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[BKAM] ARM Motivation

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Yong Eow

on 2 May 2013

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Transcript of [BKAM] ARM Motivation

2) Explain how intrinsic motivation differs from extrinsic motivation. Use examples to support the points that you make. Q1. What is meant by motivation? Motivation is the level commitment individual has to what they are doing. In generally motivation is concerned with effort toward goal
In an organization, we need to understand what that motivates of employee in organization
Motivation in an organization can be in form of individually or in team
Motivation is factor that give benefit not just to the individually but also to the business
Example ARM also we can that the through motivation as working in team the engineers had able to create highest performance by produce power chip in the world which have long battery life while enjoying ever greater functionally
By doing the employees will motivated as their opinion and their contribution is a is appreciated and their will focus in order to achieve the organization goals.
In ARM also we can that the through motivation as working in team the engineers had able to create highest performance by produce power chip in the world which have long battery life while enjoying ever greater functionally Introduction 3) Analyse how and why the motivation theories of Maslow and Herzberg are more relevant to ARM employees than that of Taylor. Lim Yong Eow 213047
Siti Najibah Binti Abd Basid 214027
Sugandi A/P Gobalkrishnan 208672
Nur Farah Aina Binti Muslim 214383
Sharifah Munirah Binti Shahidin 213944 ARM Motivation Differences between intrinsic and extrinsic motivation Driven by an interest or enjoyment in the task itself which within itself
More likely engage in the task willingly to improve skill and capabilities
Actively participate for skill development and competency, personal accomplishment and excitement, learning and sharing information. Performance of an activity in order to attain an outcome
Competition is in an extrinsic motivator because it encourages the performer to win and to beat others,
Trophies, medals, money, discounts, grades, entrance to programs or schools, higher commission percentages, new clothes and losing weight Intrinsic Motivation Extrinsic Motivation Example used on the case ARM emphasis on intrinsic motivation
Used 2 theories to explain about this
Maslow’s Theory of Needs
Mayo Principles
While we used 1 theory to explain about extrinsic motivation which is 2-factor theory. In Maslow’s hierarchy of needs, ARM provides challenge and interesting work to employee to fulfill their high order needs.
Employee also can demand for e-learning to develop new skills.
ARM also has a transparency policy which can question senior manager any time which focus on information and knowledge sharing For 2nd principle which is Mayo principles.
ARM focus on developing employee as part of its business strategy
Giving them learning and development teams.
Regular review encourage employees reflect contribution and provide feedback and support Used several satisfier to trigger employee’s motivation
Such as shares, bonuses, rewards and recognition.
These satisfiers will extrinsically motivate employee to work harder Maslow’s hierarchy of needs Mayo Principles Two Factor Theory Taylor (Scientific Management) Hertzberg( Two-factor theory) Maslow (hierarchy of needs) Abraham Maslow argued that human are motivated by five essential needs.
He formed a pyramid demonstrating these needs which he called the hierarchy of needs.
At the bottom of the pyramid are basic needs, those that motivate people to work food and shelter.
Once these needs are met through pay, individuals want safety and security through. For example, good job conditions.
Social needs refer to the need to belong, to be part of a group.
Self-esteem need may arise from a promotion.
Right at the top is self actualisation which is the area for creativity, challenge and interest. Maslow suggest to achieving one level motivates us to achieve the next. A theory that relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction. It was developed by Frederick Herzberg, a psychologist.
Motivators that give positive satisfaction, arising from intrinsic conditions of the job itself such as challenging work, achievement, responsibility or personal growth.
Hygiene factors that do not give positive satisfaction, though dissatisfaction result from their absence. These are exrinsic to the work itself and include aspects such as company policies, supervisory practices or salary. Frederick Winslow Taylor put forward the idea that worker are motivated mainly by pay.
His theory of scientific management argued workers do not naturally enjoy work and so need close supervision and control.
Managers should break down production into a series of small tasks.
Workers should then be given appropriate training and tools so they can work as efficiently as possible on one set task.
Workers are then paid according to the number of items they produce in asset period of time. As a result, workers are encouraged to work hard and maximize their productivity.
While Taylor’s methods produced higher productivity, ARM’s also produced worker unrest, as workers felt they had been turned into mere bondslaves.
Performing a single, repetitive task all day led to boredom and worker dissatisfaction and his methods also allowed ARM’s company to lay off workers and increase joblessness.
So, Maslow and Herzberg theory are more relevant to ARM employees because they felt that productivity can be increased through worker satisfaction and that this comes from a variety of factors. Knowledge Accomplishment Recognition INTRINSIC MOTIVATION FACTORS WOULD MOST INFLUENCE EMPLOYEES WITHIN A WORKPLACE ARM Holding PLC Founded in 1990 world’s leading semiconductor intellectual property supplier Does not manufacture or sell the actual finished products ARM relies on its people to achieve this innovation Motivated workforce is essential if an organization is to remain competitive in global markets.
ARM has created a productive and committed global workforce
Regular reviews encourage individuals to reflect upon the contributions that they make whilst providing feedback and support that enables them to develop their professional capability. CONCLUSION Question &
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