WORK MOTIVATION

NANFER SANCHEZ
OCCUPATIONAL HEALTH COORDINATOR
ORGANIZATIONAL BEHAVIOR

“ Organizational behavior ( OB ) is a
field of study in which the impact is investigated
What people, groups and structures have on the
behavior of people in organizations [.........] OB deals
with the study of what people do in an organization
and how that behavior affects the performance of the
organization.” (Robbins, 2004)

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CONDUCT AT WORK

Why do I work?
What do I hope to achieve?
Why do I behave the way I do at work?
What does the company need from me?

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C = employee behavior

P = individual characteristics
E = environment that surrounds people

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 PERSONAL FACTORS
Age, gender, origin and marital statusP Personality
Self-concept and motivation
Attitudes and Values
Intelligence and emotions

CONDUCT AT WORK

Physical conditions and resources

Characteristics of tasks and relationships
Organizational criteria
Management styles, culture...

ENVIRONMENTAL FACTORS

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CONDUCT IN THE
JOB

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MOTIVATION

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labor and the
company

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 MOTIVATION

Any behavior oriented toward satisfying a need is motivated behavior.

X Any person is biologically, psychologically, socially and culturally motivated

SO..................
o WHAT DO WE REFER TO WHEN WE TALK ABOUT
MOTIVATION AT WORK?

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Motivation is the set of dynamic factors that move a person to do something.

Motivation at work refers to the set of initiatives

aimed at ensuring that employees carry out their
work activities in a manner appropriate to the
characteristics of the jobs, while at the same time
expressing interest and satisfaction in the results
achieved.

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HUMAN MOTIVATION

U9 ENERGY (internal force)

ug DIRECTION (oriented effort)

uG MAINTENANCE (perseverance)

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WHAT IS THE “TEMPERATURE” OF MOTIVATION?

NEGATIVE
MOTIVATION

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 THE MOTIVATION FROM A
GLOBAL APPROACH

Characteristics
personal

Characteristics of the company 'dA Characteristics

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characteristics
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 NOR NEEDS
Low work motivation

L
U
EMPLOYEE COMPANY
 WHY TO MOTIVATE

SATISFACTIO
N
GOALS PERFORMAN
CE
INTEGRATION
COMMITMEN
T

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 "The carrot" The
stick

REWARD REPROBATION
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 THEORY OF
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MASLOW 'S NEEDS
MOTIVATION FOR REPROVAL
¡ Employees feel motivated to avoid
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 negative consequences of your behavior!

Motivation = Failure x Opportunity x Probability

What makes a reprobation effective?

1. The frequency with which it is used.

2. The worker's assessment of the type of “punishment”.
3. The worker's perception of being treated fairly.
4. That the worker can modify his behavior on his own.

REWARD MOTIVATION

Employees are motivated by the promise of rewards, which they

consider appropriate and important.

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Motivation = Reward x Opportunity x Probability

What makes a reward attractive?

1. The moment in which it occurs.

2. How much of it is offered.
3. How much the individual values the type of reward offered.
4. That the worker can get it.

HOW TO DEVELOP A
MOTIVATION STRATEGY?
To achieve a better and greater degree of personal motivation, it is
advisable to create a work environment in which it is possible:

OR KNOW the individual needs of employees.

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OR UNDERSTAND personal differences.

Q KNOW what to provide to employees.

OR ESTABLISH clearly the criteria for failure and rewards.

OR OFFER opportunities to meet needs..............................................

HOW TO DEVELOP A
MOTIVATION STRATEGY?
.........

o permanent COMMUNICATION AND TRAINING.

OR COMPENSATIONS with internal and external balance.

OR MANAGEMENT STYLES oriented towards autonomy,

commitment and innovation.

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Q Achievable and stimulating work OBJECTIVES .

OR PROMOTE a culture of trust, dialogue and respect for people.

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• To the people

• To the work environment

Motivating is a process
which implies having in
account :

• To the content of the work

• At the time

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READINGS

Now we know that the problem is not how

to motivate people, but how not to make
them demotivate. The quickest way to
stifle motivation is to not allow people to
do what they are prepared to do.

(P.F. Drucker)
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STATISTICS OF
ABSENTEEISM
YEAR 2009
 MA JU
EG CASES JAN FEB SEA APR Y JUN L AUG SEPT OCT NOV DEC TOTAL
YEAR 19 23 25 14 29 34 57 44 42 33 31 26 377
YEAR 30 16 18 16 27 39 146
DIFFER
-231 ENT
 LOST TOTA
DAYS JAN FEB SEA APR MAY JUN JUL AUG SEP OCT NOV DEC L

YEAR 2008 47 54 60 34 47 93 171 103 91 125 78 57 960

YEAR 2009 101 37 98 95 83 169 583

DIFFE
R
-377 GUM

■ YEAR
2008

■ YEAR
2009
MANY
THANK
YOU