impact of motivation on work performance

8/3/2019 Impact of Motivation on Work Performance

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Impact of Motivation on

Work PerformanceBy:

Shumailla Noureen


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"Management is nothing

more than motivating

other people.

--Lee Iacocca


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Motivation

Refers to the initiation, direction,intensity and persistence ofbehavior

Having the encouragement todo something


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Types of Motivation

Achievement Motivation

Affiliation Motivation

Competence Motivation

Power Motivation

Attitude Motivation


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Achievement Motivation

Drive to pursue and attaingoals

To achieve objectives and

advance up on the ladder ofsuccess

Important for its own sake and

not for the rewards Similar to Kaizen approach of

Japanese Management


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Affiliation Motivation

Drive to relate to people on a

social basis

Perform work better

Complimented for favorableattitudes and cooperation


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Competence Motivation

Drive to be good at something

To perform at high quality

People seek job mastery Take pride in developing &

using their problem solving skills

Strive to be creative Learn from experiences


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Power Motivation

Drive to influence people and

change situations

People wish to create an impacton their organization and arewilling to take risk to do so


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Attitude Motivation

Is how people think and feel

Self confidence

Belief in themselves Attitude to life

How they feel about future

How they react to past


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"The whole idea of motivation is atrap. Forget motivation. Just do it.

Exercise, lose weight, test yourblood sugar, or whatever.

Do it without motivation. And then,

guess what? After you start doing the thing, that's

when the motivation comes andmakes it easy for you to keep ondoing it."

--John Maxwell


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The Research

A number of researches havebeen conducted on Impact of

Motivation on work

performance, the one we aregoing to consult is Researchand Best Practices conducted

by International Society ofPerformance Improvement


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Key Findings

Incentive programs

Improve performance

Engage participants Attract quality employees

Long-term programs out perform

short-term programs Executives & employees value

incentive programs


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Incentive Programs Improve

Performance

With awards in the form ofmoney or tangible awardsincrease performance by 22%

Team incentives can increaseperformance by 44%


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Incentive Programs Engage

Participants

Increase interest in work

For completing a task, 15%increase

Asked to persist toward a goal,27% increase

Encourage to thinking smarter,26% increase


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Incentive Programs Attract

Quality Employees

Organizations that offer properlystructured incentive programscan attract and retain higherquality workers than otherorganizations


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Long-term programsoutperform shot-term programs

Incentive programs that run for ayear or more produce 44%increase

Programs running 6 months orshow 30% increase

Programs of a week or less yield20 % boost


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Executives and Employees

Value Incentive Programs

Both employees and managershighly value incentive programs

98% individuals complain abouttheir implementation

A programs success and return

on investment obviously dependson how well its operated


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"People often say that

motivation doesn't last.

Well, neither doesbathing -- that's why werecommend it daily."

--Zig Ziglar


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Conditions for Success

Current performance is inadequate The cause of the inadequate

performance is related to deficienciesin the motivation

The desired performance type andlevel can be quantified

The goal is challenging but achievable

The focus on promoting a particular

behavior does not conflict with oroverride every day organizationalgoals


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Thank

You!

impact of motivation on work performance

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