logging in or signing up Motivation (Introduction) - Copy (2) aSGuest12202 Download Post to : URL : Related Presentations : Let's Connect Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Copy embed code: Embed: Flash iPad Dynamic Copy Does not support media & animations Automatically changes to Flash or non-Flash embed WordPress Embed Customize Embed URL: Copy Thumbnail: Copy The presentation is successfully added In Your Favorites. Views: 2348 Category: Entertainment License: All Rights Reserved Like it (2) Dislike it (1) Added: February 05, 2009 This Presentation is Public Favorites: 0 Presentation Description No description available. Comments Posting comment... Premium member Presentation Transcript Motivation, &Performance : Motivation, &Performance Motivation : Motivation mo·ti·va·tion - n 1: the psychological feature that arouses an organism to action toward a desired goal; the reason for the action; that which gives purpose and direction to behavior. Slide 3: Motivation An organization without a motivated workforce is like an engine running on empty – it needs the right fuel to perform at it’s best. Intrinsic Motivation Extrinsic Motivation Motivation : Motivation Drive-Reduction Theory the idea that a physiological need creates an aroused tension state (a drive) that motivates an organism to satisfy the need Why is motivation necessary : Why is motivation necessary ? Slide 6: Human ability index 0 to 30% Affected by motivation 90 to 100% God gifted Basic skills 30 to 90% Slide 7: What Motivates You? Slide 8: Motivation Extrinsic motivation is typified by incentives, bribes, rewards and manipulation of ones own behavior and that of others. Intrinsic Motivation can be typified by interesting or challenging work, and the opportunity to achieve and grow into greater responsibility. Slide 9: Motivation Negative Forms of Motivation Extrinsic Rewards Money / Vacations / Banquets / Plaques Fear / Threats / Punishment Competition Positive Forms of Motivation Intrinsic Rewards Goals Communication Employee Empowerment Slide 10: Motivation Job performance is considered a function of ability and motivation. Job Performance = f (Ability)(Motivation) Ability depends on education, experience and training and its improvement is a slow and long process. Maslow’s Hierarchy of Needs : Maslow’s Hierarchy of Needs begins at the base with physiological needs that must first be satisfied then higher-level safety needs become active then psychological needs become active Self-actualization needs Need to live up to one’s fullest and unique potential Esteem needs Need for self-esteem, achievement, competence, and independence; need for recognition and respect from others Safety needs Need to feel that the world is organized and predictable; need to feel safe, secure, and stable Belongingness and love needs Need to love and be loved, to belong and be accepted; need to avoid loneliness and alienation Physiological needs Need to satisfy hunger and thirst Hertzberg’s motivation theory : Hertzberg’s motivation theory THE SATISFYING FACTORS (require intrinsic motivation) THE DISSATISFYING FACTORS (require extrinsic motivation) There are two factors that affect motivation Slide 13: The satisfying factors Achievement Recognition Responsibilities Work itself Slide 14: Self motivated people Slide 15: Ajim Premji Passion of his life - World class professionalism. Simple living, no showmanship. Talks of excellence rather than his wealth. Slide 16: Dhirubhai Ambani Very high goals. An achiever. From petrol pump assistant became richest man due to high goals. Slide 17: Abdul Kalam Azad Very ordinary man with clear mission. No ego. High goal. Highly committed. A Model of How Goals Can Improve Performance : A Model of How Goals Can Improve Performance Slide 19: Important Job Factors RANK Advancement opportunity 8 Control over work content 3 Flexible work schedule 7 Fringe benefit 6 Job security 4 Nature of the work 2 Open communication 1 Salary/wages 9 Size of organization 10 Stimulating work 5 Source: "Work Force Study Finds Loyalty Is Weak," Wall Street Journal, Sept. 3, 1993, p. B-l. Slide 21: Motivation Motivation is a much faster process and can be improved through: Approval, praise and recognition. Trust, respect and high expectations. Loyalty, given that it may be received. Removing organizational barriers that stand in the way of individual and group performance. Job enrichment. Good communications. Financial incentives. Slide 22: Motivation is a much faster process and can be improved through: Assist in establishing attainable goals. Provide opportunities for growth (challenging work). Provide regular & timely feedback (good & bad). Establish an Individual Development Plan (IDP) Slide 23: Promote a balance of work & personal lives. Distribute work fairly. When reasonable, let employees make decisions and have input on decisions that will impact them. Slide 24: Rewards Rewards should be quick. Rewards should be significant. The goals & rewards must be: Known, understandable, & attainable. Rewards must be distinctly and directly related to performance. Reward should be irrevocable. Reward should be compatible with job measurements. Slide 25: Conclusion Our real job is not to motivate our employees, rather it is facilitating their doing it on their own volition, at their own initiative, so that they will go on doing the activities freely in the future when we are no longer there to prompt them. You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.