Professional Documents
Culture Documents
GROUP MEMBERS
SHAMROZ KHAN
8186
ASHWIN RAO
8187
PUSHKAR KULKARNI
8188
HARSHADA MAHAJAN 8189
PRASAD MAHAKAL 8190
Definition
Motivation is defined
as,
“The processes that account
for an individual’s intensity,
direction, and persistence of
effort toward attaining a
Why Motivation?
People are inherently
lazy
To gain most out of the
employees
To drive employees
interest
How to Motivate Employees
Motivational Strategies.
HUM HAIN
RAHI PYAAR
KE…….(MOVIE)
M otivation E quation
Time
Contribute to Pay
Effort
organization Job Security
Education
efficiency, Benefits
Experience
effectiveness Vacation
Skills
and Autonomy
Knowledge
attain goals Responsibility
Work Behav.
Expectancy, Instrumentality, &
Valence
E xpectancy, I nstrumentality,
Expectancy
&V alence
is the perception that effort (input)
will result in a level of performance.
You will work hard if it leads to high performance.
You would be less willing to work hard if you knew
that the best you would get on a paper was a D
regardless of how hard you tried.
Instrumentality: Performance leads to outcomes.
Workers are only motivated if they think performance
leads to an outcome.
Managers should link performance to outcomes.
Valence: How desirable each outcome is to a
person.
Managers should determine the outcomes workers
want most.
MOTIVATIONAL
STRATEGIES
M otivational Factors
There are several factors that
motivate a person to work. The
motivational factors can be broadly
divided into two groups:
MONETARY FACTORS:
Incentives.
Salaries or wages.
AND
J OB ENRICHMENT
Definition
“Job empowerment
is the process of
enhancing feeling of
self-efficiency and a
sense of ‘owing’ a job”
W E
hat
mpowerment Is
Responsibility and-Ownership.
Working independently towards
common objectives.
Understanding “Why?” so that
guidelines can be applied.
Weighing the impact of
decisions on all affected
stakeholders.
Making more trade -offs, not
less.
An earned privilege. It is not a
WhatE mpowerment – Is
not
Throwing out the rule book.
Bypassing everyone who will
say “No”.
Doing the “Fun Parts” of
someone else’s job.
Freedom to unilaterally make
decisions that impact others.
Give Power
A‘expandable
“Power
way
is an
pie’…
power is not a zero-sum
commodity, requiring
that for others to have
more, the leader must
have less.”
“You have to give power
to
gain power.”
Definitio
Job nenrichment involves
adding more motivators to a job
to make it more rewarding. It
becomes enriched when it gives
job-holder more decision making,
planning and controlling powers.
Job Enrichment
This enlargement of the scope of a
job involves extra responsibilities and
challenges as well as extra activities/
workload.
* Direct feedback
* Client relationships
* New learning opportunities
* Control over scheduling
* Unique experiences
* Control over resources
* Direct communication with authority
* Personal accountability
INCENTIVES
Wage incentives include all the
plans that provide extra pay for
extra performance In addition to regular
wages for the job.
It implies monetary inducements offered to
employees to perform beyond acceptance
standards.
Individual Incentives
Measured Periodically
Types of Incentives Plans
The ILO classifies all the schemes of payment by results into foll
categories:
Halsey
Plan
Rowan
Conditions for Effective
Incentives Plans
Plan is clearly communicated
Plan is understood
Rewards are easy to calculate
Employees participate in administering
the plan
Employees believe they are being
treated fairly
Employees believe they can trust the
company and that they have security
PERSONNEL
TURNOVER
JOB SATISFACTION
EMPLOYEE MORALE
PERSONNEL TURNOVER
Factors causing
personnel turnover
Higher salary offer
Greater opportunity for advancement
Desire to enter a different field of work
Move out of region
New work location closer to home
Time demands of the job conflicting with
personal
times
Marriage, pregnancy and family patterns
To work in a smaller environment
Definition
Stress
Rumors
Negativity
Gossip
Lack of Incentive
Show interest in individuals
Promote pride in the company
Promote a "family" atmosphere
Show concern
Provide appropriate feedback
Create goals
Self-empower