Motivation 3.0 presentation
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Transcript of Motivation 3.0 presentation
What is “Motivation?”
In a company, who is responsible for motivating
the employees?
Motivation 1.0
Motivation
Motivation 2.0
Motivation
Motivation
Workforce Landscape• Beliefs transferred from
Baby Boomers
• Expectations of Gen X & Millennials
• Flexible work hours
• Money not motivator
• Cause/purpose driven
3 Keys to Motivating
Autonomy Mastery Purpose
Satisfaction PointIt seems that once a person reaches a
level of satisfaction with their compensation package which includes
salary and benefits, that additional money is not a significant motivator. Nor are potential punishments or take-aways.
Intrinsic vs. Extrinsic
“enjoyment-based intrinsic motivation, namely how creative a person feels when working on the project, is the strongest
and most pervasive driver.”
Microsoft Encarta
Example:
MOTIVATION
AMBITION
ENERGY
VISION
INCENTIVE
INSPIRATION
INITIATIVEMETRICS
EVALUATION
ROLE FIT
OTHERS…
God’s Expectations…
Does the way employers treat employees matter to God?
God’s Expectations…
Colossians 4:1
Masters, provide your slaves with what is right and fair, because you know that you also have a Master
in heaven.
God’s Expectations…
Proverbs 1:1-3
2 for gaining wisdom and instruction; for understanding words of insight;3 for receiving instruction in prudent
behavior, doing what is right and just and fair;
God’s Expectations…
James 4:5
4 Look! The wages you failed to pay the workers who mowed your fields are crying
out against you. The cries of the harvesters have reached the ears of the
Lord Almighty.
God’s Expectations…
James 4:5
Proverbs 1:1-3
James 4:5
Colossians 3:17
Proverbs 22:16
Ephesians 6
2 Corinthians 5:10
Hiring: The 3 C’s of a good hire
CHEMISTRYCOMPETENCE
CHARACTER
1. CharacterExplore this area through:
• Pray for discernment
• Values discussion
• Check references
• Spousal dinner
CHARACTER
COMPETENCE
2. CompetenceExplore this area through:
• Personality assessments
• Interview questions centered around skills and past performance
• Trial workday with real-work simulations
• Problem solving scenarios requiring similar skills to role
CHEMISTRY
3. ChemistryExplore this area through:
• Interview to discover how the candidate has valued team unity in the past
• Personality assessment & compare results to supervisor’s
• Trial workday with co-worker observations
• Team peer interview
Win-Win Relationships
• Pursue what is good for both parties
• Necessary for long term relationships
• Without win-win, motivation is temporary
• Biblical principles align
Motivation
Employees: Expense or Investment?
• Your belief here will affect your behavior
• Which perspective would please God more?
• Which is likely to produce a better work environment?
• Scarcity vs. Abundance?
Career Path / Advancement
• Employees see opportunities for growth
• Leader’s responsible to clarify
Motivation
Vision Casting
• Your “guiding document” must connect daily activities to the desired outcomes
• Why) How) What
• “Vision is a picture of the future that produces passion within you.” -Bill Hybels
Level of Challenge
Level of Challenge
• People need the right alignment of challenge
• Create atmosphere of appropriate challenge
• Rhythms of recovery after challenge
Over Challenged
Appropriately Challenged
Under Challenged
It starts with YOU.
Unique Ability®
Source: Unique Ability, by Catherine Nomura and Julia Waller
Unique Ability
Excellent
Competent
Incompetent
SKILL
CHA
LLEN
GE
Motivation
Purpose
AutonomyMastery
Motivation 3.0
Whose responsibility is it?
Thank You.