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1. Bahadir Beadin Motivation of Employees in the Work
Place
2. Introduction The purpose of this research presentation is to
understand the importance of motivation and identify factors that
are essential for effective motivation. This prestnati includes (1)
the definition of motivation; (2) theories of motivation; (3) what
makes people work and any they work; (4) reasons to motivate
employees and managers; (5) techniques to motivate managers; (6)
techniques to motivate employees; (7) conclusion
3. Definition Motivation is the force that initiates, guides
and maintains goal-oriented behaviors. It is what causes us to take
action, whether to grab a snack to reduce hunger or enroll in
college to earn a degree. The forces that lie beneath motivation
can be biological, social, emotional or cognitive in nature. In
Business we described motivation as the level of desire the
employees feels to perform There are 5 theories that atempt to
describe motivation. Those are instinct, incentive,arousal, drive
and humanistic theory.
4. Instinct Theory of Motivation The Instinct Theory of
Motivation views biological or genetic programming as the cause of
motivation. All humans have same motivation Root of all motivations
is dependable upon our motivation to survive Our behavior is a
result of our motivation to survive Fails to describe more complex
situations
5. Incentive Motivation Theory According to this view, people
are pulled toward behaviors that offer positive incentives and
pushed away from behaviors associated with negative incentives. Try
to get incentives Avoid punishments
6. Arousal Theory The arousal theory of motivation suggests
that people are driven to perform actions in order to maintain an
optimum level of physiological arousal Motivation depends on the
level of arousal Balancing arousal level is the key Too much or too
litle arousal leads to bad performace
7. Drive Theory of Motivation Humans have internal biological
needs which motivate us to perform a certain way. Internal drives
and arousal must be reduced Aim is to achieve level of calmness
Examples can be hunder and thirst
8. Humanistic Theory of Motivation
9. WHY MOTIVATE EMPLOYEES Companies look for a person who can
fill the gap between the willingness and ability in order to get
the best out of his work performance. Motivation Results in: Higher
productivity Increased revenue Cost saving Satisfied customers
employees as well as the owners of the business
10. UNDERSTANDING WHY PEOPLE WORK What do you think why people
work? Because they have to? For the money? How about these people:
Volunteers Dollar-a-year executives
11. UNDERSTANDING WHY PEOPLE WORK The benefits people get from
paid and unpaid work have a strong correlation to their values.
Fulfilling their material needs Satisfaction Belongingness
Contribute to society Personal achievement Challenges
12. UNDERSTANDING WHY PEOPLE WORK Douglas McGregor, a founding
faculty of Sloan School of Management provides us with two theories
that explain human behavior. Theory X Thery Y
13. Theory X Theory X (authoritarian management style) assumes
that Humans dislilke work and try to avoid it Therefore most people
must be forced with the threat of punishment to work towards
organisational objectives. The average person prefers to be
directed; to avoid responsibility; is relatively unambitious, and
wants security above all else.
14. Theory Y (participative style) Effort in work is as natural
as work and play. People will apply self-control and self-direction
in the pursuit of organizational objectives, without external
control or the threat of punishment. Commitment to objectives is a
function of rewards associated with their achievement. People
usually accept and often seek responsibility. The capacity to use a
high degree of imagination, ingenuity and creativity in solving
organizational problems is widely, not narrowly, distributed in the
population. In industry the intellectual potential of the average
person is only partly utilized.
15. MANAGERS AND MOTIVATION Good manager is the most valuable
thing for the company Good managers provide nice working atmoshere
where employees are more likely to suceed. Bad manager will produce
toxic working environment from which the entire company will
suffer
16. Levels of Management Top level managers this group consists
of presidents, CEOs, presidents, board of directors, etc. Middle
level managers these managers are accountable to top level manager
and are responsible for managing lower level employees. Front line
managers these managers are actively involved in operations,
examples of frontline management being a store manager,
manufacturing facility manager etc. (Hartzell)
17. Ways to Motivate Managers Praise Sometimes the best way to
keep managers motivated is by saying simple thank you. Some praise
can do a lot when motivating managers. This appreciation will be
returned when manager does his job with more pride and better care.
Respect and appreciation This is the least expensive and least used
method to motivate managers. Most of the time small things make big
difference when dealing with managers. For some managers money is
not the issue but the respect and appreciation from their leaders.
Good managers dont like to be taken for granted and CEOs should
know that.
18. Ways to Motivate Managers Education and Growth Managers are
always looking to get better in what they do. They are aware that
if they do not stay in line with the current trends their future
opportunities can become limited. Providing them with the
opportunities to grow and develop outside the ordinary job is seen
as a big plus both for the manager and the company. Consistent
feedback this can be a very effective motivation technique when
dealing with managers. By listening, encouraging and giving
feedback, CEOs can make their managers feel that they really care
about them as a person, not
19. Ways to Motivate Managers Incentives giving bonuses and
raises is one of the oldest ways to motivate managers. Financial
invectives are not the only incentive that can be given to
managers; other incentives can include things such as vacation
packages and health benefits. This is proven to be effective, and
it should definitely not be ignored by employers.
20. EMPLOYEES AND MOTIVATION The study done in 2011 surveyed
211 U.S. managers on the issue of employee motivation and showed
that: Seventy-nine percent of managers agreed with the statement
that motivating employees is one of the most important functions of
my role as a leader. Ninety-four percent of managers stated that
work force motivation was either important or critically important
to the success of their operation. Eighty-two percent of managers
agreed with the statement that leaders can have a significant
impact on an employees level of motivation and engagement.
21. Survey continiued... Eighty-five percent of managers
believed that an employees level of motivation can have a
significant effect on an employees performance. Sixty-seven percent
of managers believed that it is getting more difficult to motivate
employees effectively. Lastly seventy-six percent of managers
believed that they must adjust their approach to motivating each
individual employee.
22. How to Motivate Employees According to the book 1001 Ways
to Reward Employees Nelson spent years researching companies and
asking employees what turns them on and off about their employers.
The vast majority of managers believe that compensation is the key
motivator for their people. However, employees rated it last in a
list of 10 potential motivators in the workplace.
23. How to Motivate Employees What Nelson found was that
employees expect to be compensated fairly for do doing an average
job, and merit raises are considered a right if they do better.
Furthermore, employees measure job satisfaction largely based on
their relationship with their immediate supervisor. Simply put,
people work for other people more than they work for a
company.
24. How to Motivate Employees Treat employees as partners. Keep
people informed about performance and management decisions. Ask for
their views before making decisions that affect them. Provide
training and resources to do the job. Build an atmosphere of trust
and team work instead of defensiveness and fear.
25. How to Motivate Employees Avoid blame - mistakes are
inevitable parts of the learning process. Encourage people to ask
for help when difficulties arise. Keep communication open and
honest. Schedule regular appraisals for employees to review
progress, problems and plans. Hold briefings to plan, establish
goals, and discuss special issues.
26. CONCLUSION There are five lessons that can be taken from
this research: 1. Motivation plays an important role in a company
when it comes to performance 2. Every employee is different and
what works for one might not for the other one 3.Importance of
recognizing different type of managers and workers in order to
effectively motivate them 4. Employees get motivated by small
things 5. Employees are much more sensitive to their relationship
with their managers and the atmosphere surrounding the company
rather than materialistic goods
27. BIBLIOGRAPHY Harvard Business Review. May2014, Vol. 92
Issue 5, p60-72. 11p. 1 Color Photograph, 4 Graphs. Cherry, Kendra.
"The 5 Most Important Theories of Motivation." About. Web. 15 Oct.
2014. . Sincero, Sarah. "Instinct Theory Of Motivation." Instinct
Theory of Motivation. Web. 15 Oct. 2014. . Bernstein, D. A. (2011).
Essentials of psychology. Belmont, CA: Wadsworth. "Motivation in
Psychology." Motivation in Psychology 101 at AllPsych Online. Web.
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the concept of "arousal" or "activation." Psychological Review, 64,
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Motivation and Goal Setting for Businesses." Small Business. Web.
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Http://guides.wsj.com/management/managing-your-people/how-to-motivate-
employees/. Web. 15 Oct. 2014.
28. BIBLIOGRAPHY "Theory X and Theory Y." Theory X and Theory
Y. Web. 15 Oct. 2014. . Hartzell, Sherri. "Management in
Organizations: Top, Middle & Low- Level Managers." Web. 15 Oct.
2014. . Six Ways to Motivate Talent in Demotivating Times, By:
Remillard, Brad. Collector (0010082X). Oct2012, Vol. 78 Issue 3,
p28-29. 2p. 1 Color Photograph. Frost, Shelley. "What Motivates a
CEO?" Small Business. Web. 15 Oct. 2014. . Gallo, Carmine.
"Southwest Airlines Motivates Its Employees With A Purpose Bigger
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Industrial Management. Jan2011, Vol. 53 Issue 1, p8-13. 6p. 1
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Managers, Sep79, Vol. 3 Issue 3, p47-56. 10p. 1 Diagram, 5 Charts.
Managerial Motivaton and The Theory of the Firm Hickman, C.
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