Professional Documents
Culture Documents
Motivating Employees: Learning Organisation
Motivating Employees: Learning Organisation
Employees
Learning
Organisation
The Power of a Smile
What is motivation?
MOTIVATION = Value of outcome x expectation of
achieving it
• Recognition
• Feedback
• Learning and growth
WHAT MOTIVATES PEOPLE
• Achievement
• Responsibility • Have volunteer programs and other
• Recognition programs that enable employees to
showcase their responsibility towards each
• Feedback
other and the society at large.
• Learning and growth
WHAT MOTIVATES PEOPLE
• Achievement
• Responsibility
• Recognition • Recognize winners through awards like
• Feedback Service Quality Awards, Best Operations
Awards, Best Trainer Awards, etc.
• Learning and growth
WHAT MOTIVATES PEOPLE
• Achievement
• Responsibility
• Recognition
• Feedback • Follow a system of feedback and
• Learning and growth performance appraisal i.e the 360o system
in which both the boss and subordinate
participate.
WHAT MOTIVATES PEOPLE
• Achievement
• Responsibility
• Recognition
• Feedback
• Learning and growth • Give a lot of importance to training and
development and have various training
academies to cater to various sections of
employees.
• Analyze training needs to recognize
competency gaps and impart knowledge
through customized training programs.
WHAT MOTIVATES PEOPLE
• Employee engagement
• Challenging job profiles
• Keep them self-motivated
• Good projects
• Job rotation
• Job security / stability
• Good team, co-workers, bosses
But what happens when there is
not enough motivation among the
employees?
LESS or NO MOTIVATION =
DEMOTIVATION
WHY PEOPLE LEAVE
Self
actualization
(Confidence,
achievements,
freedom)
Self esteem
(fame, recognition,
reputation, dignity)
Love and belonging
(children, friends,
partners)
Safety needs
(shelter, job security,
retirement plan, insurance)
Physiological needs
(air, water, food, rest, exercise,etc)
MCGREGOR’S XY THEORY
MCCLELLAND’S MOTIVATIONAL NEEDS THEORY
Focus upon:
Out-performing others
Performing against internal standards of excellence
Achieving unique or innovative accomplishments
Long-range career planning
Focus upon:
Being liked, accepted and popular
Concern about separation or disruption of relationships
Seeing group tasks as primarily social activities
Personal
Values
Job Requirement
Job
Requirement
Personal Values
JOB TENSION
PERSONAL VALUES
High in Imp Low in Imp
Important to you Not important to you
+ +
JOB REQUIREMENTS
job job
= =
No Tension Tension
Important to you Not important to you
+ +
Not necessary in Not necessary
Low
• To identify the performance gap (if • To inform the employee about the
any). quality of his or her performance.
• This gap is the shortfall that • The appraisers also receives
occurs when performance does feedback from the employee
not meet the standard set by the about job problems, etc.
organization as acceptable.
STRATEGIES FOR MOTIVATION
• Positive reinforcement
• Effective discipline
• Treating people fairly
• Satisfying employees needs
• Setting work related goals
• Restructuring jobs
• Base rewards on job performance
EXECUTIVE COMPENSATION
X
What it is not
P
What it is
• Praise • Partnering
• Merchandise • Involvement
• Money • Respect
• Pat on the back • Individualism
EMPLOYEE ENGAGEMENT