Professional Documents
Culture Documents
Unit II –Motivation
Dr.S.Madhivanan
Motivation
Motivation
Identifies needs
Searches for ways to satisfy needs
Engages in goal directed behaviour
Performs
Receives either awards or punishment
Reassesses need deficiency
Needs
Job satisfaction
Performance
Turnover
Customer service
Dishonesty
Employee turn over
Rewards
Job design
Management by objective
Employee involvement programmes
Economic consideration
Performance appraisal
MBO
Clarity
Challenge
Commitment
Feedback
Task complexity
Benefits of goal-setting theory
Inputs
Outputs
Comparison
INPUTS
Salary
Bonus
Pension
Annual Holidays
Company travels
Recognition
Promotion
Performance appraisals
Flexibility
Significant achievements
Learning and Development
Comparison factors
Power Distance
Individualism
Uncertainty avoidance
Masculinity vs femininity
Long-term Orientation vs. Short-term
Orientation
Indulgence vs. restraint
Power distance
Power Distance
Demonstrate interest
Coach and support
Value individual and team contributions at a
broader level
Build a positive work environment
Be aware of your employees and their well-
being within the company
Empower your employees
Address employees' quality of life
Invest in career building
Groups
GROUPS
Number of members
Structure
Norms
Goals
Influence
Interaction
Number of members
Influence of individual
Informational influences
Comparative influences
Normative influences
Other influences
Influence on organization
Hierarchies and leaders
Group pressures
Leadership selection
Synergy
Influence of individual
Forming
Storming
Norming
Performing
Adjourning
Forming
Performance norms
Appearance norms
Arrangement norms
Resource allocation norms.
Development of group norms
Time taken
Belongingness
Need for consensus
Alternatives.
Group decision making process
Problem identification
Problem diagnosis
Solution generation
Solution evaluation
Framing a decision
Follow up action
Group decision making techniques
Interacting groups
Brainstorming
Nominal group technique
Electronic meeting
Interacting groups
Better thinking
Better risk handling
Better communication
Increases understanding
Increased number of solutions
Helps to increase the team’s potential
Higher commitment
Disadvantages
Hard to implement
Leadership problems
Virtual teams
Decreased costs
Accessibility with talent
better work-life balance
Disadvantages
Time consuming
Lack of team culture
Cross-functional teams
Diversity of perspectives
Organizational alignment.
Accountability
Diversity of abilities
Disadvantages
Forming
Storming
Norming
Performing
Features of effective team
Clarity of objectives
Informal norms
Involvement
Listening
Cultured opposition
Unanimous decision
Open communication
Clear work allotments and roles
External relations.
Control in team
Observing
Instructing
Helping
Inspecting
Reacting
Setting the example
Benefits of team building
Improves relationship
Enhances employees motivation
Boosts morale and eases problems
Facilitates exchange of ideas
Increases employee satisfaction
Reduces communication gaps
Limitations of team building
Inspiring
Problem solving ability
Emotional stability
Risk taking ability
Commitment towards organizational objectives
Intelligence
Prudence
Responsibility
focused
Leadership styles
Autocratic
Participative
Free rein
Autocratic
Participative
Traits theories
Behavioural theories
Situational theories
Trait theories of leadership
Intelligence
Physical features
Inner motivation drive
Maturity
Vision and foresight
Acceptance of responsibility
Open mind and adaptability
Self confidence
Human relations attitude
Fairness of objectivity
Ghiselli’s personal traits
Supervisory ability
Need for organizational achievement
Intelligence
Decisiveness
Self assurance
Initiative.
Behavioural style leadership