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