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    HRM 301

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    Lorn Sreyly
    This document discusses different ways to motivate employees. It begins by explaining that motivated employees are more productive and help create success. It then outlines several major theories of motivation, including: 1) Maslow's hierarchy of needs which suggests people focus on lower level needs like physical and safety before higher needs like esteem. 2) Herzberg's two-factor theory which separates motivators like achievement from hygiene factors like salary. 3) Process theories like expectancy-valence theory which examine how expectations of outcomes influence motivation. The document also discusses money as a motivator, noting it motivates when meeting needs, and outlines pay plans using financial incentives. Finally, it lists strategies supervisors can use

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    HRM 301

    Uploaded by

    Lorn Sreyly
    17 views16 pages
    This document discusses different ways to motivate employees. It begins by explaining that motivated employees are more productive and help create success. It then outlines several major theories of motivation, including: 1) Maslow's hierarchy of needs which suggests people focus on lower level needs like physical and safety before higher needs like esteem. 2) Herzberg's two-factor theory which separates motivators like achievement from hygiene factors like salary. 3) Process theories like expectancy-valence theory which examine how expectations of outcomes influence motivation. The document also discusses money as a motivator, noting it motivates when meeting needs, and outlines pay plans using financial incentives. Finally, it lists strategies supervisors can use

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    Motivating Employees

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    HRM 301 (1)

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    This document discusses different ways to motivate employees. It begins by explaining that motivated employees are more productive and help create success. It then outlines several major theories of motivation, including: 1) Maslow's hierarchy of needs which suggests people focus on lower level needs like physical and safety before higher needs like esteem. 2) Herzberg's two-factor theory which separates motivators like achievement from hygiene factors like salary. 3) Process theories like expectancy-valence theory which examine how expectations of outcomes influence motivation. The document also discusses money as a motivator, noting it motivates when meeting needs, and outlines pay plans using financial incentives. Finally, it lists strategies supervisors can use

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    17 views16 pages

    HRM 301

    Uploaded by

    Lorn Sreyly
    This document discusses different ways to motivate employees. It begins by explaining that motivated employees are more productive and help create success. It then outlines several major theories of motivation, including: 1) Maslow's hierarchy of needs which suggests people focus on lower level needs like physical and safety before higher needs like esteem. 2) Herzberg's two-factor theory which separates motivators like achievement from hygiene factors like salary. 3) Process theories like expectancy-valence theory which examine how expectations of outcomes influence motivation. The document also discusses money as a motivator, noting it motivates when meeting needs, and outlines pay plans using financial incentives. Finally, it lists strategies supervisors can use

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 16

    Motivating Employees

    Instructor: Course: HRM301

    Group Members
    INTRODUCTION

    01
    Motivating Employees
    This may sound soft and mushy,
    but happy people are better for
    business. They are more creative
    and productive, they build
    environments where success is
    more likely, and you have a
    much better chance of keeping
    your best players.
    —Shelly Lazarus, CEO,
    Ogilvy & Mather Worldwide
    Motivation: Giving people intensives that cause
    them to act in a desired way.
    How does motivation work?

    Motivation + Ability= Performance


    Familiarity with the best known theories can help supervisor
    think of way to motivate employees. None of the theories are
    perfect, but all give supervisor some guidance.
    Maslow’s Hierarchy of Needs
    1. Physiological Needs: At the base of the pyramid are physiological
    Maslow's theory needs such as food, water, shelter, and other basic necessities required
    suggests that
    for survival.
    individuals tend
    to focus on 2. Safety Needs: Once physiological needs are fulfilled, individuals seek
    satisfying lower- safety and security in their lives. This includes physical safety, financial
    level needs stability, job security, and a stable environment.
    before moving 3. Social Needs: After fulfilling safety needs, people strive for social
    up the hierarchy connections and a sense of belongingness. This involves building
    towards higher-
    relationships, being part of a community or group, and experiencing
    level needs.
    love and affection.
    4. Esteem Needs: Once social needs are met, individuals seek
    recognition, respect, and self-esteem from others. This includes gaining
    appreciation for achievements, receiving positive feedback, and having
    a sense of accomplishment.
    5. Self-Actualization: At the pinnacle of the hierarchy lies self-
    actualization – the desire to reach one's full potential and achieve
    personal growth. This involves pursuing meaningful goals, engaging in
    creative activities, and finding fulfillment in life.
    McClelland’s Achievement-Power-
    Affiliation Theory
    ● The need for achievement – the desire to do something better
    than it has been done before.
    ● The need for power – the desire to control, influence, or be
    responsible for other people.
    ● The need for affiliation – the desire to maintain close and friendly
    personal relationships.
    Herzberg’s Two-Factor Theory
    Hygiene Factors Motivating Factors
    - Company policy and - Opportunity for achievement
    administration - Opportunity for recognition
    - Supervision - Work itself
    - Relationship with supervisor - Responsibility
    - Relationship with peers - Advancement
    - Working conditions - Personal growth
    - Salary and benefits
    - Relationship with subordinates
    Process Theories
    Process theories look at the process of motivation instead of specific motivators.
    Two major process theories:

    Skinner’s reinforcement
    Vroom’s expectancy-valence theory
    theory

    Victor Vroom decided that the degree to The reinforcement theory maintains that
    which people are motivated to act in a people’s behavior is influenced largely by
    certain way depends on two things: the consequences of their past behavior.
    Valence : the value a person places on the Reinforcement theory implies that
    outcome of a particular behavior. supervisors can encourage or discourage a
    Expectancy : the perceived probability that particular kind of behavior by the way
    they respond to the behavior.
    the behavior will lead to the outcome.
    Money as Motivator

    02
    Money as Motivator
    Some supervisors and other managers assume that the main
    thing employees want out of a job is money. Although money
    is not the only that can motivate employees, it is the most
    important one.

    When Money Motivate:


    The content theories of motivation imply that money motivates people when it
    meets their needs. Employees who are rewarded for their achievements with
    money typically feel seen, valued, and appreciated.
    Pay Plans Using Financial Incentives
    The way pay plan is structured can influence the degree to which employees are
    motivated to perform the job. Some pay plans offer bonus, commission, or other
    kind of pay for meeting or exceeding objectives.
    1) Piecework System: paying an employee a fixed rate for each unit they produce.
    2) Production Bonus System: an extra payment made to workers for being more productive or
    yielding more results than normal.
    3) Commissions: sales professionals often earn commission based bonus structures as
    incentives to complete sales goal.
    4) Payments for suggestions: many companies pay employees for making suggestions on how
    to cut costs or improve quality.
    5) Group Incentive Plan: pays a bonus when the group as a whole exceeds some objectives.
    Secrecy of Wage and Salary Information
    In our society, money is considered a private matter, and
    most people do not like to talk about what they earn.
    Thus, in private (nongovernment) organizations,
    employees generally do not know one another's earnings,
    though supervisors know what their subordinates earn.
    How Supervisors Can Motivate

    03
    Motivated employees are essential for the success of a company. Motivation is
    measured by employees’ willingness to get work done.

    Having High Expectation

    Making work interesting Providing Rewards That Are Valued

    Job rotation Relating Rewards to Performance


    Job enlargement
    Job enrichment Treating Employees as Individuals

    Encourage Employee Participation

    Providing Feedbacks
    THANKS!
    Any Questions?

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