4 PICS 1 WORD

MOTIVATION and
REWARD SYSTEM
 WHAT IS
MOTIVATION?
 THREE ELEMENTS

MOTIVATION INTENSITY
- The amount of mental and physical effort put
- derived from the Latin
forth by the salesperson.
word “movere” meaning
“to move.”
PERSISTENCE
- It is essentially the
- The salesperson’s choice to expend effort over a
underlying drive of
period of time.
individuals to accomplish
tasks and goals.
DIRECTION
- The choice by salesperson of where their efforts
will be spent.
TWO MOTIVATIONAL TYPES
INTRINSIC MOTIVATION
01
When doing the job is inheretly rewarding

EXTRINSIC MOTIVATION
02
When rewards such as pay and formal
recognition act as motivators
 5 TYPES OF INTRINSIC MOTIVATION
Learning Motivation Attitude Motivation Achievement Motivation

- Making people feel good so - Not necessarily thinking the

- Driven by the act of you seek out activities that reward at the end– you just
learning allow you to do that care about the finish line

Physiological
Creative Motivation
Motivation

- Motivated by the interest,

enjoyment, satisfaction, and
challenge of the work itself– - Motivated by the desire to
driven by creativity act in order to survive
 FOUR TYPES OF EXTRINSIC MOTIVATION

INCENTIVE FEAR POWER SOCIAL

- Motivated by the - Desire for prestige

- all about external
fear of an and reputation or the - The desire to be
rewards and benefits
undesirable ability to influence accepted by your
used to motivate
outcome others and be in a social group
positive behaviors
position of power
MOTIVATION THEORIES:
A Summary Overview
Process Motivation Theories Content Motivation Theories
- Theories that describe and analyze how
behavior is: - Theories focus on factors within a person
that:
● Energized
● Directed ● Energize behavior
● Sustained ● Direct behavior
● Stopped ● Sustain behavior
● Stop behavior
 CONTENT THEORIES OF MOTIVATION

MASLOW ALDERFER

THREE-LEVEL NEED HIERARCHY

FIVE-LEVEL NEED HIERARCHY (ERG)

HERZBERG McClelland

TWO MAJOR FACTORS (HYGIENES THREE-LEARNED NEEDS ACQUIRED

AND MOTIVATORS) FROM THE CULTURE
 S
S LOW’ Y
MA A RCH
R
HIE EEDS
N
OF
ALDERFER’S ERG THEORY
 s
land’
lel eds
McC ed Ne
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Lea heory
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 PROCESS THEORIES OF MOTIVATION
FOUNDERS OF THE THEORIES:
VROOM ADAMS LOCKE

An expectance Equity theory based Goal-setting theory

theory of choices on comparisons that
individuals make
It refers to all the monetary, non-monetary and psychological payments that an
organization provides for its employees in exchange for the work they perform.

REWARD SYSTEM IN ORGANIZATION IS USED FOR A VARIETY

OF REASONS:

1. Job Effort and Performance

- following expectancy theory, employee’s effort and performance would be expected to increase
when they felt that rewards were contingent upon good performance.

2. Attendance and Retention

- reward system has also been shown to influence an employee’s decision to come to work or to
remain with the organization
 REWARD SYSTEM IN ORGANIZATION
IS USED FOR A VARIETY OF REASONS:

3. Employee Commitment to the Organization

- it has been found that reward system in no small way influence employee commitment to the
organization.

4. Job Satisfaction
- satisfaction is influenced by comparisons with what happened to others. People differ with respect
to the rewards they value and some rewards are satisfying because they lead to other rewards.

5. Occupational and Organizational Choice

- the selection of an occupation by an individual, as well as the decision to join a particular
organization within the occupation, are influenced by the rewards that are thought to be available.
TYPES OF EMPLOYEE REWARD SYSTEM

O E R

N - N A Y

A I N E

C I I N
 Types of Employee Reward System

REWARD TYPE MEANING

This type of reward system works best with employees motivated by money. (e.g. bonuses, profit-sharing
MONETARY
plans, stock options, additional paid time off, tuition reimbursement, etc.)

For teams that prefer perks other than bonuses, this type of reward system offers them something (e.g.
NON-MONETARY catered lunches, free meals, opportunities to leave work early, remote work if possible, flexible work
schedule, etc.)

It is when companies support employees in maintaining a healthy work-life balance by providing services
that benefit their physical and mental health. (e.g. discounts to local health services like gym
ASSISTANCE
memberships or spa treatments, on-site visits from mental health professionals, instructional sessions on
techniques to manage stress, grief, or other challenges)

It is about sharing an employee’s accomplishments with the rest of an organization. (e.g. employee of the
RECOGNITION
month celebration or end-of-year awards ceremony)
 Reasons Why Rewards Programs Fail to Motivate
● Reward programs are too cash-focused
● Employee do not appreciate the rewards
● Benefit transforms into entitlement
● The wrong behavior is rewarded
● There is too long of a delay between performance and
reward
● Too many one-size-fits-all rewards
● Use of a single reward with short-lived motivational
impact
● Continued use of demotivating practices (e.g.
excessive executive compensation)
 IN A PH SETTING
EFFECTIVE WAYS TO MOTIVATE AND REWARD EMPLOYEES

1.) Employees feel welcome and are part of the team

2.) A clear sense of purpose

3.) More compassionate leadership

4.) Make recognition and rewards specific and personal

5.) Work/life balance is now work/life blend

6.) Appreciative management culture

7.) Environment to learn and excel

8.) Promote from within

 IS REWARD SYSTEM ALWAYS
EFFECTIVE IN AN ORGANIZATION?

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