healing through motivation - bullets
DESCRIPTION
A presentation on Motivating employees for the companies having financial problem.TRANSCRIPT
SMCG : Synergy Management Consulting Group
We make businesses work
Healing through Motivation
Is monetary rewards the only key to boost organizational motivation?
SMCG : Synergy Management Consulting Group
We make businesses work
The Fastest Man Alive
• He was a football and cricket player
• Had noticeable speed on cricket pitch
• Pablo McNeil a former sprint athlete
motivated this uncommitted runner
His fee starts at $200,000 and can reach $350,000
He earns $ 24 Million a year
SMCG : Synergy Management Consulting Group
We make businesses work
Motivation
Let’s see whether we have a Motivation case here
SMCG : Synergy Management Consulting Group
We make businesses work
Senior Manager
case Analysis
A high level consultant team from SMCG Visited
Scope of the study to learn their success stories also to find out if there are any room for improvement
Interview was focused on: Cross-cultural issues, Decision making, Conflict resolution, Motivation, Performance and Leadership
Sl. Full Name I.D.1 Rezaur Rahman 132 1367 0902 Shanjidha Akhter 122 0958 0903 Md. Rashedul Islam 142 1153 690
4 Muhammad Mehedi Hasan Shikder 123 0381 0905 Mohammad Oliur Rahman 121 0909 090
SMCG : Synergy Management Consulting Group
We make businesses work
Method of Study
Observation: To get an on-location idea, visit was made to OTOBI’s Head Office at Gulshan.
Experience Survey: A short visit was also made in a display center and a show-room
Questionnaire Survey: An interview with the Chief of HR was conducted on an unstructured questionnaire: organizational behavior and motivation practices
SMCG : Synergy Management Consulting Group
We make businesses work
Motivational practices(Extrinsic Benefits)
Fair pay & benefits
Provident Fund & Gratuity
Leave Encashment
Product On Credit
Life Insurance
Loan For Education & Training
SMCG : Synergy Management Consulting Group
We make businesses work
Motivational practices(Intrinsic Benefits)
Friendly Environment
Open Door Policy
Convenient Sitting Arrangement
Quality Supervision
30 Days’ Annual Leave
Punctuality Award
Best Employee Award
Delegation Of Authority
Job Rotation
Leisure Day Outs
SMCG : Synergy Management Consulting Group
We make businesses work
Findings
Training and Development with Annual Performance Appraisal and Development Programs:
Otobi Furniture, a profitable wing of Otobi group had Spillover effect of its sister concern Quantum Power Systems
Otobi Group paid liquidity damage to Power Development Board
Plan to generate cash through Initial Public Offering is delayed
Delayed Performance Appraisal and yearly increment for last two consecutive years
SMCG : Synergy Management Consulting Group
We make businesses work
How to motivate
employees incase of delayed
payment: without money
Studies say, Money is not the only key; often emotional incentives bring better returns to the employer.
Organizations need to understand employee’s individual need and structure the work environment
SMCG : Synergy Management Consulting Group
We make businesses work
Don’t
Concentrate on late attendance and absenteeism rather focus on Performance
Monitor every single step of their activity, give them some freedom
Form investigation committee and terminate employees rather allow easy exit
Concentrate too much on Group/Corporate activities
How to motivate
employees incase of delayed
payment: without money
SMCG : Synergy Management Consulting Group
We make businesses work
Do’s(Short term)
Applause & on-the-spot praise
Flextime, Job sharing, Time off
Job title
Individual Variable-Pay: Piece-Rate pay, Merit-Based pay, Gain sharing, Stock plan
Stress Management
Job Redesigning: rotation, enrichment
How to motivate
employees incase of delayed
payment: without money
SMCG : Synergy Management Consulting Group
We make businesses work
Use Herzberg model to identify individual need before offering customized solution
Form alliance with SMCG to roll-out the motivation program through the company
Train Management and Senior Management team, before rolling-out to officer or other management staffs
Do’s(Mid term)
How to motivate
employees incase of delayed
payment: without money
SMCG : Synergy Management Consulting Group
We make businesses work
Do’s(Mid term)
Comprehensive Training Module and Diagnostic Tool
proposed by SMCG
How to motivate
employees incase of delayed
payment: without money
SMCG : Synergy Management Consulting Group
We make businesses work
Summery
Case study shows classroom learning experiences can be applied to the real world business.
Herzberg model key understand individual motivating factors
With limited or no money; often emotional incentives bring better returns to the employer.
If you have any identified or unidentified organizational issues please call SMCG- WE MAKE BUSINESS WORK
SMCG : Synergy Management Consulting Group
We make businesses work
Training package
Motivation techniques
SMCG : Synergy Management Consulting Group
We make businesses work
How to How to motivatemotivate
How to motivateHow to motivateWhat is motivation ?What is motivation ?
Each strategy and planEach strategy and plan
find its limit in the membersfind its limit in the members
of the team (people) ?of the team (people) ?
SMCG : Synergy Management Consulting Group
We make businesses work
What is What is motivatiomotivation?n?
What is motivation?What is motivation?
The mechanics of motivationThe mechanics of motivation
Energy Energy WorkWork
FamilyFamily
HobbiesHobbies
SMCG : Synergy Management Consulting Group
We make businesses work
How to How to motivatemotivate
The Maslow pyramidThe Maslow pyramid
spiritualspiritual
eateat
drinkdrink
breathbreath
sexsex
Social Social securitysecurity
ProtectionProtection
Social recognitionSocial recognitionPrestige, powerPrestige, power
Self satisfactionSelf satisfaction
LibertyLiberty
Be Be
lovedloved
eateat
What is motivation ?What is motivation ?
SMCG : Synergy Management Consulting Group
We make businesses work
How to How to motivatemotivate
Herzberg study of motivation at workHerzberg study of motivation at work
40 30 20 10 0 10 20 30 4040 30 20 10 0 10 20 30 40
Progress in work – results
Recognition - compliments
The job content –Work satisfaction
ResponsibilityAble to decide
PromotionCompany policies - rules
The management
Salary
Personal relationship withThe managerWorking conditions
Th
e m
ot iv
at i n
g
f acto
r s
Th
e h
yg
ien
e
facto
rs
SMCG : Synergy Management Consulting Group
We make businesses work
How to How to motivatemotivate
To know the motivation of your To know the motivation of your people is essential.people is essential.
1. It is more important to have a well paid job, even if it meansthat I don’t get recognition of the work done..
2. It is important that your work receives recognition, evenif it means that I earn less.
3. It is better to have have a good relationship with your managereven if it means reduced responsibility.
4. It is better to have more responsibility even if it means thatit is a little more difficult to got along with your manager.
5. It is essential to have a good relationship with your managereven if it means doing uninteresting work.
6. It is essential to have interesting work even if it means that therelationship with your manager is not so good.
7. It is essential to get a promotion even if it means the possibilityof increasing your salary is reduced..
8. It is essential to have a position with a high salary even if itmeans reduced possibilities for promotion.
• It is better to receive recognition for a meaningless task than itis to perform a task which is meaningful but unrecognized.
3. It is better to have a meaningful task than to carry out anunimportant task which will receive praise and recognition
A
B
D
C
D H
E A
B H
11. I prefer to do an uninteresting job providing I get on well with my colleagues.
12. I prefer to do a stimulating job, even if it meant I were unpopularwith my colleagues.
13. The most important thing for you to perform well is to haveresponsibility and the authority to make own decisions
14. The most important thing for good performance is the assuranceof a good salary.
15. It is essential for you to have a job where there is a good relationship with the manager even if it means a slightly lower salary.
16. It is essential to have job with a good salary even if it means difficulties in the cooperation with the manager.
17. I prefer to have responsibility in my job even if it means less recognition and praise.
18. I prefer to have a job with less responsibility providing I get recognition and praise..
11. You feel more stimulated in your job when you receive recognitionand praise you really deserve..
12. You feel more stimulated in working with a manager with whom you have a good relationship and with whom to cooperate well..
I
H
C
A
D
A
C
B
B
D
SMCG : Synergy Management Consulting Group
We make businesses work
How to How to motivatemotivate
21. You would rather feel that you had been successful in a difficultjob, than to feel you had an easier but well paid job..
22. You would rather have a well paid job than one that presentedproblems which had to and could be overcome.
23. I get greater satisfaction in my job when I know that I have thesupport of my colleagues, than when I receive recognition for a well done job.
24. I get greater satisfaction from receiving recognition and praise for a job well done, than receiving support from other staff members.
25. To know that other people are very happy to have you as a colleaguegives more stimulation in the job than to have responsibility.
26. To know that you have a responsible job is more stimulating than tobe popular among other staff members.
27. You regard it as more interesting to take on a job which has greaterresponsibility, even if the chance for promotion is not available.
28. You regard it as more interesting to gain promotion, even if the jobcovered has less responsibility.
21. I think it is more essential to receive accurate feedback about my results than to receive recognition and praise for them.
22. I think it is more essential to get recognition praise than to reallyknow how successful I am, or not, in carrying out my job.
F
A
I
B
I
C
C
E
F
B
31. You regard it as more essential to have the support of your colleagues than to have a good relationship with the manager.
32. You regard it as more essential to know that you have a good relationship with your manager than to know that you have thesupport of other staff members.
33. You would prefer a job which carries responsibility even if it is less interesting.
34. You would prefer an interesting job, even if it carries lessresponsibility.
35. To feel that I have a salary that corresponds with the efforts putin is essential for full satisfaction, even if it is a tedious job.
36. To have a working task that is meaningful , is essential for fullsatisfaction even if it means a lower salary.
37. I you change your job it would be because there is no possibility of promotion in your present situation.
38. If you change your job it would be because you don’t have a sense of achievement in your current position.
31. It is more important to have an information system which tells you how successful you are than it is to get on with your manager.
32. It is more important to have a good relationship with your manager than it is to have an information system which
highlights your personal success.
I
D
C
H A
H
E F
F D
To know the motivation of your people is essential.To know the motivation of your people is essential.
SMCG : Synergy Management Consulting Group
We make businesses work
How to How to motivatemotivate
41. It is better to get on with your manager, than to risk this relationshipby accepting promotion.
42. It is better to accept a promotion even if this means a deteriorationof the relationship with your present manager.
43. The content of my job will certainly mean that I will stay withmy company, even if it means no chance of promotion.
44. Even if a new job is more a routine task, I would still preferthe promotion.
45. It is more essential to work in a group where there is support andCooperation than to work on your own, even if the isolated jobpays a higher salary.
46. It is essential to know you are well paid, even if it means you haveto work in isolation.
47. To have responsibility gives a positive feeling even if you are notalways successful and able to come up to expectations.
48. To be able to achieve what is expected of you is better than havinggreater responsibility.
• It is better to feel recognition in the job you have than to geta promotion.
43. It is better to get promotion, even if it means the possibility ofrecognition disappearing in the future.
D
E
H
E
I
A
C F
B E
51. It is more important for me to have support and cooperation from other people than to have a promotion and to separated from them.
52. It is better to be promoted even if it means isolation fromcolleagues.
53. It is better to be successful in your current job than to have a more interesting job where you quite often fail.
54. It is better to have an interesting task even if you fail quite often rather than have a simple and tiring job.
55. You would prefer to fail every now and then in your jobrather than know that you didn’t have other peoples support.
56. You prefer to know that you are always successful in your job even if it means you don’t have the support of other staff members.
I
E
F
H
I
F
To know the motivation of your people is essential.To know the motivation of your people is essential.
SMCG : Synergy Management Consulting Group
We make businesses work
How to How to motivatemotivate
Your resultYour result
Add up the points for each letter A to I Add up the points for each letter A to I and total each letter. As a check the and total each letter. As a check the total sum should be 140.total sum should be 140.
A A =
B B =
C C =
D D =
E E =
F F =
H H =
I I =
Total = 140
Transfer the score of the previous page Transfer the score of the previous page to the corresponding letters below.to the corresponding letters below.
AA Financial motivation Financial motivation
BB Recognition and praise Recognition and praise
CC Responsibility Responsibility
DD Relationship with your manager Relationship with your manager
EE Promotion Promotion
FF Achievement in the job (results) Achievement in the job (results)
HH Job content – the fob itself Job content – the fob itself
II Cooperation with others Cooperation with others
(team work) (team work)
To know the motivation of your people is essential.To know the motivation of your people is essential.
SMCG : Synergy Management Consulting Group
We make businesses work
How to How to motivatemotivate
302928272625242322 o21 o20 o19181716 o o1514 o o13 o121110987654321
D B A I E F C H
D Relationship with manager
B Recognition and praise
A Financial motivation
I Cooperation (team-work)
E Promotion
F Achievement Results
C Responsibility
H Job content – Job itself
To know the motivation of your people is essential.To know the motivation of your people is essential.
How to motivateHow to motivate
SMCG : Synergy Management Consulting Group
We make businesses work
How to How to motivatemotivate
How to detect lack of motivationHow to detect lack of motivation
1. « Constructive » behavior
The person discusses everythingThe person accepts everythingThe person prefers his hobbies
2. « Destructive » behavior
The person is :
aggressive
spreads rumors
looks for excuses
looks for scapegoats – « it’s his fault »
makes fixations
« I wont change »
« I am better »
expresses unrealistic requests
(I should be the manager)
retires
repeated sick absences
only the body is present
leaves the company = too late
SMCG : Synergy Management Consulting Group
We make businesses work
How to How to motivatemotivate
Consequence of lack of motivation –Consequence of lack of motivation –The implications – reactions The implications – reactions
1. If a person is not motivated, it will concentrateon the hygiene factors
The person concentrates on imperfectthings it can’t control - (subjective)
Working hoursSalaryWork conditionsWork place ….
2. If you assure only the dissatisfaction of hygiene factors, you reduce the risk of non-satisfaction
but you don’t motivate. De-motivation will be recurrent
3. If a person is satisfied doesn’t mean he ismotivated
See Herzberg chart
SMCG : Synergy Management Consulting Group
We make businesses work
Some practical rules for your motivational taskSome practical rules for your motivational task
1. Job enlargementIncrease of tasksVariation of tasks
2. Enrichment Larger responsibilitiesMore freedom :
of actionof initiativeof decisionto create to act
3. « Job-characteristics » model
Redesign the position to create
a new energy
Job rotation (if possible)
(change of region)
4. Explain what is expected = new objectives
5. Inform about the achieved results = feedback
6. Explain management actions
7. Adopt others perspectives
8. Create interesting jobs - motivating tasks
Larger
Richer
How to How to motivatemotivate
SMCG : Synergy Management Consulting Group
We make businesses work
ExerciseExercise
302928272625242322 oo21 oo20 oo19181716 oo oo1514
oo
oo
13
oo
121110987654321
D B A I E F C H
D Relationship with manager
B Recognition and praise
A Financial motivation
I Cooperation (team-work)
E Promotion
F Achievement Results
C Responsibility
H Job content – Job itself
302928272625242322
oo21
oo
20 oo19181716 oo
oo
1514
oo
oo13 oo121110987654321
D B A I E F C H
xxxx xx
xx
xxxx xx
xx
xxxx xx
xx
xxxx
xx
xx