Motivating Employees

Group Members

Contents

• Motivational Strategies• Incentive Schemes• Job Enrichment• Employee Empowerment• Job Satisfaction• Morale

Motivation

• ‘Motivation’ is derived from the word ‘motive’.• It is the driving force within individuals that

propels them into action.• Types of Motivation

o Positive Vs Negative Motivationo Rational Vs Emotional Motivationo Intrinsic Vs Extrinsic Motivationo Financial Vs Non-Financial Motivation

Motivational Strategies

• Among the most popular motivational strategies today are as follows:

Motivational Strategies

Employee Empowerment

Job EnrichmentIncentive Schemes

Other Motivational Strategies

• Positive reinforcement

• Effective discipline

• Treating people fairly

• Satisfying employees needs

• Setting work related goals

• Base rewards on job performance

Incentive Schemes

• “An incentive scheme is a plan or programmes to motivate individual for good performance. An incentive is most frequently built on monetary rewards, but may also include a variety of non-monetary rewards or prizes”(Burrack and Smith)

Types of Incentives

1. Financial Incentives:i. Individual Incentivesii. Group Incentivesiii. Enterprise Incentives

2. Non- Financial Incentives:1. Job Security2. Recognition3. Better Designation4. Job Rotation

Advantages

• Motivation to workers• Increase in productivity• Attractive Proposition for Management• Increase in Earnings of Employees

Disadvantages

• Increased Expenses• Lead to Higher Labour Cost• Feeling of Jealousy among workers• Danger of Accidents

Job Enrichment

• Job enrichment was first coined by Herzberg.• It is a motivational technique which

emphasizes the need for challenging and interesting work

• Job enrichment involves providing an employee with more responsibility for a job and challenges the individual’s skills at work.

Advantages of Job Enrichment

• The importance or merits or advantages of job enrichment are:-

Job enrichment is useful to both the workers and the organization.

The worker gets achievement, recognition and self-actualization.

The worker gets a sense of belonging to the organization.

The worker finds the job meaningful.

Job enrichment reduces absenteeism, labour-turnover and grievances.

It motivates the workers to give best performance.

Limitations Of Job Enrichment

The shortcomings or demerits or limitations of job enrichment are:-

In many cases, job enrichment does not give the expected results.

It makes many changes in the job. So many workers oppose it.

It has limited use for highly skilled managers and professionals.

The consent of workers is not taken before implementing job enrichment.

Managers force the workers to accept job enrichment, which is not

good.

Employee Empowerment

• “Empowerment is the process of sharing power with employees”(Bateman & Snell)

• “Empowerment is any process that provides greater autonomy through the sharing of relevant information and the provision of control over factors affecting job performance”(Newstrom & Davis)

Process Of Employee EmpowermentDetermining the Goals

Orienting the employees

Transferring Authority

Assigning Responsibility

Ensuring Accountability

Maintaining Communication

Following-Up & Feedback

Strategies of Employee Empowerment

• Delegating Authority• Expanding Skills• Employee Input• Cross-Training• Open-Door Policy• Team-Building• Communication

Job Satisfaction

• “Job Satisfaction is an employee’s judgement of how well his job has satisfied his various needs”(Smith)

• Motivation of employees is influenced by job satisfaction.

• Generally, motivated employees are more satisfied and involved in their work.

Job satisfaction is an attitude rather than a behavior. In addition to attitudes about a job as a whole, people can have attitudes about various aspects of their jobs, such as the kind of work, pay, relationship with their supervisor, the quality of the physical environment in which they work, degree of fulfillment in their work, etc.

Job Satisfaction is an emotional response to a job situation. It determined by how well outcomes meet or exceed expectations. Job Satisfaction represents several related attitudes.

Determinants of Job Satisfaction

Individual factors• Level of Education• Age• Other factors

Nature Of Job• Occupational level• Job Content

Situational Variables• Working Conditions• Opportunity For

Promotion• Work group

Impact Of Job Satisfaction

Quality, Service &

Value

Customer Satisfaction

Productivity & Growth

Employee Satisfaction

Morale

• Morale is the degree of enthusiasm and willingness with which individual workers of a group set out to perform the assigned work with zeal and sincerity, resulting in good team-work.

Types of Morale

1. High Morale: Basic sense of satisfaction with oneselfAdvantages:i. Willing cooperation towards objectives of the organizationii. Loyalty to the organization and its leadershipiii. Good Leadershipiv. Sound superior subordinate relationsv. High degree of employee’s interest in their job and

organization.vi. Reduction in grievancevii. Team buildingviii. Employee empowerment

• Low Morale: Indicates presence of mental unrest.

• Low Morale exists when doubt and suspicion are common and when individuals are depressed and discouraged.

• Adverse consequences are:i. High absenteeismii. Decreased qualityiii. Decreased productivityiv. Excessive complaintsv. Frustration among workersvi. Lack of discipline

Importance of Morale

• Boosts Motivation• Maintains a Good Organizational Atmosphere• Enhances Productivity• Provides Total Satisfaction• Retains Employees

How to Strengthen Morale??

• Give Employees more Control• Open the lines of Communication• Express Gratitude and Reward Employees• Design a welcoming Workspace• Clarify Expectations• Provide a Suggestion Box• Respect Employees