Motivating Employees

M R Jhalawad

Motivating Employees 2

Management is a practice of consciously & continually shaping an organization Organization utilizes four resources:

For effective & efficient utilization of resources five managerial functions are performed:

Managers perform these activities to achieve organizational goals

Human Monetary Physical Information

Planning & Decision Making Organizing

Staffing Leading / Motivating Controlling

MANAGEMENT

Work Motivation 3

A person’s performance depend on three factors:

Ability Motivation Environment

Motivation can be understood as:

Set of process that determine behavioral

choices

Set of force that cause people to

behave in certain ways

PERFORMANCE

Work Motivation 4

“Willingness to exert high level of efforts towards org goals, conditioned by efforts ability to satisfy some individual needs.”

Stephen R Robbins

WHAT IS MOTIVATION

Key elements of definition:

NeedsOrg GoalsEfforts

Work Motivation 5

MOTIVATION PROCESSInner Drive, Needs, or Motives cause

Behavioral Action

Fulfill Goal

Bring Satisfaction

Provide Reinforcement

Motivating People 6

Physical

Security

Social

Esteem

Self-actualizationMaslow’s Need Hierarchy

Maslow has given aframework that explainsStrength of certain needs

There seems to be a hierarch into which human needs are arranged as shown in the figure

Motivating People 7

Identified two different sets of factors:Satisfaction or no

satisfactionDissatisfaction or no

dissatisfaction

Factors influencing satisfaction:• Called MOTIVATION factors

• Relate specifically to work content

Factors causing dissatisfaction:• Called HYGIENE factors• Relate to work environment

HERZBERG’S TWO-FACTOR THEORY

Motivating People 8

Achievement

Recognition

The work itself

Responsibility

Advancement

Supervisor

Working conditions

Interpersonal relations

Pay & security

Company policy

Motivation Factors Hygiene Factors

External Drivers of Motivation

Motivating Employees 9

Money

Teamwork

Security of job Bonus

Recognition

Promotion Workplace conditions

Friendly working

Environment

Reward / Punishment

Internal Drivers of Motivation

Motivating Employees 10

Growth The need to improve knowledge, skill & attitude

Security

Value

Ego

Social

The need to feel secure & provide security

The need to provide money or worth

The need to be seen to be a leader

The need to create time for doing what you really want to do

Present Level of Motivation

Motivating Employees 11

Before We Proceed Further Let Us Assess Motivation Level Of

The Organization

How to Examining Motivation Level of Dept People generate fresh solutions to the company's most

pressing problems. Teams collaborate to create innovative products & services

that revolutionise marketplace Employees enthusiastically give their energy, time &

dedication to the company People remain loyal to the organization even during tough

times Everyone feels stimulated by the challenges of his role Employees take pride in their work & feel accountable for

company's future.A workforce with these sterling qualities can vault a company

far ahead of its rivals0

Motivation More Important Than Ever Honest answers to such questions will reveal present

motivation level

In present business conditions, motivating people has become crucial

Through motivation managers help their employees generate excellent performance.

True motivation is complex & require artful blend of managerial skills

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Comprehensive Approach to Motivation This can be discussed in five parts:

1. Helping employees f ind meaning

2. Strengthening personal quali t ies

3. Fostering commitment beyond just the job

4. Retaining your top performers

5. Selecting r ight rewards, recognit ion, and incentives

14

Helping Employees Finding Meaning People believe that their work & efforts matter

Must have continual activities

View employees as customer

Foster a sense of mutual partnership

Managers must tailor their communication style & recognition systems based on what drive them to workplace.

Eight Career anchors have been identified in this

respect15

Career Anchors1. Technical / functional competence

2. Managerial competence

3. Autonomy

4. Security

5. Entrepreneurial creativity

6. Pure challenge

7. Sense of service

8. Ability to balance work life & private life 16

Strengthening Personal Qualities Motivated people demonstrate a set of distinctive

personal qualities

They are optimistic also while being realistic

They take pride in their work

Build relationship of trust

Take steps to avoid burnout

Manager may help in strengthening these qualities

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Trust Build it, earn it & re - establish when it is

broken Trust allow people to work more effectively Elements that may help in creating trust:

1. Develop your own capacity for trust first

2. Build trust behaviourally & incrementally

3. Tackle betrayal head-on

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Fostering Commitment Beyond Just the Job You can foster commitment beyond job by

clarifying company's objectives & goals

Ways of measuring progress towards goals

Challenging employees to identify opportunities to leverage existing knowledge

Ensuring that people know how all parts of organisation work together

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Fostering commitment beyond just the job When you motivate people to excel, their energy &

creativity ripple across entire organisation

Motivated employees make others to focus on possibilities rather than problems

They feel responsible for entire business processes, not just on their own tasks

They work to "unstick" knowledge - to transfer practices across units & functions

As a result company as a whole can benefit.20

How to Energise

Power & influence in today' companies have less

to do with employees' position and more to do with

their ability to energise others.

A research study by Baker & Andrew Parker was

able to measure the long noted influence that

energising relationship have on performance.

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What Distinguishes Energisers?Energisers do five things very well:

1. They create a compelling vision by focusing on possibilities rather than current or past problems

2. They help others feel fully engaged

3. Energisers are also learning from their colleagues

4. Energisers are goal oriented but flexible about how to get there

5. Energisers speak their mind, maintaining integrity between their words & actions

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Retaining Top Performers It is crucial to secure top performers loyalty to the company

by retaining them

Techniques for talent management are:

1. Aim for retention of top people & attrition of low performers

2. Enhance collaboration & cooperation among talented direct reports

3. Identify people for whom loyalty, community building and being part of something bigger matter a great deal

4. Match star performers to work that challenges them to develop their skills

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Retention Strategy Hire for retention - look beyond skills & experience to

individual values and attitude

Research what particular group of employees want - identify the "root cause" of turnover among specific group of employees.

Structure the company to allow choices - choices may be of two types - 1. Career path, 2. Facilities

Single out people for special programs - companies must find ways to know what employees want & need

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Nine Steps Toward Creating a Great Workplace Help people see the purpose of what they do Expect a lot But do not dictate the "How" Be really available Break the golden rule Get the world out in 24 hours or less Make sure people have what they need to do

their job Say: ‘I appreciate’ / ‘thank you’ Have fun

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How Good is Your Workplace

Job satisfaction is notoriously hard to measure.

A Gallup study of one million persons found

that satisfaction depend on how employees

answer just 12 questions, listed below in order

of importance.

To assess your workplace, ask people for their

responses:26

How good is your workplace1. Do I know what is expected of me at work?

2. Do I have materials & equipment I need to do my work right?

3. At work, do I have opportunity to do what I do best every day?

4. In the last seven days, have I received recognition or praise for good work?

5. Does my supervisor or someone else at work seem to care about me as a person?

6. Is there someone at work who encourages my development ?27

How good is your workplace?7. At work, do my opinions seem to count?

8. Does the mission of my company make me feel like my work is important?

9. Are my coworkers committed to doing quality work?

10. Do I have a best friend at work?

11. In the last six months, have I talked with someone about my progress?

12. At work, have I had opportunities to learn & grow?

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Selecting Right Rewards, Recognition, & Incentives

None can honestly say that financial incentives do not matter in professional lives.

But money alone is not enough to motivate people to excel on the job

Most effective incentive systems blend monetary with non-monetary forms of rewards.

Often it is non monetary types that prove most motivating

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Monetary Reward

In the compensation half of your incentives

equation, consider letting employees select from

a manure including cash, variable compensation

to achievement of performance targets

You shall give your people a direct line of sight

between their on the job accomplishments &

rewards they receive.30

How to Choose Right Mix of Rewards? Understand what employees most values:

‡ Praise

‡ Authority to do their work & make decisions

‡ Involving them in decisions

‡ Managerial support & involvement

‡ Asking employees their opinions‡ Support from managers when they have made a mistake

‡ Learning & development opportunities

‡ Manager availability & time 31

Motivating Employees 32

We have d iscussed what

mot ivates employees?

Let us now examine why mot iva t ion fa i l?

Where Managers Go Wrong in Managing? Fail to get know employees as people Fail to provide clear directions Fail to trust Fail to listen to & help employees to feel that their

opinions are valued Make decision & then ask people for their input Fail to react to problems & issues that will soon foster Trying to be friend with employees who report to you Fail to communicate effectively Not treating all people equal

33Motivating Employees

How to Destroy Motivation at Work Treat employees like children Make rules for many because of behavior of few Focus on mistakes & errors, no matter how

trivial they are in comparison with success Apply policies unfairly & inequitably Stomp on employee initiative & ideas Tell employees that they are empowered & then

review & retain veto power over small decisions

Motivating Employees 34

How to Destroy Motivation at Work In meetings, coaching sessions & performance

reviews in which manager does majority of talk Violate employees confidentiality by sharing

information inappropriately Measure aspects of work for employee review

that the employee cannot control Set unattainable goals & panelize employee for

not meeting them

Motivating Employees 35

Conclusion While what employees want from work is

situational, depending on the person, his needs & rewards that are meaningful to him, giving people what they want from work is really quite straight forward. People want: Control of their work inspires motivation To belong to the in-crowed creates motivation The opportunity for growth & development is

motivational Leadership is key in motivation

Motivating Employees 36

**Story of Appreciation**

One young academically excellent person went to apply for a managerial position in a big company.

He passed the first interview, the director did the last interview, made the last decision.

The director discovered from the CV that the youth's academic achievements were excellent all the way, from the secondary school until the postgraduate research, never had a year when he did not score.The director asked,"Did you obtain any scholarships in school?"the youth answered "none“.

The director asked, " Was it your father who paid for your school fees?"The youth answered,"My father passed away when I was one year old, it was my mother who paid for my school fees.The director asked, " Where did your mother work?"The youth answered, "My mother worked as clothes cleaner.The director requested the youth to show his hands.The youth showed a pair of hands that were smooth and perfect.

The director asked,  " Have you ever helped your mother wash the clothes before?"The youth answered,"Never, my mother always wanted me to study and read more books.Furthermore, my mother can wash clothes faster than me.The director said,"I have a request. When you go back today, go and clean your mother's hands, and then see me tomorrow morning.The youth felt that his chance of landing the job was high.

When he went back, he happily requested his mother to let him clean her hands.

His mother felt strange, happy but with mixed feelings, she showed her hands to the kid.

The youth cleaned his mother's hands slowly. His tear fell as he did that.

It was the first time he noticed that his mother's hands were so wrinkled, and there were so many bruises in her hands. Some bruises were so painful that his mother shivered when they were cleaned with water.

This was the first time the youth realized that it was this pair of hands that washed the clothes everyday to enable him to pay the school fee. The bruises in the mother's hands were the price that the mother had to pay for his graduation, academic excellence and his future.

After finishing the cleaning of his mother's hands, the youth quietly washed all the remaining clothes for his mother.

That night, mother and son talked for a very long time.

Next morning, the youth went to the director's office.

The Director noticed the tears in the youth's eyes, asked:" Can you tell me what have you done and learned yesterday in your house?"The youth answered, " I cleaned my mother's hand, and also finished cleaning all the remaining clothes'The Director asked,

Please tell me your feelings

The youth said, 

Number 1, I know now what is appreciation. Without my mother, there would not the successful me today. 

Number 2, by working together and helping my mother, only I now realize how difficult and tough it is to get something done. 

Number 3,I have come to appreciate the importance and value of family relationship.

The director said," This is what I am looking for to be my manager. I want to recruit a person who can appreciate the help of others, a person who knows the sufferings of others to get things done, and a person who would not put money as his only goal in life. You are hired.Later on, this young person worked very hard, and received the respect of his subordinates. Every employee worked diligently and as a team. The company's performance improved tremendously.

Motivating Employees 45

This presentation was prepared taking help from text books, general books & articles.

I am sorry, I have not taken note of authors’ names.

So, I am unable to quote them. This presentation is purely for

academic purpose.