Human Resources Motivation

7/29/2019 Human Resources Motivation

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Motivation, Reward and

Recognition System Management


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Motivation

The force within us that activates our behavior.It is a function of three distinct components,Intensity, Direction, and Persistence.

Intensity PersistenceDirection

Motivation


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Motivation - Intensity

Intensity refers to the amount of mental andphysical effort put forth by the person.

PersistenceDirection

Motivation

Intensity


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Motivation - Direction

The extent to which an individual determinesand chooses efforts focused on a particulargoal.


Motivation


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Motivation - Persistence

The extent to which the goal-directed effort isput forth over time.


Motivation


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Motivation: Intrinsic vs. Extrinsic

Intrinsic

When doing the job is

inherently motivating

Extrinsic

When rewards such as pay

and formal recognition

act as motivators


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Two Basic Categories of Rewards

Compensation Rewards:

Those given in return for acceptable

performance or effort. They can include

nonfinancial compensation.

Non-Compensation Rewards:

Those beneficial factors related to the worksituation and well-being of each person.


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Types of Rewards

Intrinsic ExtrinsicMotivation

Pay

Promotion

Sense ofAccomplishment

Personal Growth

OpportunitiesRecognition

Job

security


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Financial Compensation: Straight Salary

Advantages

- Salaries are simple to administer

- Planned earnings are easy to project.

- Salaries are useful when substantialdevelopment work is required.

Disadvantages

- Salaries offer little incentive for betterperformance.

- Salaries represent fixed overhead.


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Financial Compensation: Pay for Performance

Reward Systems in most cases should be consistent

with other HR systems.

The Reward System is a key driver of:

HR Strategy Business Strategy

Organization Culture


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Need for Consistency with Other HR Systems

Culture

Performance

Management

Employment

Training

Labor

Relations

Rewards

Overtime

pay rulesin

contract

Sign-on BonusMerit Pay

Merit pay

reinforces

performance

culture

Skill-based pay


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Financial Compensation: Performance Bonuses

Advantages

- Organization can direct emphasis to what itconsiders important.

- Bonuses are particularly useful for tying rewardsto accomplishment of objectives.

Disadvantages

- It may be difficult to determine a formula forcalculating bonus achievement if the objective

is expressed in subjective terms.


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Non-financial Compensation

Opportunity for Promotion:

The ability to move up in an organization along

one or more career paths

Sense of Accomplishment:

The internal sense of satisfaction from

successful performance


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Non-financial Compensation

Opportunity for Personal Growth:

Access to programs that allow for personal

development (e.g., tuition reimbursement,

leadership development seminars)

Recognition:

The informal or formal acknowledgement of a

desired accomplishment

Job Security:

A sense of being a desired employee that comes

from consistent exceptional performance


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Understanding Reward & Recognition

Definitions:

A reward is an item or experience with monetary value that

is provided for a desired behavior or performance, often

with accompanying recognition

Recognition is a positive consequence provided to a person

for a behavior or a result in the form of acknowledgement,approval or the expression of gratitude

Recognition is more of an activity or an association (a

social or interpersonal activity) while a Reward is more of

a thing (Money, Merchandise, Trophy, Travel etc)


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Why Reward & Recognise employees

By valuating and recognizing people, you harness the powerof motivation, which is the single most powerful strategy

used to promote performance and positive behaviors

Drives Stretch in Performance

Enhances aspirations and creates Motivation

Feeling Valued

Builds Self Esteem and sense of Belonging

Improves Individual Attitudes


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Reward is a Right; Recognition is a Gift..

* Gerald Ledford Jr. and Peter LeBlanc, World at Work 9, no.3 (Q3 2000):1-11

Rewards at work

Direct Financial (pay)

Indirect Financial (benefits)

Work Content (work) Careers (development)

Affiliation (feeling ofbelonging)

Study results: Surprisingly,all 5 types of rewards wereconsidered equallyimportant.

Recognition

Praise

Time

Toys, Trophies & Trinkets Fun, Freedom & Food

Small Money

Others

Common thread Genuine,positive, emotion


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What is Recognition?

Recognition is any thought, word, or deed towards makingsomeone feel appreciated for who they are and recognized

for what they do. 1

Recognition can be a strategic tool for shaping behavior and

moving an organization in a desired direction. 2

Recognition is something a manager should be doing all thetimeits a running dialogue with people. 3

1Making Recognition a Daily Event by Roy Saunderson, Recognition Management Institute

2A Culture of Recognition; Building a System to Celebrate Great Performance by Rhonda

Sunnarborg, BI Business Improvement Series

3 Ron Zemke, Training magazine


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Why Focus on Recognition?

Employees identify recognition as one of the most effective

motivators1

Even small increases in supportive practices are associated

with decreased turnover and increased sales/profitability2

Employees who feel that their organization values them aremore likely to value their customers2

Appreciation and/or praise are among the top three drivers of

employee motivation and engagement across a variety of

industries and companies

3

1 The Conference Board, 1999 HR Executive Review:

Employee Recognition Programs

2 Pfeffer 2001 study

3 Hewitt Associates


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Exercise

You are the HR Manager of an FMCG organisationwhich has 400 employees at their HO.

You have been asked to develop an R&R program

for your organisation to keep employees engaged

and motivation levels high. A separate budget would be provided for the R&R

activities.

You and you team has to design a program and

present it to your leadership team.

Human Resources Motivation

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