Professional Documents
Culture Documents
Motivating Employees: Theory and Applications
Motivating Employees: Theory and Applications
Employees
Theory and
applications
The Power of a Smile
What is motivation?
MOTIVATION = Value of outcome x expectation of
achieving it
Achievement
Responsibility Have volunteer programs and other
Recognition programs that enable employees to
showcase their responsibility towards each
Feedback other and the society at large.
Learning and growth
WHAT MOTIVATES PEOPLE
Achievement
Responsibility
Recognition Recognize winners through awards like
Service Quality Awards, Best Operations
Feedback Awards, Best Trainer Awards, etc.
Learning and growth
WHAT MOTIVATES PEOPLE
Achievement
Responsibility
Recognition Follow a system of feedback and
Feedback
performance appraisal i.e the 360 o system
Learning and growth
in which both the boss and subordinate
participate.
WHAT MOTIVATES PEOPLE
Achievement
Responsibility
Recognition
Feedback
Give a lot of importance to training and
Learning and growth 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
But what happens when there is
not enough motivation among the
employees?
LESS or NO MOTIVATION =
DEMOTIVATION
WHY PEOPLE LEAVE
Self
actualization
(Confidence,
achievements,
freedom)
Self esteem
(fame, recognition,
reputation, dignity)
Love and belonging
(children, friends,
partners)
Safety needs
(shelter, job security,
retirement plan, insurance)
Physiological needs
(air, water, food, rest, exercise,etc)
MCGREGORS XY THEORY
MCCLELLANDS MOTIVATIONAL NEEDS THEORY
Focus upon:
Out-performing others
Performing against internal standards of excellence
Achieving unique or innovative accomplishments
Long-range career planning
If you scored highest in Achievement:
You place importance on doing things better, faster or
in new ways
You want to use time well and get frustrated by time-
wasting
You can see organizational politics as a waste of time
Given the choice of doing something yourself or
delegating, you would probably choose to do it
yourself
MCCLELLANDS: AFFILIATION
Focus upon:
Being liked, accepted and popular
Concern about separation or disruption of relationships
Seeing group tasks as primarily social activities
Personal
Values
Job Requirement
Job
Requirement
Personal Values
JOB TENSION
PERSONAL VALUES
High in Imp Low in Imp.
Important to you Not important to you
+ +
Necessary in your Necessary in your
JOB REQUIREMENTS
High
job job
= =
No Tension Tension
Important to you Not important to you
+ +
Not necessary in Not necessary
Low
Tension No Tension
DEALING WITH TENSION
Positive reinforcement
Effective discipline
Treating people fairly
Satisfying employees needs
Setting work related goals
Restructuring jobs
Base rewards on job performance
EXECUTIVE COMPENSATION
Long-term incentives
Employee benefits
Perks
EMPLOYEE ENGAGEMENT
X
What it is not What it is
Praise Partnering
Merchandise Involvement
Money Respect
Pat on the back Individualism
EMPLOYEE ENGAGEMENT