A PRESENTATION ON HOW DO YOU MOTIVATE EMPLOYEE?

BY ANAND DEWANGAN ABHISHEK SHARMA ANIRUDDHA AKSHAY SONDUR

 What is KITA?  Motivating with KITA.  Types of KITA.  Myths about motivation.  Hygiene v/s Motivators.

FACTORS AFFECTING JOB ATTITUDES AS REPORTED IN 12 INVESTIGATIONS

Factors characterizing 1,844 events on the job that led to extreme dissatisfaction FACTOR Factors characterizing 1,753 events on the job that led to extreme satisfaction

11% 9% 13% 4% 6% 5%

Achievement Recognition Work itself Responsibility Advancement Growth

40% 30% 21% 20% 10% 8%

35% 20% 10% 10% 8% 6% 4% 5% 3% 2% 69% 31%

Company policy and Admin Supervision Relation with supervisor Work conditions Salary Relationship with peers Personal life Relation with subordinate status security Total Hygiene Total Motivators

3 4% 5% 2% 7% 4% 1% 4% 2% 1% 19% 81%

Eternal Triangle
Organizational Theory

Industrial Engineering

Behavioural Science

Job Loading
Increase the amount of work expected from employees Adding Meaningless work Replacing difficult tasks with less challenging jobs

STEPS TO JOB ENRICHMENT

 Approach these jobs with the conviction that they can be changed.  Brainstorm a list of changes that may enrich the jobs.  Screen the list of changes that may enrich the jobs.  Give them more responsibility.  Screen the list to eliminate any horizontal loading suggestions.

 In the initial attempts at job enrichment, set up a controlled experiment.  Avoid direct participation by the employees whose jobs are to be enriched.  Be prepared for a drop in performance in the experimental group the first few weeks.  Expect your first-line supervisors to experience some anxiety and hostility over the changes you are making

CONCLUDING NOTE
 Job enrichment will not be a one-time proposition, but a continuous management function. The initial changes should last for a very long period of time. There are a number of reasons for this:

1) The changes should bring the job up to the level of challenge commensurate with the skill that was hired. 2) Those who have still more ability eventually will be able to demonstrate it better and win promotion to higher level jobs. 3) The very nature of motivators, as opposed to hygiene factors, is that they have a much longer term effect on employees' attitudes.