we complete your success motivating people. 2 we complete your success rules exit

We Complete Your Success

MOTIVATING PEOPLE

2We Complete Your Success

Rules

Exit


Content

1. What is motivation?2. Comprehend people’s behavior at work through

examining some theories of behavior.3. Make the work more interesting to the staff.4. Role of the manager in creating what motivate

the staff.


Objectives

1. Define motivation from a management point of view.

2. Describe influences on behaviour of people with whom you work.

3. Explain factors of job enrichment that make work more attractive.

4. Describe the team leader’s role in motivating his work-team.

5. Apply job enrichment techniques to motivate your work-team.


Definition

What is motivation?


Motivation

‘A conscious or unconscious driving force that arouses and directs action towards the achievement of a desired goal.’Longman English Dictionary

To motivate a person to do something you have to make them WANT to do it, NOT to OBLIGE them to do it.


Motivation


Motivation

What do you see?

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Values, attitudes and behavior

Values = things we see as important and desirable.

Attitude = beliefs, feelings, values and dispositions to act in certain ways

Behavior = an action that reflects an attitude controlled by value.


Some theories about human behavior

• Theory of Needs of Abraham Maslow.• Theory X and Theory Y of Douglas McGregor.• Theory of two Factors of Fredrick Herzberg.• Theory of Expectancy.• Hackman’s and Oldham’s viewpoints about the

fundamental characteristics of the work thatcreate an internal motivation.


Maslow’s Theory of Needs

PhysiologicalFoodAirWaterSleep

SafetySecurityStabilityPeace

SocialAcceptanceAffectionBelongingFriendship

EsteemAchievementConfidenceSelf-respectRecognition

Self-actualizationPersonaldevelopmentTotal self-fulfillment

Hierarchy of Needs


THEORY X• By nature people do

not like to work and will avoid doing it if possible.

• People should be offered rewards to work, and threatened with punishment if they don’t.

• People, like being controlled, and directed to avoid responsibility, have little ambition and desire security.

THEORY Y• People like to work under the

right conditions.• If committed to objectives,

people will direct and control, themselves rather than beingcontrolled from above.

• People will be committed tothe objective if getting enoughpersonal satisfaction fromwork.

• People will learn to accept and to seek responsibility, if the conditions are right.

• Skill and creativity are widely distributed and generally under utilized.

McGregor’s Theory X and Y


Herzberg’s Two Factor Theory

Factors causing job satisfaction are not the opposite of those that cause dissatisfaction.

Motivating Factors

Maintenance Factors&


Motivating factors cause job satisfaction


Maintenance factors

Cause job dissatisfaction but have no positive effect on motivation


Conclusion

Motivators factors are related to the work a person does.

Maintenance factors are related to the environment where work is carried.

The causes of satisfaction at work lie in the content of the job; the

causes of dissatisfaction lie in the working environment.


Theory of Expectancy

MotivationResults in

Effort

leads to improved

Performance


Motivation

Reward Effort

Performance

Motivation is a result of reward.

Reward is a result of performance.

Performance is a result of effort.

Effort is a result of motivation.

Motivation Effort Performance Reward Cycle


Theory of Expectancy

Reward

Motivation

Performance

Effort

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Hackman & Oldman Internal Motivation

Recognizes work significance

• Variety of skills• Task identity• Work Importance

High Internal work motivation

Experiences responsibility for work outcome

Autonomy

knows the result of his/her work

Feedback from Job

Final ResultWhat benefits worker gets

The essential job characteristics


Case study


Review, questions and answers


End of Day 1


Motivating People

Day 2


Review of Day 1


Job enrichment


Job rotation and enlargement

Moving employees from job to job

giving them opportunities to

perform a greater variety of tasks at the same level of

responsibility.

Expanding number of tasks performed usually at the same

level of responsibility.


Redesigning the work to provide the staff with:

• more variety and responsibility;• more opportunities for

development of skills;• more control over their present

work;• more work feedback

about the work they are doing.

Job enrichment


DO NOT motivate staff. They may increase the quantity of work but do not create opportunities for development

MOTIVATES employees as it often gives them the chance to gain experience and improve their skills hence gives them the opportunity to develop and advance inside the company.

Job enrichment


• Remove unnecessary controls, increase responsibility and autonomy.

• Clarify goals. • Provide feedback.• Provide opportunities for development of

skills and knowledge.

Job enrichment


Is job enrichment right for you team?


Look at jobs where:• job satisfaction is low;• maintenance factors are costly;• changes would not be expensive;• lack of motivation is affecting

performance.

Job enrichment


1. Resistance of change2. Poor diagnosis3. Lack of desire4. Demand for rewards5. Supervisors resistance

Problems affecting job enrichment


Whatever your title, you are a team leader if you run a team.

Motivating staffTeam leaders are among other things:

• Coaches

• Facilitators

• Empowerment agents

The role of team leaders


Set plans, organize, guide, leads members of his/her team in their effort to achieve the company’s set objectives to the best of their ability.

Responsibility of the team leader


1. Create the right kind of climate or atmosphere.2. Give rewards where they’re deserved.3. Promote the worth of the job.4. Keep the work team informed.5. Be fair in allocating work.6. Make work fun.7. Take account of the circumstances under which people have

to work.8. Give your team members scope for development 9. Avoid threats to security.10. Make the team’s targets and objectives clear.

What to do to motivate staff


To keep up morale and motivation:• seek information, and pass on as

clear a picture as possible;• counter cynicism with a positive

approach;• keep the team occupied with

meaningful work but do not overwhelm them with work;

• establish new mutually supportive relationship with members of the work team;

• acknowledge and discuss with remaining staff their possible feeling of guilt.

The team leader in difficult circumstances

Difficulties may be:• the company is being

reorganized or down-sized;

• colleagues being made redundant;

• uncertainty about the economic situation of the company;

• any other cause of uncertainty.


Action plan


Review, questions and answers


Contact details

SME MANAGEMENT SOLUTONS,IFC, World Bank Group,1st Floor Maersk House, 121 Louis Solomon

Close, off Ahmadu Bello Way, Victoria Island,Lagos, Nigeria. www.ifc.org Tel: +234 1 2799 400 Fax: +234 1 2793618-19

http://www.ifc.org/

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Goodbye And Thank You For Attending.

we complete your success motivating people. 2 we complete your success rules exit

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