8/2/2019 Managment Presentation Motivation)

1/29

Presented To

Sir Usman Sadiq

Presented ByThe Motivators

Omer TallatAbrar Ahmad

Chaudhary AwaisAdil Aslam

8/2/2019 Managment Presentation Motivation)

2/29

What is Motivation

8/2/2019 Managment Presentation Motivation)

3/29

The motivation process

Unsatisfiedneed

Tension EffortSatisfied

needTension

reduction

IntensityDirection

Persistence

8/2/2019 Managment Presentation Motivation)

4/29

Motivation Process according to theory

8/2/2019 Managment Presentation Motivation)

5/29

Needs Theories

MASCLOWS THEORY HIERARCHY

OF NEEDS THEORY ERG Theory

HERZBERGS TWO FACTORY

THEORYAcquired need theory

8/2/2019 Managment Presentation Motivation)

6/29

MASLOWS THEORY HIERARCHY OF

NEEDS THEORY

Self Actualization Need

(Personal growth and fulfillment)

Esteem Need(Achievements, states, responsibility)

Belongingness Need(Family, affection, relationship ,work group)

Safety Need(protection, security , laws, limits)

Physiological Need(Basic life need: air, food, drink, shelter)

8/2/2019 Managment Presentation Motivation)

7/29

HERZBERGS TWO FACTORY

THEORYHygiene Factors Motivators

(job context) ( job contents)

Pay Achievements

Working Responsibility

Supervision Work itself

Company Policies Recognition

Fringe benefits Growth & Advancement

High Dissatisfaction Neutral Point High Satisfaction

Hygiene factors helpsto prevent

dissatisfactionMotivation helps to

promote satisfaction

8/2/2019 Managment Presentation Motivation)

8/29

ERG Theory: Needs includes various foam of material and

psychological desires such as food and water as will work related foams such as pay, firmbenefits and psychical working condition

ExistencesNeeds

Needs addressing our relation with significant with others such as families friendship groups,work group and professional group.

Relatednessneed

Need implying creativity and innovation along with desires to have a productivity impact onour surrounding

GrowthNeed

8/2/2019 Managment Presentation Motivation)

9/29

ERG Theory:

Principle starting of one level of needsof encourages concern with the nextlevel.

SatisfactionProgression

Principle

Its starts with that if we are

continually frustrated in our attemptsto satisfy a higher level need to wemay cases to be concern about thatneed

Frustration

RegressionPrinciple

8/2/2019 Managment Presentation Motivation)

10/29

ACQUIRED NEEDS THEORY Desires to accomplish challenges

tasks and to achieve a standard ofexcellences in ones work

Need ofAchievements

(nACH)

Desire to maintain warm, friendlyrelationship with others.

Needs of Affiliation

(nAff)

Desire to influences others andcontrol ones enivroment.

Needs of Power

(nPow)

8/2/2019 Managment Presentation Motivation)

11/29

Cognitive Theories of Motivations:

Cognitive theories attempting to isolates

thinking patterns we use in deciding

whether or not to behave in a certain way.

8/2/2019 Managment Presentation Motivation)

12/29

Types of Cognitive

Following are the Types of Cognitive:

Goal Setting theory

Equity theory

Expectancy theory

8/2/2019 Managment Presentation Motivation)

13/29

Goal Setting theory

According to this theory , before representingany big assignment or any major class project

presentations, employees are motivated byteachers by saying:

JUST DO YOUR BEST

8/2/2019 Managment Presentation Motivation)

14/29

Equity theory

In this theory we studied human behavior in whichpersons compare itself from others

8/2/2019 Managment Presentation Motivation)

15/29

Equity theory

Perceived ratio comparison Employees Assessments

Outcomes A < Outcomes BInputs A Input B

Inequity{under rewarded}

Outcomes A = Outcomes BInputs A Input B

Equity

Outcomes A > Outcomes BInputs A Input B

(Person A is the employee and person B isrelevant to other referent)

Inequity{over rewarded}

8/2/2019 Managment Presentation Motivation)

16/29

Expectancy theory

E P ValencesP O

Effort Performance

Outcomes: bonuspraise

8/2/2019 Managment Presentation Motivation)

17/29

Reinforcement Theory:

Assume a desired behavior is a function of itsconsequence is externally cost reinforced islikely to be repeated.

8/2/2019 Managment Presentation Motivation)

18/29

Job Design Theory

This theory is designed for motivating forindividuals. In this theory we need to look at the

way to motivating jobs in five ways:

Job Enlargement

Job enrichment

Job characteristic model Autonomy

Feed back

8/2/2019 Managment Presentation Motivation)

19/29

Current issues in motivation

Current studies of employees motivation areinfluenced by some significant work placeissues.

cross-culture challenges

Motivating unique groups of workers

Designing appropriate rewards program

8/2/2019 Managment Presentation Motivation)

20/29

1- cross cultural challenges

Motivational programs are most applicable incultures where individuals and quality of lifeare cultural characteristics

Uncertainty avoidance of some cultures invertsMaslow's needs hierarchyThe need for achievement (nAch) is lacking in

other culture

Collectivist cultures view rewards asentitlements to be distributed based onindividual needs, not individual performance.

8/2/2019 Managment Presentation Motivation)

21/29

Motivating unique groups of workers

Motivating a diverse workforce through flexibility

Men desire more autonomy than do women

Women desire learning opportunities, workschedules, and good interpersonal relationship

8/2/2019 Managment Presentation Motivation)

22/29

Motivating professionals

Characteristics of professionals

Strong and long term commitment to their

field of expertise.Have the need to regularly updates their

knowledge.

Loyalty is to their profession, not to theemployer.

8/2/2019 Managment Presentation Motivation)

23/29

Motivators for professionalsJob challengesOrganizational support of their work

Motivating contingent workersOpportunity to become a permanent employeeOpportunity for trainingEquity in compensation and benefits

8/2/2019 Managment Presentation Motivation)

24/29

Designing appropriate rewards

programOpen book managementInvolving employees in workplace decision by

opening up the financial statements of theemployees

Pay for performanceVariable compensation plans that reward

employees on the basis of their performance:Price rate, wage incentive, profit sharingAnd lump-sum bonuses

8/2/2019 Managment Presentation Motivation)

25/29

Stock option program

Using financial instruments ( in lieu ofmonetary compensation ) that give employees

the right to purchase shares of company stock ata set ( option ) price.

Option have value if the stock price rises above

the option price ; they become worthless if thestock price falls below the option price.

8/2/2019 Managment Presentation Motivation)

26/29

From Theory to Practice

Guidelines forMotivation Employees

8/2/2019 Managment Presentation Motivation)

27/29

Tips for Motivating Employees

Give more responsibilities whenappropriateMatch the subordinate with task.Remove the road blocks.Give positive Feedback.Give more responsibilities when

appropriate

8/2/2019 Managment Presentation Motivation)

28/29

Recognize individual differencesMatch people to jobs

Use goals

Ensure that goals are perceived as attainable

individualize rewards

Link rewards to performance

check the system for equity

Dont ignore moneyuse recognition

8/2/2019 Managment Presentation Motivation)

29/29