8.motivating employees
DESCRIPTION
how are employees motivatedTRANSCRIPT
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Definition
Motivation – That which energises,
directs and sustains human
behaviour
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In HRM
It refers to a person’s desire to do the best
possible job or to exert maximum effort
to assigned tasks
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Motivation theories1. Maslow’s Hierarchy of needs2. Fredrick Herzberg – Two factor
theory
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Two Factor theory - HerzbergFrederick Herzberg (1923-2000),
clinical psychologist and pioneer of 'job enrichment', is regarded as one of the great original thinkers in management and motivational theory. Frederick I Herzberg was born in Massachusetts on April 18, 1923
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Herzberg was the first to show that satisfaction and dissatisfaction at work nearly always arose from different factors, and were not simply opposing reactions to the same factors, as had always previously been (and still now by the unenlightened) believed.
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job satisfiers are the factors involved in doing the job
job dissatisfiers are the factors which define the job context.
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Job Satisfiers E.g. achievement,
recognition, responsibility, opportunity for advancement
Called motivators Lead to job satisfaction and
motivation If absent employees will not
be content with their work
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job dissatisfiers Also called hygiene or maintenance
factors Are external to the job – in work
environment E.g. salary, benefits, working
conditions, policies, relationships Their absence leads to
dissatisfaction or demotivation
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The theoryEmployees are unhappy if hygiene factors are poorly managed/not provided.
If hygiene factors are provided, employees will not be truly satisfied with their jobs or be motivated to perform to their full potential
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The theory The key to job satisfaction and
motivation is in the motivators. When these factors are present
employees become satisfied and motivated.
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Summary
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Conclusion
To motivate workers, management must provide some satisfiers(motivators)
1. Jobs should be designed to provide as many satisfiers as possible
2. Adjusting hygiene factors eg pay is not likely to sustain improvements in employee motivation in the long run unless changes are made in the work itself
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Criticism/Contribution of Herzberg theory
Hilderlith
This model has been criticized for making the assumption that satisfied workers are more productive than dissatisfied workers
Positively he is a pioneer in job design He illustrated the relationship between
intrinsic and extrinsic rewards Advocated that managers not count
solely on extrinsic rewards to motivate workers but focus on intrinsic rewards too.
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To what extent is money a motivator?
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to what extent is money a motivator?
It is a costly mistake to get lost in the false theory that more money equals happy employees.
Herzberg acknowledged the complexity of the salary issue (money, earnings, etc), and concluded that money is not a motivator in the way that the primary motivators are, such as achievement and recognition
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And Herzberg concluded about salary (i.e., money, earnings, etc):
"Viewed within the context of the sequences of events, salary as a factor belongs more in the group that defines the job situation and is primarily a dissatisfier."
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Many people argue nevertheless that money is a primary motivator. It seems to provide the carrot most girls want. Is the most obvious extrinsic motivator. A tangible way to make people feel valued.
Different people have different wants. Money doesn’t motivate everyone in the same way. (PRP?) Not for all
Money is a powerful force because it leads to the satisfaction of many needs.
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For most people money is not a motivator - despite what they might think and say.
For all people there are bigger more sustaining motivators than money. The Euphoria of money may die away but the hygiene factors loom long in people’s mind …..
People who work just for money may find their tasks less pleasurable and may not do them well
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Research from companies employing more
than 500 workers, and found many to be bored, lacking commitment and looking for a new job. Pay actually came fifth in the reasons people gave for leaving their jobs.
The main reasons were lack of stimulus jobs and no opportunity for advancement
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Life examples Lots of other evidence is found in
life, wherever you care to look. Consider what happens when
people win big lottery prize winners.
While many of course give up their 'daily grind' jobs, some do not. They wisely recognise that their work is part of their purpose and life-balance.
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Others who give up their jobs do so to buy or start and run their own businesses. They are pursuing their dream to achieve something special for them, whatever that might be. And whatever it means to them, the motivation is not to make money, otherwise why don't they just keep hold of what they've got?
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The people who are always the most unhappy are those who focus on spending their money. The lottery prize-winners who give up work and pursue material and lifestyle pleasures soon find that life becomes empty and meaningless.
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Money is certainly important, and a personal driver, if you lack enough for a decent civilized existence, but beyond this, money is not for the vast majority of people a sustainable motivator in itself.
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additional cash is not always the only answer and in many cases not even the best answer
One alternative to giving commissions or bonus dollars is to give gifts
The stimulation involved is long lasting
The gift itself will last as evidence of their achievements.
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Can Herzberg’s two factor theory be used to motivate employees today?
Compare and contrast Hezberg’s theory and Maslow’s theory of motivation.
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How to motivate employees in an organization.
Communicate Set expectations – let everyone
know what is expected of them. (A big problem today)
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Recognition/AttentionRecognition is appreciation for employee
achievement. Most managers don't give enough recognition because they don't get enough.
Applause is A form of recognition. Others?Look at the price. Recognition is free! On-the-Spot Praise – a prompt way of
recognition. Fresh (timing) Executive recognition – eg memo or e mail
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One-on-One Coaching.
Coaching is employee development
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Training
Training never endsWill also enhance performance
Schedule sessions based on TNA
Outside Seminars – are a stimulating break
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Career Path. what opportunities there are for growth Set career paths Promotion/recruitment from within sends
a positive message to every one that there are indeed further career opportunities within the organization
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Job Titles.
the self-esteem of people. How someone feels about the way they are perceived in the workforce is a critical component to overall attitude and morale.
Be creative with titlesPride enhances a positive attitude =
morale
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Good Work Environment.
In a survey employers value it 9/10 while employees 2/10
We are talking about cosmetics eg furniture, pictures, space, light, temperature etc
Others?
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Leadership Roles. Eg visitors guide Lead meetings Present at trainings Also helps to identify
promotable employees Give additional responsibility
to those who can handle it
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others Team work - Work as a team. Need to
connect to each other Social Gatherings – enhance team
spirit Casual dress days – Time off – reward them for goals
achieved with time off. Preferred to cash
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Never criticize employees – a major demotivator!