motivating today’s employee

MOTIVATING TODAY’S

EMPLOYEE

Prof (Dr) Nitin Zaware

(Director, Rajiv Gandhi Business School, Pune)[email protected]

+91 9860121311

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Prof.(Dr.) Nitin Zaware

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“ motivation is a set of energetic forces that originate

both within as well as beyond an individual’s being,

to initiate behavior, and to determine its form,

direction, intensity, and duration.”

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MOTIVATION AND INCENTIVES Motivation - Factors within and outside an organism

that cause it to behave a certain way at a certain time

Motivational state or drive - An internal condition,

which can change over time, that orients an individual

to a specific set of goals (e.g., Hunger, thirst, sex,

curiosity)

Incentives - Goals or reinforcers in the external

environment (e.G., Good grades, food, a mate)

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The Motivation Process

Un-satisfied

needTension Drives Search

behaviorSatisfied

need

Reductionof

tension

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Self-Actualization

Esteem

Social

Safety

Physiological

Maslow’sHierarchyof Needs

High

er or

der

Lowe

r orde

r

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Self-actualisation

‘A musician must make music, an artist mustpaint, a poet must write, if he is to beultimately happy. What a man can be, hemust be. This need we may call

selfactualisation.... it refers to the desire for selffulfilment.... to the tendency for him to become

actualised in what he is potentially ....the desire to become more and more whatone is, to become everything one is capableof becoming.’

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Dislike Work

Enjoy Work

Avoid Responsibility

Little Ambition

Theory XWorkers

Accept Responsibility

Self-Directed

Theory YWorkers

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Herzberg’s Motivation-Hygiene

Motivators Hygiene Factors

Extremely satisfied Neutral Extremely dissatisfied

• Achievement

• Recognition

• Work itself

• Responsibility

• Advancement

• Growth

•Supervision•Company policy•Relationship withsupervisor

•Working conditions•Salary•Relationship with peers•Personal life•Relationship withsubordinates

•Status•Security

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Contrasting Views of Satisfaction-Dissatisfaction

Satisfaction Dissatisfaction

Traditional View

Herzberg’s View

Satisfaction - No Satisfaction No Dissatisfaction- Dissatisfaction

Motivators Hygiene Factors

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The ThreeNeeds Theory

AffiliationAchievementPower

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No RewardsBehavior

Rewards

Punishment

REINFORCEMENT THEORY

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Behavior


EQUITY THEORY

1) Compute your input/output ratio

2) Compare your ratio to other’s ratio

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EXPECTANCY THEORY1) How hard do I have to work?

2) What are the chances of reaching the goal?

3) How attractive is the goal?

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Expectancy:• If I tried, would I be able to perform the action I am

considering?Instrumentality:• Would performing the action lead to identifiable outcomes?Valence:• How much do I value those outcomes?

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ERG THEORYThere are three groups of core needs E xistence R elatedness G rowth

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Overview of Need Theories Physiological Safety Love Esteem Self-Actualization Motivators Hygienes Growth Relatedness Existence Maslow's Hierarchy Alderfer's ERG Theory Hertzberg's Two-Factor Theory

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MOTIVATION IN ORGANIZATIONS

If you want to motivate people, first think about their needs.

Knowing this, how would one go about finding out what your people’s needs are?

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Designing Motivating Jobs

Number of Tasks

Frequency of Tasks

Employee Control

Feedback

JobEnrichment

Scope Depth

JobEnlargement

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ADVANTAGES OF RECOGNITION 05/01/2023

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MoraleProductivitySatisfaction

Margin

StressAbsencesTaurnover

Cost


MOTIVATING TODAY’S WORKFORCE

Career Growth Exciting Work Meaningful Work Great People Team Participation Flex Hours Benefits Wages

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THANK YOU

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