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Motivating Performance

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Motivating Performance Presented by KARMA Corporation * Complex issue full of apparent contradictions As FUTURE manager we should recognize the importance of no one ... – PowerPoint PPT presentation

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Title: Motivating Performance


1
Motivating Performance
  • Presented by KARMA Corporation

2
Motivating Performance
  • Group Members
  • Michael Bennett
  • Richard Conn
  • Angela Copeland
  • Anniruddha Jain
  • Karen Hung

3
Motivating Performance
  • "Management means helping people to get the best
    out of themselves, not organizing things."
  • - Lauren Appley

4
Motivating Performance
  • Survey What motivates you?
  • Introduction
  • Definition
  • Roles

5
Motivation Myths
  1. I can motivate people.
  2. Money is a good motivator.
  3. Fear is a damn good motivator.
  4. What motivates me motivates my employees.
  5. Increase job satisfaction increased job
    performance.
  6. Employee Motivation is a science.

6
Motivating Performance
  • Motivation is changing!

7
Motivation Theories
George Elton Mayo
Frederick Winslow Taylor
Abraham H. Maslow
Frederick Herzberg
8
Motivation Theories
  • Frederick Winslow Taylor
  • US Inventor and Industrial Engineer
  • 1856 1915
  • Clear delineation of authority
  • Responsibility
  • Separation of planning from operations
  • Incentive schemes for workers
  • Management by exception
  • Task specialization

Menu
9
Motivation Theories
  • George Elton Mayo
  • Australian-born Psychologist
  • 1880 1949
  • Hawthorne Experiments
  • Western Electric Company, Chicago
  • Group / Individual
  • Status
  • Informal Groups

Menu
10
Motivation Theories
  • Abraham H. Maslow
  • American Psychologist and Philosopher
  • 1908 1970
  • Maslows Hierarchy of Needs

Menu
11
Motivation Theories
  • Frederick Herzberg
  • Professor of Psychology
  • 1923 2000

Menu
12
Motivation Theories
  • Contemporary Motivational Theory
  • McClellands Theory of Needs
  • Goal-Setting Theory
  • Job Design Theory
  • Equity Theory
  • Expectancy Theory

13
Employees Needs
Beautiful Home
Career Growth
Dream Vacation
Retirement Treat
Love Recognition
14
Employees Needs
Financial Freedom
Health Fitness
Real Happiness
15
Employees Needs
  • Survey
  • Source Goalmanager employee motivation survey
    2000
  • What do you like about your current job? What are
    the things that keep you there?
  • What would lure you away from your current job?
  • What could your company do to help make your work
    more meaningful?

16
What do you like about your current job? What are
the things that keep you there?
(1) People and work environment 66
(2) The management cares about me/Good relationship with management 33
(3) Challenging and exciting job 33
(4) Flexibility 24
(5) Salary 19
(6) Autonomy and creative freedom with job 16
(7) Training and learning opportunities 13
(8) Stock options 9
(9) I like the product/technology 9
(10) Team work 8
17
What would lure you away from your current job?
(1) More pay 43
(2) Career growth opportunities 40
(3) Better commuting, better office location 20
(4) Better benefits, such as a private office and retirement 20
(5) Better people/better manager 11
(6) Better incentives and flexibility 11
(7) More challenging job 10
(8) I wouldn't leave my organization!!! 10
(9) Choosing a different career path 8
(10) Working too many hours 3
18
What could your company do to help make your work
more meaningful?
(1) More perks and incentive programs 18
(2) Pay me more 18
(3) Improve recognition and rewards 18
(4) Improve communications 14
(5) Empowerment/Creative freedom with job 14
(6) I wouldn't stay once I decided to leave. 10
(7) More interesting work/more meaningful work 8
(8) Give me a promotion and a better career path 8
(9) Remove a bad manager 5
(10) Provide us with better products 5
19
Recognition for Works
20
Employees Needs
  • Love and Recognition
  • Money
  • Flexibility Autonomy
  • Challenges
  • Balanced Life Style
  • Career Growth
  • Job Security
  • Other

21
Leadership Styles
  • Laissez-Faire
  • Democratic
  • Autocratic

22
5 Lessons on Motivation by Jack Welch
  • Tell people to never allow themselves to become
    victims. . ..They should go somewhere else if
    that's how they feel.
  • Constantly refine your gene pool.
  • Grade on a curve.
  • Instead of giving people specific operating
    goals, challenge them to give you every growth
    idea they've got.
  • You can't just reward people with trophies.
    Reward them in the wallet, too.

23
Conclusion - making the pieces fit
  • To understand motivation one must understand
    human nature itself

Job performance f(ability)(motivation)
  • Motivation strategies must reflect the culture
    of the company
  • Employee needs can change
  • No one-size fits all approach
  • Taken from Theorists and their theories

24
Other things to consider
  • Cross cultural implications
  • Maslows theories apply to more achievement
    based,
  • risk-taking Anglo-American cultures.
  • Japanese, Mexican and Greek cultures have
    greater
  • uncertainty avoidance needs.
  • Scandinavian cultures would have more social
    needs.
  • France, Portugal and Chile not receptive to
    Goal-setting theory.

25
Some Suggestions
  • Positive reinforcement (constructive criticism).
  • Treating employees fairly.
  • Satisfying employees needs.
  • Setting work related goals.
  • Base rewards on job performance.
  • Restructuring jobs.

26
Questions?
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