tank” conference room for creative thinking - They felt that any idea would be greeted with open arms. 

The building and office had electronic card key access so that employees could enter or leave at any time - It was viewed as an environment of flexibility and a company that cared about the employee needs.

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Everyone in the company was welcome in the CEO’s office - .  Every employee felt like a key contributor to the company success.

There were formal recognition programs but the recognition that the employees loved the most was a simple program – This is one of the world’s best team building recognition programs.

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MOTIVATION TEST

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Self-motivation is complex. It's linked to your level of initiative in setting challenging goals for yourself; your belief that you have the skills and abilities needed to achieve those goals; and your expectation that if you put in enough hard work, you will succeed (or at least be in the running, if it's a competitive situation).

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  12 STATEMENTS TO ANSWER

Not at All - 1 Rarely - 2 Sometimes - 3 Often - 4 Very Often - 5

• I'm unsure of my ability to achieve the goals I set for myself.    

• When working on my goals, I put in maximum effort and work even harder if I've suffered a setback.    

  • I regularly set goals and objectives to achieve my vision for my life.  

    • I think positively about setting goals and making sure my needs are met.     

• I use rewards (and consequences) to keep myself focused. For example, if I finish my report

on time, I allow myself to take a coffee break.      

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• I worry about deadlines and getting things done, which causes stress and anxiety.   

   • When an unexpected event threatens or jeopardizes my goal, I can tend to walk

away, set a different goal, and move in a new direction.      

• When I come up with a really good idea, I am surprised by my creativity. I figure it is my lucky day, and caution myself not to get used to the feeling.     

• I tend to do the minimum amount of work necessary to keep my boss and my team satisfied.    

 • I tend to worry about why I won't reach my goals, and I often focus on why

something probably won't work.     

• I create a vivid and powerful vision of my future success before embarking on a new goal. 

• I believe that if I work hard and apply my abilities and talents, I will be successful.     

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• You get things done, and you don't let anything stand in your way. You make a conscious effort to stay self-motivated, and you spend significant time and effort on setting goals and acting to achieve those goals. You attract and inspire others with your success. Treasure this – and be aware that not everyone is as self-motivated as you are

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• You're doing OK on self-motivation. You're certainly not failing – however, you could achieve much more. To achieve what you want, try to increase the motivation factors in all areas of your life.

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• You allow your personal doubts and fears to keep you from succeeding. You've probably had a few incomplete goals in the past, so you may have convinced yourself that you aren't self-motivated – and then you've made that come true. Break this harmful pattern now, and start believing in yourself again.

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7 Unusual Ways to Motivate Employees

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Start A 'Mini-CEO' Program When an employee has a new idea for

how to do business, Brian Halligan, CEO of Hubspot, a marketing software firm in Boston, sometimes chooses to fire that employee from his or her day job, and appoint that person 'CEO' of a new in-house start-up. “Part of creating this environment of innovation is making the organization decentralized and flat,” Halligan told Inc. “We want to empower the edges of the organization, and we want to let the people who really understand our customers make decisions.”

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Make 'Fun' Part of Your Business Model

“When fun is a regular part of work, employees get to know each other as real people,” Paul Spiegelman, CEO of Beryl Companies, told Inc. To that end, Spiegelman created a 'Department of Great People and Fun' and instituted 'Pajama' day and 'Dress like the 70s' day. “While these ideas are not practical for every work environment, the key is to do something fun, no matter how small, on a regular basis,” he says.

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Give the Company to Your Employees Ever think about giving your

company to your employees? It’s called an Employee Stock Ownership Program (ESOP) and may be an attractive way to motivate them, since the structure allows direct profits from the company’s success. Foss Miller, founder of Sawbones Worldwide, did it—for Christmas in 2010. "So many of the employees have worked here for many, many years," he told Inc. "Providing them a great retirement when they leave—it just made more sense and felt better and better."

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Do Something Crazy

Eric Ryan, founder of Method, a soap and cleaning products company in San Francisco, thinks adding some “weirdness” to your corporate culture inspires employees to accomplish a lot. In the past, Ryan hasn’t hesitated to dress up as a chipmunk, blast Eye of the Tiger in the elevator, or host flash mob dance parties at his offices. “It reminds everybody that, ‘Yeah, I'm working somewhere really special’,” he told Inc.

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Write to Them—By Hand Stanley Mc Chrystal, the retired

four-star U.S. Army general who served as commander of U.S. and NATO forces in Afghanistan, was once 'boss' to more than 150,000 service members. But that didn’t stop him from losing touch with his subordinates. The general says he sent out more than 2,000 thank-you notes to his troops each year. "I used to get thank-you notes for my thank-you notes," he said in his keynote speech at the 2011 Inc. 500|5000 Conference. "I'd find them framed in [the troops' bunk] areas."

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Let Them Rest Though it may seem counterintuitive,

napping may be an excellent way to

motivate your workforce. In fact, plenty

of companies, both large and small, have

created 'nap rooms' where employees

can catch a quick snooze, even if only

for 15 minutes. Zephrin Lasker, CEO of

a Pontiflex, a 60-person mobile app ad

shop in Brooklyn, converted a room of

computer servers into a napping retreat.

“I'm a huge believer in napping," Lasker

tells Inc.com. "It helps people recharge,

and personally, it helps me think more

creatively."

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Mentor Everyone Mentorship helps employees connect

with other staffers and pushes them to think outside their traditional roles. At Allen & Gerritsen, a brand strategy agency in Watertown, Mass., even CEO Andrew Graff has a mentor: 22-year-old technology strategist Eric Leist. "We have a great group of diverse people here," one Allen & Gerritsen employee told Advertising Age, which first reported this. "We have wonderful work/life balance and a senior management team and HR department that always look for reasons to celebrate and provide us opportunities to smell the roses."

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