DEVELOP A MOTIVATIONAL

STRATEGY TO OPTIMIZE
ORGANIZATIONAL
PERFORMANCE
By: Ibrahim
Submitted to: sir Tanzeel
 THEORIES OF MOTIVATION

• The study of what motivates a person to work toward a specific goal or aim is known as
motivation theory. It affects everyone in society, but it is especially significant in business and
management. Employees who are driven are more productive, and productive employees are
more profitable., it's a win-win situation. Indeed, research has shown that happy, engaged staff
can increase productivity by up to 12%.
 MASLOW THEORY OF MOTIVATION

• Maslow defined motivation as an individual's attempt to meet five basic needs: Physiological,
safety, social, esteem, and self-actualization are all important. These criteria, according to
Maslow, may generate internal forces that impact a person's behaviour. Physiological necessities
• Specifications for safety
• Social requirements,
• Self-esteem is critical
• .Self-actualization is required.
 HERZBERG THEORY OF MOTIVATION

• Employee satisfaction, according to Frederick Herzberg, is influenced by

two factors: "hygiene" barriers and motivators. He says that once the
housekeeping issues have been addressed, the motivators will boost
employee satisfaction. Applying theory to practice
• Apply Herzbergs Theory
 MCCLELLAND THEORY OF MOTIVATION

• According to McClelland's Human Motivation Theory, each person

is motivated by one of three basic motivators: the desire for
achievement, affiliation, or power. These motivators do not come
naturally to us; rather, they are acquired as a result of our culture and
life experiences.
• Step 1: Identify Drivers Using the Theory
• Step 2: Plan Your Approach
 EXPECTANCY THEORY OF MOTIVATION

• According to the Expectancy hypothesis, employee

motivation is regulated by how much an individual seeks a
reward (Valence), the likelihood that the effort will result in
expected performance (Expectancy), and the belief that the
performance will result in reward (Belief) (Instrumentality)
• .Implications of Expectancy Theory
 EQUITY THEORY

• The idea underlying equity theory is that individuals are motivated by fairness. Simply
expressed, equity theory suggests that if a person detects an injustice between themselves and a
peer, they will adjust their behaviours to make the situation more equitable in their perspective.
As an example of equity theory, if an employee realises that a colleague doing the same job as
them is making more money, they may decide to work less. which, in their opinion, results in
justice.
 GOAL THEORY

• Goal-setting, according to this viewpoint, is integrally linked to task execution It claims that
setting specific and difficult goals, as well as receiving adequate feedback, leads to increased and
improved task performance. Theory of goal-setting includes the following scenarios
• :Self-efficiency
• -Goal dedication
 APPLICATION OF GOAL THEORY

• 1.Determine the goal's goal.

• 2. Following the meeting with the employee, develop a strategy utilising the SMART technique.
• 3. Ensure that the employee has everything needed to complete the assignment
• .4. Frequently provide feedback
 IMPACT OF MOTIVATION ON
ORGANIZATIONAL PERFORMANCE
• Motivation aids employees' goal-directed behaviour . Employees' faith in the organisation grows
as a result of the incentive. Employees who feel valued work more enthusiastically, which leads
to increased productivity and loyalty. A motivated employee is often known as a productive
employee. As a result, organisational management must devote extra attention to ensuring that
personnel are always motivated. Successful management guarantees that the organisation
performs well.
 IMPROVED JOB SATISFACTION
• 12 ways to improve job satisfaction
• Maintain a reasonable level of anticipation.
• Recognize and reward hard work.
• Consider the long term.
• Communicate
• Concern for the well-being of staff
• Make learning opportunities available.
• On a frequent basis, feedback should be offered.
• Continuously evaluate participation.
• Don't place too much value on advantages.
• Workplace relationships should be nurtured.
• Make a clear career path for your personnel.
 IMPROVED PERFORMANCE AND
PRODUCTIVITY
• Ways to improve work performance
1. Determine Appropriate Expectations
• 2. Set goals and milestones.
• 3. Set priorities, organise, and plan
• 4. Limit Distractions as Much as Possible
• 5. Nothing should be left to chance.
• 6th. Effective Communication
• 7. Identify and Address Weaknesses
• 8. Encourage the recruitment of new talent.
 FINANCIAL STRATEGIES TO REWARD
PERFORMANCE
• Profit sharing
• Bonuses
• Co-partnerships
• Incentives for wages
• Salary increases
• Fringe benefits and retirement
 NON FINANCIAL STRATEGIES TO REWARD
PERFORMANCE
• 1. Send a public thank you note;
• 2. write a handwritten note;
• 3. allow time off.
• 4. Give out tiny gifts
• 5. Reimburse travel charges
• 6. Offer chair massages.
• 7. Write about your company's top employees on your blog or newsletter.
• 8. Plan a company-wide activity.
• 9. Give them an unusual and intriguing prize.
 STRATEGIES TO IMPROVE POOR
PERFORMANCE
• Examine performance indicators.
• Communicate slowly and deliberately.
• Maintain a goal-oriented mindset.
• .Maintain a reasonable level of anticipation.
• Encourage your customers to provide feedback.
• Provide incentives
• Create and train your workforce.
• Internal promotion
 BIBLIOGRAPHY

• https://www.breathehr.com/en-gb/blog/topic/employee-engagement/what-are-motivation-theories
#:~:text=Motivation%20theory%20is%20the%20study,productive%20employee%20is%20more
%20profitable
.
• https://www.managementstudyguide.com/goal-setting-theory-motivation.htm
• https://officevibe.com/blog/how-to-improve-job-satisfaction
• https://www.apty.io/blog/improve-work-performance