Morale and

Motivation
Meet our protagonist
Hi!

Well call him The

Manager
2
The Manager works for a
Company

3
But there is a
problem
The workers arent
motivated
 The workers arent
motivated
Breaks
over!
 The workers arent
motivated

#%$#*!
The Manager needs to figure out how
to increase employee motivation

But how?
He tried to get the workers
excited!
Lets go!
He tried to get the workers
excited!
Get
motivate
d!
He put motivational quotes up
around the office.
He tried to instill fear!

Get
moving or
your fired!
He even tried to
entice them
Big
Bucks! I
got the
Big
Salary Bucks!
$$$
These fixes all worked for a
while
 Hmmmn

But none of them seemed to

work for long.
So what should Manager
do now??
To answer this question,
we need to understand
Why is motivation important
to an individual:
Achieve his personal goals.
Job satisfaction.
Self-development
Why is motivation important to
a business :
Workplace empowerment
Productivity
More adaptability and creativity.
Optimistic and challenging attitude at
work place.
THEORI
theories

ES

21
Hierarchy of Needs Theory
(Maslow)
Theory X and Theory Y
(Douglas McGregor)
Theory X Theory Y
Dislike work Like work
Lack ambition Ambitious and
seek
Avoid
responsibility.
responsibility
Capable of
making decisions
Contribute to
business growth
and change.
Two-Factor Theory
(Frederick Herzberg)
Hygiene Factors Motivation
Factors
Supervisors
Achievement
Working
Conditions Recognition
Interpersonal The Work Itself
Relations
Responsibility
Pay & Security
Advancement &
Company Policies Growth
& Administration

24
ERG Theory (Clayton
Alderfer)
 David McClellands Theory of
Needs
Need for
Power

Need for Need for

Achievement Affiliation
C OG N IT I V
THEORIE
E
S
27
Equity Theory ( J. Stacy
Adams )
Goal-Setting Theory (Edwin
Locke)
Provide direction to people in their work.
Clarify performance expectations.
Establish a frame of reference for
feedback.
Provides a foundation for behavioral self-
management.
Expectancy Theory ( J. Stacy
Adams )
31
Reinforcement Theory (B.F
Skinner )
How to motivate employees?
Flexible Work/Job schedules

Compressed work week

Flexible work hours (flextime)
Job Sharing
Telecommuting
Motivating Contingent Workers
Regularization/ permanency
Opportunity for training
Equity in compensation and benefits

Motivating Low-Skilled, Minimum-

Wage Employees
Employee recognition programs
Provision of sincere praise
 Motivati
on

Non-financial methods of
motivation
Job enlargement
Job rotation
Job enrichment
Team work and empowerment
Morale and Productivity
High Morale
High levels of
productivity
High returns to
stakeholders
Employee
loyalty

Low Morale
Absenteeism
Lack of
commitment
High turnover
So now The Manager knows the concept
of motivation and how to deal with his
employees
 Acquire,
Bond,
Challenge
and
Defend

And he realized there are drives that

impact employee motivation.
And that he needed to work on these
drives with his employees
The drive to Acquire is about
employees need to acquire stuff.
The drive to Acquire is about an
employees need to acquire stuff .

[ like money, things,

awards, prestige ]
$$
They are motivated to Acquire this
stuff.

$$
And theyll work hard to get it

$$
And theyll work hard to get it

$$
And theyll work hard to get itand keep
it.

$$
And theyll work hard to get itand keep
it.

$$
And theyll work hard to get itand keep
it.
Grrr!!!!

$$
 Utilize incentives
to drive
Bonus Check
performance
$$$ and create a
culture of
recognition and
reward
 Employees will
always compare
themselves to
others the drive
is never fully
satisfied

Bonus Check
$$$

The Manager also knows that the Acquire

drive is relative.
 Bonus Check
$$$

And you need to know what your

employees think.
 Find out who your
employees compare
themselves too
(this is not always
Bonus Check
$$$
obvious) and make
sure that your pay
and perks are
comparable

And you need to know what your

employees think.
And The Manager knows that the drive to
Acquire is about more than just money .

The drive to
Acquire is also
about prestige
Wendy is and status
NUMBER !
And The Manager knows that the drive to
Acquire is about more than just money .

Make sure
you give
credit and
promote your
Wendy is
employees NUMBER !

achievements
!
But employees also have a drive to Bond.
But employees also have a drive to Bond.

[ form positive social

relationships with co-
workers ]
Bonding is an innate drive that helps
employees feel part of a group.
These bonds will help instill loyalty and
engender positive emotions about the
company .
What a great
place to
work!
So The Manager now knows that he has
to foster bonding and create
opportunities for social interaction.

Be e
r
me s on
!
So The Manager now knows that he has
to foster bonding and create
opportunities for social interaction.

Be e
r
me s on
!
So The Manager now knows that he has
to foster bonding and create
opportunities for social interaction.

Be e
r
me s on
!
Which leads to the employees identifying
themselves as a team.

Be e
r
me s on
!
Which leads to the employees identifying
themselves as a team

Be e
r
me s on
!
Which leads to the employees identifying
themselves as a teamwith more
motivation.

Be e
r
me s on
!
 Teambuilding
should provide
opportunities
for greater
bonding and
trust building

The Manager knows that teambuilding

sessions are about more than fun
And should create a
shared experience
that helps build a
unique and positive
culture

The Manager knows that teambuilding

sessions are about more than fun
And that celebrations actually have a
business impact.

Happy
Birthday!
Now after all these motivation. His
employee/team became

SUPER HEROES!
Companies create teams of super heroes!
Who come to work motivated and engaged!
The Company
prospered
The Company
prospered
The Company
prospered
And The Manager got promoted!
And The Manager got promoted!
And The Manager got promoted!

Yeah!
Bye!
!