1. MOTIVATION

2. A Talk With The Director of A Research Institute
What has been the hardest job for you as a director?
How to convince people that by cooperating and committing to the organization, they benefit the most.
How did you do that?
Many things, but here the key:
Has clear vision and policies
Act as a role model – following the vision and policies
Try to be as transparent as possible

3. A Talk With The Country Manager of A Foreign Co.
What is the hardest job in managing the company?
Motivating people. Nowadays, everyone wants to start their own businesses. You cannot expect them to commit all their energy to the company. You have to find a common ground and respect their wishes.

4. WHEN TO MOTIVATE PEOPLE
Motivation: The combination of forces that lead
people to behave as they do
Performance = Ability * Motivation * Opportunity
- Do they have sufficient knowledge and skills to
perform the jobs?
- Do they have any opportunity?
- Are they motivated?
What forces people to do these things? E.g. toilet paper/ empty tray/ “not my job” transparency.
Think about a scientist:who spend 20 hours in his lab and doesn’t care about / dress/ meals/ girlfriend, who only cares about the experiment?
Think about three Honda’s managers in 1960s who slept in the floor with very little cash, trying to “sell something in the US market”
Think about yourself. Why you are here so early? Sleeping is more fun.

5. EXPECTANCY THEORY
A person will be motivated to exert extra effort on the job to the extent that the person believes:
increases in effort will produce increases in performance
increases in performance will be instrumental for obtaining certain job outcomes
outcomes associated with high job performance are highly valued (i.e., obtain good outcomes and avoid bad outcomes)

6. EXPECTANCY THEORY Outcome 1 Effort Performance Outcome 2 Outcome 3
Instrumental
- Identify valued outcomes
- Make outcomes contingent on high performance
- Remove obstacles to performance

7. INTRINSIC EXTRINSIC MOTIVATION
Intrinsic motivation: rewards naturally follow from doing the task, e.g., achievement, autonomy, responsibility, feedback, challenge
Extrinsic motivation: rewards are external to performing the task and are administered by someone else, e.g., wages, fringe benefits, promotions, recognition, praise

8. NEED THEORY - MASLOW’S HIERARCHY
Self-actualization
Esteem
Belonging
Safety
Physiological

9. How Would You Motivate Your Team Members?
Get to your project teams
Discuss how each of you like to be motivated
Agree on the general ways to motivate the team
You have 15 minutes

10. SUMMARY AND CONCLUSION
An organization with a highly motivated workforce has a competitive advantage
How to motivate employees appears simple at the surface, but becomes very complex as one attempts to apply basic concepts
Good managers understand how to design reward systems that help the organization achieve its strategic objectives

11. Microsoft story
Using motivation theories to explain what happen in Microsoft story