2. Motivation

3. What Is Motivation?  MOTIVATION REFERS TO :  The direction of an individual's behavior; that is, what one chooses to do when several alternatives are available.  The strength and persistence of that behavior once a choice is made.

4. The Challenge  Discover what motivates people  Provide transforming environment  Ordinary (performance) to extraordinary  Secret is understanding what motivates  Have to do vs. Choose to do

5. What Is the Secret to Motivating Your Employees?

6. Definition of Motivation  MOTIVATION is the inner force which stirs people from their lethargic attitude into dynamic action.  From a psychology point of view, motivation is the needs and goals within a person which combine with the environment to determine behavior.

7. FACTORS AFFECTING MOTIVATION  Work environment is influenced by a number of factors :  THE SUPERVISOR  THE INDIVIDUAL  THE JOB  THE WORK SITUATION

8. SUPERVISOR ROLE  What employees need from their job.  What are employee abilities and limitations.  Balance company objectives with creating a climate to satisfy employee needs.

9. THEORIES OF MOTIVATION  Motivation theories are divided into the two groups:  CONTENT THEORIES emphasizing specific factors that motivate individuals.  PROCESS THEORIES focusing on the dynamics of motivation, from the initial behavior, to alternatives, to results.

10. CONTENT THEORIES  The Hierarchy Of Need - Maslow  Two Factor Theory (Motivation - Hygiene) Herzberg  McGregor's Theory X and Y

11. Maslow’s HIERARCHY OF NEEDS  A.H. Maslow believed individuals fulfilled needs in ascending order from the first level to the fifth (highest) level needs.  The Hierarchy of Needs from bottom to top are  Self-Actualization  Ego/esteem  Social/belonging  Safety/security  Physiological/biological

12. Maslow's Hierarchy of Needs Needs Example 1.Self- 1. Achievement Opportunity Fulfillment 2. Encourage creativity 2. Ego 1. Promotions - Job Title 2. Praise - Recognition 3. Social 1. Encourage employee interaction 2. Develop professional friendships 4. Security 1. Medical, Pension 2. Job security 5. Physical 1. Salary 2. Work conditions

13. Two Factor Theory (Motivation and Hygiene) Frederick Herzberg classified factors influencing behavior in two categories:  Motivational factors, such as achievement and responsibility are related to the job itself. True motivation comes from within employees.  Maintenance/hygiene factors are external. They include company policy, work conditions and interpersonal relations. Maintenance factors decrease motivation if not satisfied.

14. Comparison between Maslow Herzberg Needs Self-Actualization MotivationCreative Work Ego/esteem Motivation Responsibility Ego/esteem Maintenance Recognition Social/belongingMaintenanceRelationships Safety/securityMaintenanceJob Security PhysiologicalMaintenanceSalary

15. MCGREGOR'S THEORY X AND THEORY Y  THEORY X states a typical person dislikes work and must be coerced, controlled and threatened with punishment to achieve organization objectives.  THEORY Y states people enjoy work as naturally as they enjoy play, if they are motivated to achieve a goal. The average person not only accepts but seeks responsibility.

16. PROCESS THEORIES OF MOTIVATION  Skinner's Operant Conditioning Theory  Vroom's Expectancy Theory  Equity Theory

17. SKINNER'S OPERANT CONDITIONING  Environmental conditioning controls individual (operant) behavior. The operant will respond to a pleasant experience. The operant will repeat the desired behavior which brings pleasure.  Rules for motivating with Operant Conditioning:  Avoid punishment as primary means of motivation.  Reinforce desired and avoid undesired behavior.  Determine the response level of each individual.

18. VROOM'S EXPECTANCY THEORY  MOTIVATION DEPENDS UPON AN INDIVIDUAL’S GOAL AND PERCEPTION OF PERFORMANCE TO ATTAIN THAT GOAL.  Human beings are viewed as thinking individuals who reason and make conscious behavioral choices.

19. EQUITY THEORY  An individual's motivation, performance, and satisfaction depend on the individual's evaluation of the equity or fairness in distributing rewards and penalties to members of the organization.  Most discussion on equity theory centers on money.

20. REQUISITES OF A SOUND MOTIVATION SYSTEM  PRODUCTIVE - achieve company goals  COMPETITIVE - productivity gains exceed costs  COMPREHENSIVE - cover the people at all levels  FLEXIBLE - adjust with changing situation  Individual difference among people must be recognized

21. Successful Businesses:  Building motivation-continuous effort  Engage Abilities,Talents, Potential  Increases Employee Commitment  Provide Motivating Environments

22. Motivational Environment  Managers can’t sit behind desks  Assess organizations  Discover ways to motivate  Build Trust  Streamline Rules, Policies

23. Conclusion  Know the people you lead  Win their hearts & minds  Result for You-  Vitality & Energy  Make business productive & competitive  Instill PRIDE

24. P rovide for Needs Remove irritants, provide necessary tools

25. R ecognize Everybody

26. I nvolve Everybody

27. D evelop Skills & Potential

28. E valuate Continuously

29. Secret to Motivation = PRIDE P rovide for needs R ecognition I nvolve Everybody D evelop skills & potential E valuate continuously