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MOTIVATING EMPLOYEES

GROUP MEMBERS

SHAMROZ KHAN
8186
ASHWIN RAO
8187
PUSHKAR KULKARNI
8188
HARSHADA MAHAJAN 8189
PRASAD MAHAKAL 8190
Definition
Motivation is defined
as,
“The processes that account
for an individual’s intensity,
direction, and persistence of
effort toward attaining a
Why Motivation?
 People are inherently
lazy
 To gain most out of the
employees
 To drive employees
interest
How to Motivate Employees

 Incentives and Bonuses.

 Motivational Strategies.

 Job Empowerment and Job


Enrichment.

 Job Satisfaction, Employee


Morale,
Personnel Turnover.
EXAMPLE

HUM HAIN
RAHI PYAAR
KE…….(MOVIE)
M otivation E quation

Inputs from Outcomes


Organizational Performance received by
members members

Time
Contribute to Pay
Effort
organization Job Security
Education
efficiency, Benefits
Experience
effectiveness Vacation
Skills
and Autonomy
Knowledge
attain goals Responsibility
Work Behav.
Expectancy, Instrumentality, &
Valence
E xpectancy, I nstrumentality,

Expectancy
&V alence
is the perception that effort (input)
will result in a level of performance.
 You will work hard if it leads to high performance.
 You would be less willing to work hard if you knew
that the best you would get on a paper was a D
regardless of how hard you tried.
 Instrumentality: Performance leads to outcomes.
 Workers are only motivated if they think performance
leads to an outcome.
 Managers should link performance to outcomes.
Valence: How desirable each outcome is to a
person.
 Managers should determine the outcomes workers
want most.
MOTIVATIONAL
STRATEGIES
M otivational Factors
There are several factors that
motivate a person to work. The
motivational factors can be broadly
divided into two groups:

MONETARY FACTORS:

 NON MONETARY FACTORS:


Monetary Factors
Bonus.

Incentives.

 Salaries or wages.

Special Individual Incentives.


N M
on-

onetaryF
Job security
actors
 Good superiors
 Job enrichment
 Cordial relations
 Status or Job title
 Working conditions
 Workers participation
 Delegation of authority
 Appreciation & Recognition
 Other factors
e
xample
J
OB EMPOWERMENT

AND

J OB ENRICHMENT
Definition
“Job empowerment
is the process of
enhancing feeling of
self-efficiency and a
sense of ‘owing’ a job”
W E
hat

mpowerment Is
Responsibility and-Ownership.
 Working independently towards
common objectives.
 Understanding “Why?” so that
guidelines can be applied.
 Weighing the impact of
decisions on all affected
stakeholders.
 Making more trade -offs, not
less.
 An earned privilege. It is not a
WhatE mpowerment – Is
not
 Throwing out the rule book.
 Bypassing everyone who will
say “No”.
 Doing the “Fun Parts” of
someone else’s job.
 Freedom to unilaterally make
decisions that impact others.
Give Power

A‘expandable
“Power
way
is an
pie’…
power is not a zero-sum
commodity, requiring
that for others to have
more, the leader must
have less.”
 “You have to give power
to
gain power.”
Definitio
Job nenrichment involves
adding more motivators to a job
to make it more rewarding. It
becomes enriched when it gives
job-holder more decision making,
planning and controlling powers.
Job Enrichment
 This enlargement of the scope of a
job involves extra responsibilities and
challenges as well as extra activities/
workload.

 Of these, only job enrichment is


likely to provide long-term job
satisfaction. Employers may like to use
the term “job enrichment”, but often
they are really carrying out job
rotation or job loading
Job enrichment is one part of job satisfaction. Job
enrichment is the process of making a job more
motivational and satisfying to an employee by
adding variety, responsibility and managerial
decision making. Some characteristics of an
enriched job experience include:

* Direct feedback
* Client relationships
* New learning opportunities
* Control over scheduling
* Unique experiences
* Control over resources
* Direct communication with authority
* Personal accountability
INCENTIVES
Wage incentives include all the
plans that provide extra pay for
extra performance In addition to regular
wages for the job.
It implies monetary inducements offered to
employees to perform beyond acceptance
standards.
Individual Incentives

 Under a system of individual


incentives, all or a portion of an
individual’s pay is tied to their
performance.
Group Incentives
 Improve Organizational
Performance
 Organizational Measures

 Measured Periodically
Types of Incentives Plans
The ILO classifies all the schemes of payment by results into foll
categories:

Earning vary in Earnings Earnings vary


the same proportion vary less Proportionately
as output proportionat More than outputs
ely
than output

Straight Piece Work


Standard Hour High Piece Rate
High Standard Hour

Halsey
Plan
Rowan
Conditions for Effective
Incentives Plans
 Plan is clearly communicated
 Plan is understood
 Rewards are easy to calculate
 Employees participate in administering
the plan
 Employees believe they are being
treated fairly
 Employees believe they can trust the
company and that they have security

PERSONNEL
TURNOVER
JOB SATISFACTION
EMPLOYEE MORALE
PERSONNEL TURNOVER
Factors causing
personnel turnover
 Higher salary offer
 Greater opportunity for advancement
 Desire to enter a different field of work
 Move out of region
 New work location closer to home
 Time demands of the job conflicting with
personal
times
 Marriage, pregnancy and family patterns
 To work in a smaller environment
Definition

“Job satisfaction has been


defined as a pleasurable
emotional state resulting from
the appraisal of one’s job; an
affective reaction to one’s job;
and an attitude towards one’s
job”
INCREASING JOB
SATISFACTION
Performance reviews.
Portray an open door policy.
Allow flexible timings.
Permit employees to decorate
their own
workplace.
Transparency.
Telecommunicating.
Encourage employees to do
various tasks.
Employee Morale
Reasons for low employee
Morale :

Stress
Rumors
Negativity
Gossip
Lack of Incentive
Show interest in individuals
Promote pride in the company
Promote a "family" atmosphere

Always show appreciation

Motivate employees and management -

Offer recognition of the employee's efforts

Show concern
Provide appropriate feedback

Create goals

Research and analyze

Self-empower

Prepare a new company mission statement

Find other ways in which life can be made more


pleasant and easier
Clearing Up Common Myths
About Employee Motivation

Myth #1 -- "I can motivate people"


Myth #2 -- "Money is a good
motivator"
Myth #3 -- "Fear is a damn good motivator"
Myth #4 -- "I know what motivates me,
so I know
what motivates
Myth #5 -- "Increased my
job satisfaction
employees"
means
Myth #6 -- "I can'tincreased
comprehendjob
performance"
employee
motivation -- it's a
science"
CONCLUSION
Thank
you……