Transcript of Motivation What Is Motivation? MOTIVATION REFERS TO : The direction of an individual's behavior;...
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- Motivation
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- 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.
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- 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
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- What Is the Secret to Motivating Your Employees?
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- 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.
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- FACTORS AFFECTING MOTIVATION Work environment is influenced by
a number of factors : THE SUPERVISOR THE INDIVIDUAL THE JOB THE
WORK SITUATION
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- 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.
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- 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.
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- CONTENT THEORIES The Hierarchy Of Need - Maslow Two Factor
Theory (Motivation - Hygiene) Herzberg McGregor's Theory X and
Y
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- Maslows 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
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- 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
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- 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.
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- Comparison between Maslow Herzberg Needs Self-Actualization
MotivationCreative Work Ego/esteem Motivation Responsibility
Ego/esteem Maintenance Recognition
Social/belongingMaintenanceRelationships
Safety/securityMaintenanceJob Security
PhysiologicalMaintenanceSalary
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- 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.
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- PROCESS THEORIES OF MOTIVATION Skinner's Operant Conditioning
Theory Vroom's Expectancy Theory Equity Theory
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- 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.
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- VROOM'S EXPECTANCY THEORY MOTIVATION DEPENDS UPON AN
INDIVIDUALS GOAL AND PERCEPTION OF PERFORMANCE TO ATTAIN THAT GOAL.
Human beings are viewed as thinking individuals who reason and make
conscious behavioral choices.
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- 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.
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- 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
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- Successful Businesses: Building motivation-continuous effort
Engage Abilities,Talents, Potential Increases Employee Commitment
Provide Motivating Environments
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- Motivational Environment Managers cant sit behind desks Assess
organizations Discover ways to motivate Build Trust Streamline
Rules, Policies
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- Conclusion Know the people you lead Win their hearts &
minds Result for You- Vitality & Energy Make business
productive & competitive Instill PRIDE
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- P rovide for Needs Remove irritants, provide necessary
tools
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- R ecognize Everybody
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- I nvolve Everybody
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- D evelop Skills & Potential
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- E valuate Continuously
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- Secret to Motivation = PRIDE P rovide for needs R ecognition I
nvolve Everybody D evelop skills & potential E valuate
continuously