Motivation And Job Satisfaction

International Church

of Christ, Nigeria

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MOTIVATION AND JOB

SATISFACTION


of Christ, Nigeria

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Emmanuel Emeh

Facilitator


of Christ, Nigeria

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Content- Characteristics Of Effective Team Members- Motivation: Definition- Theories And Proponents In The Study Of Motivation And Job Satisfaction- Herzberg And Maslow’s Research Findings- The Motivation Circle- Passion Revisited- Job Satisfaction- Whole Brain Thinking- Mentorship Model- Q&A

Characteristics of effective team members

• Team members

– Individual commitment

– Co-operation and support

– Sense of purpose and urgency

– Address disagreements constructively

– Willing to contribute specialist skills

– Ability to gain respect & enhance group’s reputation

– Wants the team to achieve its goals

- Effective teams need Effective Team Members International Church

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The challenge

How do you stimulate team members to give their very best at every given time?

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Answer…


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Motivation is…

…The overall subject of what drives us International Church

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Class Exercise : Identify their MotivationsAdam and Eve: Disobeyed God

Cain: Killed Abel

Residents of Babel: Built first high-rise

Abraham: followed without questioning

Jacob: Longest Apprentice

Joseph: Righteous even in a lawless land

Moses: Mission Mindset

Samson: Romance with the Enemy

Paul of Tarsus: Suffered for the Gospel keeper

Saul: The Kingdom is mine Mentality

David: The weeping King

Interactive Session

Share with the class about times when you had felt good/bad about

your Job


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Overview of Theories and

Proponents in the study of

Motivation & Job Satisfaction


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Top Nine Theories on Motivation


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Our Focus

Herzberg and Maslow Research

findings


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In-trin-sicInward , inwardly < intra- , within1 belonging to the real nature of a thing; not dependent on external circumstances; essential; inherent2 located within, or exclusively of, a part

Ex-trin-sicFrom without, outer, without1 Not really belonging to the thing with which it is connected; not inherent2 Being, coming, or acting from the outside;

Extrinsic refers to that which, coming from outside a thing, is not inherent in its real nature [ the extrinsic advantages of wealth]

Intrinsic & Extrinsic Factors


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POSITIVE Motivation towards a goal

NAGATIVE

Motivation away from something

“Write this retort and you get a bonus”

“I really want to write this report!”

“Write this retort or you get fired!”

“I really don’t want to write this report!”

4 Kinds of Motivation: Why we do the things we do

Introduction to The Hygiene TheoryDescription

• We have basic needs (hygiene needs) which, when not met, cause us to be dissatisfied. Meeting these needs does not make us satisfied - it merely prevents us from becoming dissatisfied.

• The 'hygiene' word is deliberately medical as it is an analogy of the need to do something that is necessary, but which does contribute towards making the patient well (it only stops them getting sick).


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There is a separate set of needs which, when resolved, do make us

satisfied.

These are called Motivators International Church

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In these studies employees where asked what pleased and displeased them about their work.

Herzberg found that the factors causing job satisfaction (and presumably motivation) were different from those causing job dissatisfaction.


The Research

He developed the motivation-hygiene theory to explain these results.He called the satisfiers motivators and the dissatisfiers hygiene factors, using the term "hygiene" in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction but that by themselves do not provide satisfaction.


• People were asked about times when they had felt good about their work. It was discovered that the key determinants of job satisfaction were Achievement, Recognition, Work itself, Responsibility and Advancement.

• We also found that key dissatisfies were Company policy and administration, Supervision, Salary, Interpersonal relationships and Working conditions.

The Research 2


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Self-Actualization

Pursue Inner Talent Creativity. Fulfillment

Self – Esteem / Ego StatusAchievement. Mastery.

Recognition. respect

Belonging. LoveFriends. Family. Spouse. lover

SafetySecurity. Stability. Freedom from Fear

Basic (physiological)Food. Water. Shelter. warmth

Hierarchy of Needs: Motivators and Hygiene TheoryFive needs system which account for most of our Behavior

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Motivators

Hygiene Factors (Dissatisfiers)

If the company resolved the

“DISSATISFIERS”, they would not create

SATISFACTION.

The Observation


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It is not Physical Strength

• You need to be paid on time each month so you can pay your bills.

• If you are not paid on time, you get really

unhappy.

• But when you get paid on time, you hardly notice it.

• Question: What factor is your salary?

Example 1


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•On the other hand, when your supervisor gives you a pat on the back, you feel good.

•You don't expect this every day and don't especially miss not having praise all of the time.

•Question: What factor is the pat on the back?

Example 2


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Using it• Give examples and differentiate between hygiene

needs and motivator needs.• Ensure you address motivator needs when

getting someone to do something.• Attacking hygiene needs may be effective when

trying to stop them doing something.

Defending• Beware of the person giving you what you really

need. Ask 'What's in it for them?' • Discuss the above statement

Again we ask:• What is your Motivation?

Interactive Session


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Top Factors Affecting Job Attitudes

Leading to Dissatisfaction Leading to Satisfaction

•Company policy•Supervision•Relationship w/Boss•Work conditions•Salary•Relationship w/Peers

• Achievement• Recognition• Work itself• Responsibility• Advancement• Growth

The theory argues that the opposite of satisfaction is not dissatisfaction, but rather, no satisfaction. Similarly, the opposite of

dissatisfaction is no dissatisfaction.

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The motivation cycle…

3. Success

4. Recognition 2.

Commitment

5. Motivation

Motivated teams perform well and work hard to achieve objectives, deliver and develop

Motivated teams perform well and work hard to achieve objectives, deliver and develop

Recognition of that success brings about motivation

Recognition of that success brings about motivation

Commitment and achieving the objectives brings positive result

Commitment and achieving the objectives brings positive result

Commitment begins when the team starts to give priority to the achievement of the objectives

Commitment begins when the team starts to give priority to the achievement of the objectives

Involvement starts when a group of individuals come together to share a common objective

Involvement starts when a group of individuals come together to share a common objective

1. Involvement

…points the way to developing high performance teams.WHERE ARE YOU OR THINK YOU ARE IN THIS CIRCLE?


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Class Exercise: What do you do best?

Passion – If people around you can’t feel it, then you probably don’t

have it.


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Flashback on Ilorin’s Class Exercise

PassionPassion

What are you Passionate about?


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‘I have no special talents. I am only

passionately curious.’ - Albert Einstein

Awards, Recognitions and Job Satisfaction

Awards, Recognitions and Job Satisfaction International Church

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EMOTIONALEMOTIONAL

Pictures

Wholes

Relationships

Synthesis

Simultaneous thinking

Tire free

CHARACTERCHARACTER

LOGICALLOGICAL

Words

Parts

Specifics

Analysis

Sequential thinking

Tire bound

COMPETENCECOMPETENCE

LEFTLEFTRIGHTRIGHT

Whole Brain Thinking


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Using Brain Biology To Balance Your Recognition Strategy

Using Brain Biology To Balance Your Recognition Strategy

RIGHT, LEFT AND WHOLE BRAIN THINKING


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•Research has shown that cash, gift certificates and lifestyle items are ineffective recognition vehicles. Biologically, they don’t work.

•If that is the case, why is it they will be the most often mentioned items when employees are asked “What would you like to receive for recognition”?

•The answer lies in Maslow’s research. Maslow showed that humans are driven by unfilled needs, not by unfilled wants. There is a difference in the two.

• Wants - Transient desires that provide only short-term gratification and temporary behavior change when filled.• Needs - Deep desires that provide long-term fulfillment and permanent attitude change when filled.

Avoiding “Left Brain” Thinking


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1. A 16 yr old boy inherits N300,000 from his grandmother. He wants to buy a car with it. What he needs to do is save it for his education.

2. I inherit N300,000 and love to fish. What I want is a boat. What I need to do is save it for retirement.

3. A 6yr old is given N100 in a grocery store. She wants to buy sweets. What she needs is more nutritious food, such as an apple.

•Employees may “want” cash, gift certificates or household goods if surveyed, but research shows they are poor vehicles for recognition.

Examples of conflicting wants and needs in our own lives


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We all need help in our Motivation to

give more


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Get A Boost!

Get and use Energy/Power Words

“If You Aren’t Fired With Enthusiasm, You Will Be Fired With Enthusiasm”


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• Everything begins with a thought…

• What you think determines who you are…

• Who you are determines what you do…

• What you do often, becomes a habit…

• Habits determine your lifestyle…

• Lifestyle determines your destiny…

• Your destiny determines your legacy.


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Motivation is a Journey, not a Destination

The Result...

Job Satisfaction!


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QUESTIONS?


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Motivation And Job Satisfaction

Spiritual

Transcript of Motivation And Job Satisfaction