Motivation

BS
by Basil Saeed2 views·Updated Feb 11, 2021
Create your own

Audio TranscriptAuto-generated

  1. Hello. Welcome to seem some presentation today.
  2. We will be talking about how to increase motivation during
  3. a pandemic.
  4. Getting people to do their best at work is a
  5. challenging process, especially during the time of a pandemic.
  6. It is crucial to keeping moral and motivation up up
  7. amongst employees to give a meaning to the working environment
  8. in order to create a framework.
  9. We took the A, B c D off human Motivation
  10. research as a base points, which was made by however
  11. business school.
  12. It is believed that people are guided by four basic
  13. emotional needs which are acquired, bond, comprehend and defend in
  14. order to consume motivation.
  15. We believe that these needs are like puzzle pieces as
  16. their asses.
  17. When they're combined and they shoot all in one, it
  18. will help creating the optimum motivation off the employees.
  19. Although the four Dr Framework has proven to increase motivation
  20. in our adjusted model with designed to merge, acquire and
  21. bonding steps together, as you can see on the slide
  22. puzzles bearing in mind that we adjusted our model in
  23. regards to current pandemic and especially to the hospital dissector,
  24. which is one of the most affected industries, many studies
  25. have shown the value and the importance off team bonding
  26. and collaboration and, more specifically, how a company can be
  27. negatively impacted and the spirit of collaboration could be absent.
  28. 86% off employees and executives site that there is lack
  29. of collaboration for workplace failures.
  30. Over half of the employees say a strong sense off
  31. community kept them at us at the company longer than
  32. what was in their best interest.
  33. These statistics all point out towards one conclusion that success
  34. and synergy in the workplace is highly impacted by bonding
  35. and feeling that you are a valued member off the
  36. company. We therefore present the following adaptation, which is to
  37. achieve the desire toe acquire true bonding, our adaptation process
  38. that that instead of encouraging employees to bond over work
  39. problems such as getting a team together to resolve a
  40. supply chain issue, why not encouraging employees to want through
  41. a reward system that emphasizes the term play in this
  42. pandemic? We believe that creating an environment that highlights and
  43. focuses on play fun and engaging exercises such as holding
  44. a weekly cooking activity would lead to employees feeling more
  45. motivated to produce results.
  46. For example, a company may hold the competition, such as
  47. who can come up with the first with the next
  48. best product.
  49. This competition will revert employees on the basis that they
  50. work together in their own teams to develop and present
  51. an idea to the company board.
  52. And whichever team proposes the most creative, a meaningful idea
  53. will be then compensated.
  54. This adaptation, therefore, aims to reward employees based on their
  55. bonding, the more likely that the more that they want
  56. and more become more synergistic, the greater the chance of
  57. being rewarded.
  58. So let's move forward with our framework.
  59. You can see that our puzzles that puzzle pieces are
  60. growing as we at the second drive, which concerns the
  61. employee's ability toe comprehend with the organization.
  62. Surprisingly, companies still find the struggling struggling.
  63. For example, a study by IBM found that there are
  64. more than 70% off employees who still don't fully understand
  65. the company's strategy.
  66. However, by adapting just a few steps, firms can overcome
  67. this common issue.
  68. Firstly, individual roles just stimulate a feeling off contribution to
  69. the company.
  70. Secondly, intact a structure within the firm that provides tangible
  71. growth opportunities for all staff members.
  72. Thirdly, perform rotation and shared tasks and duties among coworkers,
  73. especially since employees find monotones.
  74. Work diverged is inspiring.
  75. If these steps are performed, the workforce will find purpose
  76. in their workplace, which will be powerfully affecting their motivation.
  77. Coming through the fourth force that drives motivation is linked
  78. to the ability to defend one's work with all the
  79. strengths and qualities that one processes.
  80. However, this motivational forces adapted when managers transmit confidence and
  81. safety at work to their employees.
  82. If employees don't have a clear communication with their peers,
  83. it may lead to severe mistakes.
  84. Preferably the work processes should be transparent and effectively communicated
  85. to the employees.
  86. Believing and defending one's work represents the added value that
  87. leads companies to achieve greatest results.
  88. So to conclude, without motivation, employees failed to perform their
  89. best ability.
  90. If motivational applications are used effectively, it can lead employees
  91. and the company towards success.
  92. At that point, understanding the key elements off motivational Terry's
  93. with our adjusted model will help to bring those puzzle
  94. pieces together, aligned with boosting employees motivation on the higher
  95. level. Thank you for listening