Talent Management

Lecture Six
Employee Motivation

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 Employee Motivation
 Employee motivation is the level of commitment, drive, and
creativity that a team brings with them to work every day.
 Its impact on a company, can be positive or negative.
 Motivated employees do everything they can to get the job
done, improving productivity and serving as examples for the
rest of the workforce.
 Unmotivated employees do only what’s necessary to get by,
and they’re more likely to start looking for positions
elsewhere.
 Organizations can turn to unique incentives tailored to their
workforce.
 Offering flexibility in work arrangements, professional
development opportunities, and establishing recognition
initiatives keep employees motivated. 3
 Employee Motivation
 Studies show that organizations should strive to create a
great place for great people to do great work.
 Employees are primarily motivated by two important
factors - organizational culture and compensation
packages. Employee motivation hence, is something that
can be cultivated.
 Employees are the key to success only when they are
satisfied, motivated, and when they find growth and
opportunities in the working environment. The following
listed points in slide Two go a long way to keep the
employees motivated;

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 Types of Employee Motivation
Motivation is either intrinsic or extrinsic. Understanding the
difference between the two is a fundamental.
 Intrinsic motivation
Intrinsic motivation is driven by internal emotions like
happiness, pride, or satisfaction. When you’re intrinsically
motivated, you perform actions because they give you
positive feelings, like completing a passion project or
satisfying a personal desire to learn.
 Extrinsic motivation
This second type of motivation is driven by external
influences, such as earning a reward or avoiding
punishment. Deadlines, performance improvement plans,
bonuses, and prizes are all sources of extrinsic motivation
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 Keeping Employees Motivated
 Provide the employees what they want and need to the best
extent possible.
 Frequently communicate with the employees.
 Proper evaluation and assessment of employees’ performance.
 Keep employees engaged in constructive work related to the
organization.
 Provide necessary education and training for realizing success.
 Generate mutual trust between the management and
employees.
 Special focus on high-potential employees.
 Be creative to avoid downsizing.
 Implement incentive programs to perform better.

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 HR Strategies to Motivate Employees
 Make a preparatory lists of some things which motivates each of
your employees.
 Have each of the employees note the factors that motivates them
personally.
 Choose those factors that are acceptable to both the employee and
the organization.
 Conduct one-on-one meeting with each employee and reward
appropriately at the right time.
 Provide vital demands of the employees such as paid medical
leaves, flexible working hours, etc.
 Empower the employees where they can excel.
 Conduct periodical and flawless performance appraisal system.
 Celebrate achievements with the employees.
 Make the employees feel at home when they are at work.
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 Employee Motivation Theories

Maslow's hierarchy of needs: This theory states that

individuals are motivated by fulfilling five basic needs.
These needs start from the most basic (physiological and
safety) and move up the hierarchy towards self-
actualization. The five needs are the following.
a. Physiological needs (example: food, water, shelter)
b. Safety needs (example: security, protection)
c. Love and belonging needs (example: friendship)
d. Esteem needs (example: self-respect, recognition)
e. Self-actualization needs (example: fulfilment of one's
potential)

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Maslow’s Hierarchy of Needs Theory

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Maslow’s Hierarchy of Needs Theory

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 Employee Motivation Theories

Herzberg's two-factor theory:

 This theory divides job factors into two
categories:
 hygiene factors and motivators.
 Hygiene factors, such as salary and working
conditions, must be met to prevent
dissatisfaction.
 On the other hand, motivators, such as
recognition and responsibility, drive job
satisfaction.
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 Employee Motivation Theories

Expectancy theory: The expectancy theory is a

widely recognized framework that explains the
factors influencing an individual's motivation.
 According to this theory, an individual's
motivation is based on their belief that putting
in more effort will result in better outcomes.
 However, for the person to be motivated, they
must also value these outcomes.

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 Employee Motivation Theories
Self-determination theory: This theory posits that
individuals are motivated when they experience
three feelings.
a) The feelings are autonomy (control over their
work),
b) Competence (the belief that they are capable),
and
c) Relatedness (the sense of connection to
others). When these three needs are met,
individuals are more likely to be motivated and
engaged in their work.
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 CONCLUSION

 As an HR manager or an employer, it is always difficult to

decide which motivational factors motivate employees,
yet employee Motivation is a crucial aspect of any
workplace.
 It helps employees feel invested in their work and can
lead to increased productivity and job satisfaction.
 Whether it's through recognition, incentives, or
opportunities for growth, organizations benefit greatly
from a motivated workforce.

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The END

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