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Employee Motivation

here is some perspective

Jann Heinrich Suaberon

on 19 August 2011

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Transcript of Employee Motivation

Job Performance = f(ability) ( motivation) The Big D: Employee Motivation Motivation: the secret ingredient in employee performance when an employee is motivated... Motivation is an employee's intrinsic enthusiasm about and drive to accomplish activities related to work.

This causes the individual to take action "You can take a horse to the water, but you cannot force it to drink, it will drink only if it's thirsty" Whats the difference? a mayonnaise and Miracle Whip?
a bundle of flowers and a boquet?
a phrase and a haiku?
employee and a motivated employee The three more common traditional theories
Theory X
Theory Y
Theory Z To the workplace Hide details easily Contemporay Theories
Expectancy Employee Motivation There's just this something extra.. Photo credits: 'horizon' by pierreyves @ flickr Practice is always way ahead of theory They become more productive and creative Results, better results! Born this way? ability is dependent on education, experience, training Motivation is a way to redude this gap Inducing others towards a goal stated by the motivator Goals and the motivational system must conform to the organizational policy tailored to the situation and to the organization Today's presentation aims to :

define Motivation
demonstrate how Motivation affects employee performance
familiarize participants with the prevailing theories on Employee Motivation
help participants apply Employee Motivation theories to the workplace The Trends and the tendsetters: Theory X - People are lazy; they hate work to the extent that they avoid it. To get people to work, they must be rewarded, coerced, intimidated and punished Theory Y - people want to learn and work is a natural activity to the extent that it can lead to developing self-discipline and self-development Theory Z - Man's is dominated by his unsatisfied needs and he is a "perpetually wanting animal. Physiological
Safety Hygiene/Motivation - people work first on their own self enlightened interest, for they are trully happy and mentally through work accomplishment. Animal Needs/ Hygiene Factor:

Intrapersonal Relations
Working Conditions
Salary Human Needs/Motivators:

Advancement Contingency Approach - certain basis work better than others for certain people or certain jobs Expectancy Theory - the Leadership style should be tailored to the particular situation and to the particular group. Tried Practices on how to motivate employees on the workplace To carrot or to stick? Punishment appears to produce a negative than positive results and increase hostility between "us" and "them". In contrast, the "carrot" leads to a mor productive work places and greater jo satisfatin to workers. Power the Manager The manager needs to - maintain power and empower Manager's power tools: approval, praise and recognition
trust, respect and high expectations
ability to remove organizational; barriers
job enrichment
good communications
financial incentives Motivation can turn losses into profit, and there are true stories to be told Don't Coerce - Persuade! Persuation builds morale, initiative and motivation the basics:
play on the person's sentiments
appeal to logic Learn every shape and curve individual behavior is intensely personal and unique Tailor the process to everybody Realize that fairness, decisiveness, giving praise and constructive criticism overweighs money in the matter of motivation Leadership is considered synonymous with motivation The best form of leadership is designated as

S Situational
A Adaptale
L Leadership We come back to the fact that.. How to motivate people is not written in stone Motivation has to be tailor-fitted to the individual you want to motivate.. and it will take a pinch hardwork an extra dash of perseverance and an additional pound of creativity
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