1. Nickels
Cover
Nickels
McHugh

2. Motivating Employees and Building Self-Managed Teams
Chapter
Motivating Employees and Building Self-Managed Teams 10
10-2

3. Intrinsic vs. Extrinsic Rewards
Extrinsic = Outside
Recognition
Praise
Intrinsic = Inside
Feeling of Job Well Done
Promotions
Pride
Salary
Increase
Sense of Achievement
Status
Gifts

4. Most Commonly Used Extrinsic Rewards
Source: Incentive Federation

5. Evolution of Human Relations Management Concepts
Scientific
Taylor
Gantt
Gilbreths
Behavioral
Mayo
Maslow
Herzberg
McGregor
Ouchi
Vroom

6. Maslow’s Hierarchy of Needs
Unsatisfied
Self-
Actualization
Esteem Needs
Social Needs
Satisfied
Safety Needs
Physiological Needs

7. Why Good Workers Leave
Source: USA Today-Snapshot, 10/16/00

8. Herzberg’s Theory
Figure 10.5 Comparison of Maslow and Herzberg

9. Job-Oriented Motivational Techniques
Job Enrichment/Redesign
Skill Variety
Task Identity/Significance
Autonomy
Feedback
Job Simplification
Job Enlargement
Job Rotation

10. McGregor’s Theories Theory X- Autocratic Dislike Work
Avoid Responsibility
Little Ambition
Force/Control/ Direct/Threaten
Motivated by Fear & Money
Theory Y- Democratic
Like Work
Naturally Works Toward Goals
Seeks Responsibility
Imaginative, Creative, Clever
Motivated by Empowerment

11. Personal Qualities Related to Job Motivation
Ability
Personal Needs
Frustration Tolerance
Self-Esteem
Outside Supports

12. Ouchi’s Theory Z Long-Term Employment Collective Decision-making
Individual Responsibility
Slow Evaluation/ Promotion
Specialized Career Path
Holistic Concern for Employees

13. Goal-Setting Theory (MBO)
Management By Objectives (1960s)
Employees Motivate Themselves
Help
Coach

14. Steps to Improve Performance
Determine Rewards Valued
Determine Standards
Ensure Standards are Attainable
Tie Rewards to Performance
Are Rewards Considered Adequate?

15. Employee-Oriented Motivational Techniques
Expectancy Theory
Equity Theory

16. Expectancy Theory: Employee Questions
Can I accomplish the task?
If I do accomplish the task, what is my reward?
Is the reward worth the effort?

17. How to Use Expectancy Theory
Determine rewards valued by employees.
Evaluate performance level you seek.
Make performance level attainable.
Make reward valuable to employee.

18. Teamwork & Open Communication
Self-Managed Teams = Open Communication
Identify Procedures
Apply Procedures
Change Not Easy
Employee Empowerment

19. Keys to Building Employee Trust
Start from a position of trust
Be consistent
Listen with an open mind & respect others’ opinions
Admit your mistakes
Give credit where credit is due
Source: Communication Solutions

20. Keys to Keeping Morale High
Keep Your Ear To The Ground
Talk Things Out
Know What Your People Value
Laugh And Your Staff Laughs With You
Get Everyone Involved

21. Warning Signs of Employee Stress
Drops in productivity
Chronic lateness
Absenteeism
Careless with details
Unable to work with others
Negative attitudes about work
Withdrawal from co-workers
Easily upset/angered

22. How Stressed Are You? Rate 1-5
Conditions at work are unpleasant or sometimes even unsafe.
I feel that my job is making me physically or emotionally sick.
I have too much work or too many unreasonable deadlines.
I can’t express my opinions or feelings about my job to my boss.
My work interferes with my family or personal life.
I have no control over my life at work.
My good performance goes unrecognized and unrewarded.
My talents are underutilized.

23. Work Trends for the 21st Century
Tinkering With Time
Role Blur
Two Places at Once
A Super-Class
Involved Working Dads
Grieving at Work
Source: Wall Street Journal, 12/29/99