Motivation

R.Deepika

R.Dhivya

Niharika

Arun Daniel Raja

Motivation, Performance and Engagement

Minimum motivation to go to workReach high job levelsMotivation happens by

◦Money◦Financial rewards◦Opportunities

Motivation TechniquesProvide Meaningful and Challenging Work.Set Clear Targets and Expectations and Measure

Performance.Give Regular, Direct, Supportive Feedback.Design People's Roles So They Can Use Their

StrengthsEnable Input and Choice In How Work Gets

Done

Motivation Through Need Satisfaction

Specific needsAchievementPowerAffiliationRecognitionFeel proudRisk taking

Herzberg’s two factor theoryMotivation factor:

◦Achievement◦Responsibility◦Recognition

Hygiene Factor: ◦Working condition ◦Salary◦Job security

Kellogg's!“Fit for life” ProgramSummer hours programParental leavePart-time workingOn-site gym

Goal settingSpecific

◦Score century in upcoming match with Australia.

Difficult but realistic◦Double century in the next match.

Accepted by the person◦Accepted by batsman

Goal settingUsed to evaluate performance

◦Average runsLinked to feedback and reward

◦Man of the match, Man of the series, ◦Rs.1,00,000 cash prize

Set by individuals or groups◦Batsman, Team, Coach

Pygmalion Effect

Positive reinforcementAppropriate rewardsRewards match performanceGive rewards promptlyChange rewards periodicallyMake it public

Perks and benefits@ Google!!!

Onsite perks: Medical facility, Free breakfast, lunch and dinner.

27 days of paid off after 1 year of employment

Additional ClassesEducation: Up to 5 years break and

$1,50,000 in reimbursement

Expectancy TheoryIf I give maximum efforts,

Will it be recognized in my appraisal?

If I get good appraisal, will it lead to organizational reward?

If I am rewarded, will those attract me?

Motivation through financial incentives!

BonusProfit sharingESOP (Employee Stock

Ownership Program)◦Infosys gave 5 shares to each

employee

Thank you!!!