A Report in Human Resource Management

“Managing People Motivation”

By: Rea R. Tiangson, Ph.D. Student

Republic of the PhilippinesVirgen Milagrosa University Foundation

Posadas Avenue, San Carlos City Pangasinan, 2420

1st Sem. S.Y. 2013-2014

Presented to: Dr. Jose Emmanuel Mandapat, Professor

How to manage people motivation?

Managing People Motivation

Human resources are the heart and soul of the organization. In order for the business to succeed, it is important that you should manage them effectively.

Where does globally competitive business success depend on?

Answer: In today’s globally

competitive business, success depends on the people to optimize the full utilization of their talents. It is not enough to attract and retain talented people; you should motivate them to use their talents.

What is the ultimate goal of employee

motivation ?

Answer: Keeping an

employee to work at full potential is the ultimate goal of employee motivation.

What does an employment contract carry?

Answer: The employment

contract carries with it a contract of mutual expectations.

The Mutual Expectations

Employers Employers expect

employees to:1.work hard, committed to values of the organization, 2.loyal and dependable, 3.keep the work standards set by the management, 4.observe the rules and regulations, and 5.provide output in terms of products or services that are of good quality.

Employees Employees expect that

they should be :1.rewarded well and equitably,2. treated fairly and humanely, 3. provided with opportunities for career development and promotion, 4.given work that suits their abilities, and 5.have a happy and safe working environment.

In a nutshell…

The employment contract provides a symbiotic relationship between employers and employees. Business in the means by which people make money to acquire their needs, and mangers today are the leaders who rise to make decisions and ensure the survival of the business. The success of the business is largely dependent upon the ability of managers to motivate workers to achieve the highest results. Managing people therefore is a must.

Definition of Motivation History of Motivation The Era of Industrial

Psychology Motivation Theory: Maslow’s

Hierarchy of Needs

What is motivation?

It is the internal condition that activates behavior and gives it direction; energizes and directs goal-oriented behavior.

What is the heart of motivation?

The Heart of Motivation

The heart of motivation is to give people what they really want most from work. The more you are able to provide what they want, the more you should expect what you really want, namely: productivity, quality, and service.

In a nutshell… Motivation helps explain why people do

the things they do. Understanding motivation is a major concern of all people managers. It can help shape the behavior of people in the organization. Motivating people is now more complex in light of Generation Y that dominates the workplace. They are more demanding, ambitious, assertive and career-oriented. It is more complex as each worker has different set of values and personal goals. Generally, motivated employees will work harder to accomplish organizational objectives.

History of Motivation

1.Carrot and stick

method

2.Psychology and well-being

of worker

Carrot and Stick Method

- Is the oldest technique used to motivate others.

- The name evolved from the stubbornness of donkeys that could only be moved by taunting them with a carrot. Early managers regularly offered economic “carrots” to entice people to work harder. This technique was passed on from generation to generation and was deeply rooted part of society for hundred years.

Disadvantageo This theory created the misconception

that money always motivated persons to work harder.

o Hence, the awakening field of psychology was looking for new ways to motivate people, and in a short time, managers would begin looking for psychologists for new methods of management.

Psychology and Well-being of Worker

In 1923, Elton Mayo made clear the inadequacy of the pure carrot-and-stick motivation that psychological theory began to trickle down. Performing an experiment in Philadelphia textile mill, Mayo concluded that the reason for the low productivity was the spinners had few opportunities to communicate with one another. Financial incentives failed to increase productivity. Mayo felt that the solution to this productivity problem was to change the atmosphere of the workplace.

Mayo’s Solution Two (2) ten-minute breaks for the spinners

produced immediate results. Morale improved and output increased tremendously. The spinner experiment confirmed Mayo’s belief that :

“It was important for managers to take into account the psychology and well-being of the worker.”

The Era of Industrial

Psychology

The Proponent Douglas McGregor –was on e of the few

Americans in the 1950’s who believed that workers actually cared about doing good work. He felt workers would be much more productive if management is smart enough to align jobs with worker needs.

The Era of Industrial Psychology

This new era of industrial psychology led to a sensitive understanding of people and their symbiotic relationship with organizations. The human resource framework is built on core assumptions that highlight this linkage:1. Organizations exist to serve human needs

rather than the reverse.2. People and organizations need each other. 3. When the fit between individual and

system is poor, one or both suffer.

4. A good fit benefits both. Individuals find meaningful and satisfying work and organizations get the talent and energy they need to succeed.

In a nutshell… People want to know:

“How will this place fulfill my needs?”Organization usually asks:

“How do we find and retain people with skills and attitudes needed to the work?”

Motivation Theory:Maslow’s

Hierarchy of Needs

Maslow’s Hierarchy of Needs Abraham Maslow’s hierarchy of needs

theory is one of the most widely discussed theories of motivation. It is often depicted as a pyramid consisting of the following five levels listed from the basic (lowest earliest) to most complex (highest, latest):

Physiological Safety Belongingness Esteem Self-actualization

Physiological Needs (food, breathing,sleep)

Are the literal requirements for human survival.

Physiological needs include:

Breathing Homeostasis Water sleep

Safety Needs (security of body, of employment)

These needs have to do with people’s yearning for a predictable, orderly world in which injustice and inconsistency are under control, the familiar frequent, the unfamiliar rare.

Safety and security needs include:

Personal security Financial security Health and well-being Safety net against accidents/illness and their

adverse impacts

Social Needs (friendship, family, and sexual intimacy

These involve emotionally-based relationships in general such as friendship and intimacy.

Human needs sense of belongingness and acceptance

Esteem (confidence, achievement, respect of/by

others) All humans need to

be respected, to have self-esteem and self-respect. Also known as belonging need, esteem presents the normal human desire to be accepted and valued by others.

Self-Actualization( morality, creativity, spontaneity)

The motivation to realize one’s own maximum potential and possibilities considered is considered to be the master motive or the only real motive, all other motives being in its various forms.

Have a motivated life.