Impact of Motivation on Work Performance
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Transcript of Impact of Motivation on Work Performance
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8/3/2019 Impact of Motivation on Work Performance
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Impact of Motivation on
Work PerformanceBy:
Shumailla Noureen
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"Management is nothing
more than motivating
other people.
--Lee Iacocca
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Motivation
Refers to the initiation, direction,intensity and persistence ofbehavior
Having the encouragement todo something
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Types of Motivation
Achievement Motivation
Affiliation Motivation
Competence Motivation
Power Motivation
Attitude Motivation
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Achievement Motivation
Drive to pursue and attaingoals
To achieve objectives and
advance up on the ladder ofsuccess
Important for its own sake and
not for the rewards Similar to Kaizen approach of
Japanese Management
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Affiliation Motivation
Drive to relate to people on a
social basis
Perform work better
Complimented for favorableattitudes and cooperation
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Competence Motivation
Drive to be good at something
To perform at high quality
People seek job mastery Take pride in developing &
using their problem solving skills
Strive to be creative Learn from experiences
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Power Motivation
Drive to influence people and
change situations
People wish to create an impacton their organization and arewilling to take risk to do so
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Attitude Motivation
Is how people think and feel
Self confidence
Belief in themselves Attitude to life
How they feel about future
How they react to past
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"The whole idea of motivation is atrap. Forget motivation. Just do it.
Exercise, lose weight, test yourblood sugar, or whatever.
Do it without motivation. And then,
guess what? After you start doing the thing, that's
when the motivation comes andmakes it easy for you to keep ondoing it."
--John Maxwell
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The Research
A number of researches havebeen conducted on Impact of
Motivation on work
performance, the one we aregoing to consult is Researchand Best Practices conducted
by International Society ofPerformance Improvement
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Key Findings
Incentive programs
Improve performance
Engage participants Attract quality employees
Long-term programs out perform
short-term programs Executives & employees value
incentive programs
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Incentive Programs Improve
Performance
With awards in the form ofmoney or tangible awardsincrease performance by 22%
Team incentives can increaseperformance by 44%
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Incentive Programs Engage
Participants
Increase interest in work
For completing a task, 15%increase
Asked to persist toward a goal,27% increase
Encourage to thinking smarter,26% increase
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Incentive Programs Attract
Quality Employees
Organizations that offer properlystructured incentive programscan attract and retain higherquality workers than otherorganizations
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Long-term programsoutperform shot-term programs
Incentive programs that run for ayear or more produce 44%increase
Programs running 6 months orshow 30% increase
Programs of a week or less yield20 % boost
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Executives and Employees
Value Incentive Programs
Both employees and managershighly value incentive programs
98% individuals complain abouttheir implementation
A programs success and return
on investment obviously dependson how well its operated
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"People often say that
motivation doesn't last.
Well, neither doesbathing -- that's why werecommend it daily."
--Zig Ziglar
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Conditions for Success
Current performance is inadequate The cause of the inadequate
performance is related to deficienciesin the motivation
The desired performance type andlevel can be quantified
The goal is challenging but achievable
The focus on promoting a particular
behavior does not conflict with oroverride every day organizationalgoals
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Thank
You!