logging in or signing up Motivation arundhatip Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 2495 Category: Education License: All Rights Reserved Like it (6) Dislike it (0) Added: July 31, 2009 This Presentation is Public Favorites: 11 Presentation Description No description available. Comments Posting comment... By: jkupadhyay (2 month(s) ago) I am sure this will be helpful to motivate my staff. Please could you send me this ppt on jkupadhyay@dharmadev.net. Saving..... Post Reply Close Saving..... Edit Comment Close By: mhbasrilean (4 month(s) ago) it looks like good presentation files to learn, could you send me on mhbasrilean@gmail.com Saving..... Post Reply Close Saving..... Edit Comment Close By: kas.shaikh (23 month(s) ago) very informative , kindly mail me on kas.shaikh@gmail.com Saving..... Post Reply Close Saving..... Edit Comment Close By: asifhph (25 month(s) ago) could you please email me powerpoint slides at my email asifhph@gmail.com Saving..... Post Reply Close Saving..... Edit Comment Close By: demie (26 month(s) ago) hi!! can you send this to me... please..thank you! Saving..... Post Reply Close Saving..... Edit Comment Close loading.... See all Premium member Presentation Transcript Slide 1: EMPLOYEE MOTIVATION Presented By: S. Acharya Former P & A Head Of INDAL UNIT OEL AM I HERE TO DO THIS…??? : 7/31/2009 2 AM I HERE TO DO THIS…??? NO Are you looking ahead to this…??? : 7/31/2009 3 Are you looking ahead to this…??? Slide 4: 7/31/2009 4 What Leads to Performance? Performance = f (Ability, Motivation, Opportunity) What is Motivation? : 7/31/2009 5 What is Motivation? Carrot & Stick Approach The drive to achieve Or The desire that comes from Within Aspiration Values Self-esteem Sensibilities Motivation : 7/31/2009 6 Motivation Dictionary meaning – To cause them to act in a certain way. For example To train a puppy Children get “The willingness to exert high levels of efforts towards organizational goals, conditioned by the effort’s ability to satisfy some individual need.” - Stephen P Robbins Spanking-being bad Treat – for being good Carrot & Stick Approach : 7/31/2009 7 Carrot & Stick Approach Carrot => Pay and Advancement. Stick => Discipline and Insecurity. Maslow’s Hierarchy of Needs : 7/31/2009 8 Maslow’s Hierarchy of Needs Lower Order needs Higher Order needs Job & financial security; Low-level motivators; Low-level effort Mediocre Need; coercive & reward power in a manipulative manner Top Performance, a drive Ingredients to top performance : 7/31/2009 9 Ingredients to top performance Competence - f (Knowledge + skills) Can be gained from education, training and experience. Can also be developed through Direction and support. Is not an in-born quality. It can be learnt. Ingredients to top performance contd… : 7/31/2009 10 Ingredients to top performance contd… Commitment – Confidence & Motivation Confidence - A measure of self-assuredness. A feeling of being able to do a task well without much supervision. Motivation – Person’s interest and enthusiasm for doing a task well. Judge Where You Are..?? : 7/31/2009 11 Judge Where You Are..?? Developing Developed Leadership Styles : 7/31/2009 12 Leadership Styles A motivator/leader has to learn Diagnosing needs of the people you supervise. The Skills are Flexibility, diagnosis, contract situational study. Situational Leadership Styles : 7/31/2009 13 Situational Leadership Styles S1 S2 S3 S4 Slide 14: 7/31/2009 14 Different strokes for different people but in many cases you need to use different strokes for the same people. Suggestions for motivation : 7/31/2009 15 Suggestions for motivation Basic Needs Providing adequate wages. Looking after housing needs. Security Needs Job security. Helping people plan their future. Assume supportive leadership style Social Needs Help develop a team Design group job. Provide opportunities for informal social interactions. Growth Needs Variety in job. Encourage creativity and innovation. Clarify personal goals. Suggestions for motivation contd.. : 7/31/2009 16 Suggestions for motivation contd.. Participation Needs Encourage group decision making. Consult subordinates. Information sharing. Recognition Needs Praising people for their achievements. Responding to people as individuals and not roles. Independence Needs Delegating responsibility and authority. Assigning individual tasks. Encourage personal goal setting. Power Needs Encourage participation. Delegating authority. Suggestions for motivation contd.. : 7/31/2009 17 Suggestions for motivation contd.. Achievement Needs Setting realistic targets. Assigning challenging tasks. Giving performance feedback. Setting clear-cut goals. PETER ANALYSIS : 7/31/2009 18 PETER ANALYSIS P – Prepare them E – Encourage T – Train them E – Evaluate them R – Return on investment PREPARE THEM : 7/31/2009 19 PREPARE THEM Avoid “ROUND EMPLOYEES IN SQUARE HOLES”. “Choose a job you love; you will never have to work a day in your life. How to find a square hole situation…????? Round peg in square hole situation : 7/31/2009 20 How to find a square hole situation…????? Round peg in square hole situation No spark in his eyes Moving slowly Short tempered. Appears to be lost Behaves as a nobody. How to Correct this situation? : 7/31/2009 21 How to Correct this situation? Keep on trying. Provide new jobs and responsibilities. Keep on rotating till you find out. “ Square employees come to square holes”. Keep on analyzing and waiting. Discover their area of hate and love or Has someone hurt his EGO. ENCOURAGE : 7/31/2009 22 ENCOURAGE Effective Communication Right amount. Right type In Right time. Learn how to listen Learn to tune in your employees. Learn to write. Train Them : 7/31/2009 23 Train Them Train people to get along with others. Everyone is important. Teach them to say “THANK YOU” & “SORRY”. Say NO. Learn from Criticism. Kill Anger Train Them Contd.. : 7/31/2009 24 Train Them Contd.. Honesty Only. No gossip. Accept praise gracefully and praise others. Remove personality conflicts between employees. Those who ‘Sweeten’ the ‘milk’ of others find position and honor for themselves…….. Train Them Contd... : 7/31/2009 25 Train Them Contd... Taker and giver The ‘giver’ always prospers…….. Slide 26: 7/31/2009 26 SRTIVING FOR EXCELLENCE IN ANY TASK HOWEVER SMALL – A MAN WHO TOUCHED THE SKIES AND STROVE CEASELESSLY TO BUILD A MODERN INDIA. Buying Your Employees Time : 7/31/2009 27 Buying Your Employees Time Start managing your employee time as you manage your money. Employee become ‘EFFECTIVE’ by doing the RIGHT THINGS instead of just becoming efficient by doing THINGS RIGHT. AVOID TIME WASTERS : 7/31/2009 28 AVOID TIME WASTERS If you need 8 hrs to chop a tree, spend 6 hrs in sharpening the axe. Save your customer time by the three tested ways: Self-Discipline Decide – Taking and making decisions. DIN = Do-it-now. Avoid Procrastination. Evaluate them Appraisal Interview: What to do : 7/31/2009 29 Evaluate them Appraisal Interview: What to do Get the purpose clear; is it appraisal or development? Receive the person warmly. Provide for privacy. Start by appreciating the good work done. Make the first queue. Appraisal Interview: What to do cont.. : 7/31/2009 30 Appraisal Interview: What to do cont.. Follow with questions that reveal their judgement on achievements, difficulties, their plans for goals for better goals and how they mesh with organizational goals. Keep a performance diary. Keep negative points in perspective…. Appraisal Interview: What to do contd.. : 7/31/2009 31 Appraisal Interview: What to do contd.. Ask whether there is anything in your way of supervising that hinders their efficiency. Summarize the points at the end you have both agreed upon. Before closing always ask: “Is there anything else?”. APPRAISAL INTERVIEW: WHAT TO AVOID : 7/31/2009 32 APPRAISAL INTERVIEW: WHAT TO AVOID Avoid peer-comparison ratings. Avoid believe that any single uni-dimensional rating can adequately reflect organizational realities and contribution of an individual. Publishing employee ratings. Forced ratings; measure person against their own performance. APPRAISAL INTERVIEW: WHAT TO AVOID : 7/31/2009 33 APPRAISAL INTERVIEW: WHAT TO AVOID Argumentation. Vague appraisals of performance. Cite specific examples, distinguish, fact, opinion and hearsay. Avoid letting the interview become an appraisal of their colleagues or boss’ performance. Discussion of promotion question. APPRAISAL INTERVIEW: WHAT TO AVOID : 7/31/2009 34 APPRAISAL INTERVIEW: WHAT TO AVOID Discussion concerning off-the-job problems. Only discuss if they bring them up. Do not say anything mean, that is not true, and any promises that you have not thought through. Avoid having it said by any subordinate of yours that in a matter vital to their career “Nobody ever told me”. ROI : 7/31/2009 35 ROI Return of invested time. Slide 36: 7/31/2009 36 When people motivate each other working climate becomes ideal. Emphasis on challenges, opportunity, recognition of good performance. Cross-motivation helps in mutual growth happiness. The Boss’ own happiness may depend on how his people feel : 7/31/2009 37 The Boss’ own happiness may depend on how his people feel Recognize the individuality of individuals. Make your subordinate feel important. Guide rather than order. Set a good example. Listen attentively. Watch how you communicate. The Boss’ own happiness may depend on how his people feel : 7/31/2009 38 The Boss’ own happiness may depend on how his people feel Do not be secretive. Encourage participation. Make your subordinate “what to do” things that you want to do. SINCERITY OF PURPOSE AND CONCERN FOR PEOPLE ALONE CAN SUCCEED. Manager: Developer of profile : 7/31/2009 39 Manager: Developer of profile Learn their names. Have great expectations of them. Low expectations, low profile. Recognize good work. Listen. Ask for their suggestions. Meet their needs. Encourage participation in managing activities. Manager: Developer of profileContd.. : 7/31/2009 40 Manager: Developer of profileContd.. Insist on completed staff work. Be authentic. Confront them when their performance is unacceptable, but all the while show them all the while that you value their performance. Be clear about what you want. Manager: Developer of profile Contd.. : 7/31/2009 41 Manager: Developer of profile Contd.. Watch your language. Avoid derogatory sexist words. Ex- servant, fourth class, ward girl, lady doctor, girl athlete. Develop a sense of community and belonging. Be credible, trustworthy and trusting. Delegate, but do not forget. Manager: Developer of profileContd.. : 7/31/2009 42 Manager: Developer of profileContd.. Solve their problems Some of our greatest problems are self-inflicted. Thinks alternatives Problem causes fear; Action kills fear. Be Action oriented. Motivate employees to think. : 7/31/2009 43 Motivate employees to think. The human mind is like a parachute, it only works when it is open. Extra-ordinary output from ordinary human-beings. Put yourself in their shoes. Praises are wages. Avoid fault finding. Do not humiliate in public. Contd.. : 7/31/2009 44 Contd.. Cure obnoxious employees Projecting nails must be hammered down. There is no indispensable man Encourage each of your employees to become customer oriented. Encourage employees to become cans instead of can’t- Attitude determines altitude. Service starts with man at the top. Contd….. : 7/31/2009 45 Contd….. Have suggestion schemes Identifications of problem Elimination – 5 ‘S’ Strain Unevenness Waste SEIRI (Consolidation) SEITON (Good Order) SHIKETSU (Cleanliness) SEISO (Neatness) SHITSUKE (Discipline) Slide 46: 7/31/2009 46 Encourage self starters A head start is anything you do, can only benefit you. READY….???? GET SET … GO!!!! Slide 47: 7/31/2009 47 Thank You You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.
Motivation arundhatip Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 2495 Category: Education License: All Rights Reserved Like it (6) Dislike it (0) Added: July 31, 2009 This Presentation is Public Favorites: 11 Presentation Description No description available. Comments Posting comment... By: jkupadhyay (2 month(s) ago) I am sure this will be helpful to motivate my staff. Please could you send me this ppt on jkupadhyay@dharmadev.net. Saving..... Post Reply Close Saving..... Edit Comment Close By: mhbasrilean (4 month(s) ago) it looks like good presentation files to learn, could you send me on mhbasrilean@gmail.com Saving..... Post Reply Close Saving..... Edit Comment Close By: kas.shaikh (23 month(s) ago) very informative , kindly mail me on kas.shaikh@gmail.com Saving..... Post Reply Close Saving..... Edit Comment Close By: asifhph (25 month(s) ago) could you please email me powerpoint slides at my email asifhph@gmail.com Saving..... Post Reply Close Saving..... Edit Comment Close By: demie (26 month(s) ago) hi!! can you send this to me... please..thank you! Saving..... Post Reply Close Saving..... Edit Comment Close loading.... See all Premium member Presentation Transcript Slide 1: EMPLOYEE MOTIVATION Presented By: S. Acharya Former P & A Head Of INDAL UNIT OEL AM I HERE TO DO THIS…??? : 7/31/2009 2 AM I HERE TO DO THIS…??? NO Are you looking ahead to this…??? : 7/31/2009 3 Are you looking ahead to this…??? Slide 4: 7/31/2009 4 What Leads to Performance? Performance = f (Ability, Motivation, Opportunity) What is Motivation? : 7/31/2009 5 What is Motivation? Carrot & Stick Approach The drive to achieve Or The desire that comes from Within Aspiration Values Self-esteem Sensibilities Motivation : 7/31/2009 6 Motivation Dictionary meaning – To cause them to act in a certain way. For example To train a puppy Children get “The willingness to exert high levels of efforts towards organizational goals, conditioned by the effort’s ability to satisfy some individual need.” - Stephen P Robbins Spanking-being bad Treat – for being good Carrot & Stick Approach : 7/31/2009 7 Carrot & Stick Approach Carrot => Pay and Advancement. Stick => Discipline and Insecurity. Maslow’s Hierarchy of Needs : 7/31/2009 8 Maslow’s Hierarchy of Needs Lower Order needs Higher Order needs Job & financial security; Low-level motivators; Low-level effort Mediocre Need; coercive & reward power in a manipulative manner Top Performance, a drive Ingredients to top performance : 7/31/2009 9 Ingredients to top performance Competence - f (Knowledge + skills) Can be gained from education, training and experience. Can also be developed through Direction and support. Is not an in-born quality. It can be learnt. Ingredients to top performance contd… : 7/31/2009 10 Ingredients to top performance contd… Commitment – Confidence & Motivation Confidence - A measure of self-assuredness. A feeling of being able to do a task well without much supervision. Motivation – Person’s interest and enthusiasm for doing a task well. Judge Where You Are..?? : 7/31/2009 11 Judge Where You Are..?? Developing Developed Leadership Styles : 7/31/2009 12 Leadership Styles A motivator/leader has to learn Diagnosing needs of the people you supervise. The Skills are Flexibility, diagnosis, contract situational study. Situational Leadership Styles : 7/31/2009 13 Situational Leadership Styles S1 S2 S3 S4 Slide 14: 7/31/2009 14 Different strokes for different people but in many cases you need to use different strokes for the same people. Suggestions for motivation : 7/31/2009 15 Suggestions for motivation Basic Needs Providing adequate wages. Looking after housing needs. Security Needs Job security. Helping people plan their future. Assume supportive leadership style Social Needs Help develop a team Design group job. Provide opportunities for informal social interactions. Growth Needs Variety in job. Encourage creativity and innovation. Clarify personal goals. Suggestions for motivation contd.. : 7/31/2009 16 Suggestions for motivation contd.. Participation Needs Encourage group decision making. Consult subordinates. Information sharing. Recognition Needs Praising people for their achievements. Responding to people as individuals and not roles. Independence Needs Delegating responsibility and authority. Assigning individual tasks. Encourage personal goal setting. Power Needs Encourage participation. Delegating authority. Suggestions for motivation contd.. : 7/31/2009 17 Suggestions for motivation contd.. Achievement Needs Setting realistic targets. Assigning challenging tasks. Giving performance feedback. Setting clear-cut goals. PETER ANALYSIS : 7/31/2009 18 PETER ANALYSIS P – Prepare them E – Encourage T – Train them E – Evaluate them R – Return on investment PREPARE THEM : 7/31/2009 19 PREPARE THEM Avoid “ROUND EMPLOYEES IN SQUARE HOLES”. “Choose a job you love; you will never have to work a day in your life. How to find a square hole situation…????? Round peg in square hole situation : 7/31/2009 20 How to find a square hole situation…????? Round peg in square hole situation No spark in his eyes Moving slowly Short tempered. Appears to be lost Behaves as a nobody. How to Correct this situation? : 7/31/2009 21 How to Correct this situation? Keep on trying. Provide new jobs and responsibilities. Keep on rotating till you find out. “ Square employees come to square holes”. Keep on analyzing and waiting. Discover their area of hate and love or Has someone hurt his EGO. ENCOURAGE : 7/31/2009 22 ENCOURAGE Effective Communication Right amount. Right type In Right time. Learn how to listen Learn to tune in your employees. Learn to write. Train Them : 7/31/2009 23 Train Them Train people to get along with others. Everyone is important. Teach them to say “THANK YOU” & “SORRY”. Say NO. Learn from Criticism. Kill Anger Train Them Contd.. : 7/31/2009 24 Train Them Contd.. Honesty Only. No gossip. Accept praise gracefully and praise others. Remove personality conflicts between employees. Those who ‘Sweeten’ the ‘milk’ of others find position and honor for themselves…….. Train Them Contd... : 7/31/2009 25 Train Them Contd... Taker and giver The ‘giver’ always prospers…….. Slide 26: 7/31/2009 26 SRTIVING FOR EXCELLENCE IN ANY TASK HOWEVER SMALL – A MAN WHO TOUCHED THE SKIES AND STROVE CEASELESSLY TO BUILD A MODERN INDIA. Buying Your Employees Time : 7/31/2009 27 Buying Your Employees Time Start managing your employee time as you manage your money. Employee become ‘EFFECTIVE’ by doing the RIGHT THINGS instead of just becoming efficient by doing THINGS RIGHT. AVOID TIME WASTERS : 7/31/2009 28 AVOID TIME WASTERS If you need 8 hrs to chop a tree, spend 6 hrs in sharpening the axe. Save your customer time by the three tested ways: Self-Discipline Decide – Taking and making decisions. DIN = Do-it-now. Avoid Procrastination. Evaluate them Appraisal Interview: What to do : 7/31/2009 29 Evaluate them Appraisal Interview: What to do Get the purpose clear; is it appraisal or development? Receive the person warmly. Provide for privacy. Start by appreciating the good work done. Make the first queue. Appraisal Interview: What to do cont.. : 7/31/2009 30 Appraisal Interview: What to do cont.. Follow with questions that reveal their judgement on achievements, difficulties, their plans for goals for better goals and how they mesh with organizational goals. Keep a performance diary. Keep negative points in perspective…. Appraisal Interview: What to do contd.. : 7/31/2009 31 Appraisal Interview: What to do contd.. Ask whether there is anything in your way of supervising that hinders their efficiency. Summarize the points at the end you have both agreed upon. Before closing always ask: “Is there anything else?”. APPRAISAL INTERVIEW: WHAT TO AVOID : 7/31/2009 32 APPRAISAL INTERVIEW: WHAT TO AVOID Avoid peer-comparison ratings. Avoid believe that any single uni-dimensional rating can adequately reflect organizational realities and contribution of an individual. Publishing employee ratings. Forced ratings; measure person against their own performance. APPRAISAL INTERVIEW: WHAT TO AVOID : 7/31/2009 33 APPRAISAL INTERVIEW: WHAT TO AVOID Argumentation. Vague appraisals of performance. Cite specific examples, distinguish, fact, opinion and hearsay. Avoid letting the interview become an appraisal of their colleagues or boss’ performance. Discussion of promotion question. APPRAISAL INTERVIEW: WHAT TO AVOID : 7/31/2009 34 APPRAISAL INTERVIEW: WHAT TO AVOID Discussion concerning off-the-job problems. Only discuss if they bring them up. Do not say anything mean, that is not true, and any promises that you have not thought through. Avoid having it said by any subordinate of yours that in a matter vital to their career “Nobody ever told me”. ROI : 7/31/2009 35 ROI Return of invested time. Slide 36: 7/31/2009 36 When people motivate each other working climate becomes ideal. Emphasis on challenges, opportunity, recognition of good performance. Cross-motivation helps in mutual growth happiness. The Boss’ own happiness may depend on how his people feel : 7/31/2009 37 The Boss’ own happiness may depend on how his people feel Recognize the individuality of individuals. Make your subordinate feel important. Guide rather than order. Set a good example. Listen attentively. Watch how you communicate. The Boss’ own happiness may depend on how his people feel : 7/31/2009 38 The Boss’ own happiness may depend on how his people feel Do not be secretive. Encourage participation. Make your subordinate “what to do” things that you want to do. SINCERITY OF PURPOSE AND CONCERN FOR PEOPLE ALONE CAN SUCCEED. Manager: Developer of profile : 7/31/2009 39 Manager: Developer of profile Learn their names. Have great expectations of them. Low expectations, low profile. Recognize good work. Listen. Ask for their suggestions. Meet their needs. Encourage participation in managing activities. Manager: Developer of profileContd.. : 7/31/2009 40 Manager: Developer of profileContd.. Insist on completed staff work. Be authentic. Confront them when their performance is unacceptable, but all the while show them all the while that you value their performance. Be clear about what you want. Manager: Developer of profile Contd.. : 7/31/2009 41 Manager: Developer of profile Contd.. Watch your language. Avoid derogatory sexist words. Ex- servant, fourth class, ward girl, lady doctor, girl athlete. Develop a sense of community and belonging. Be credible, trustworthy and trusting. Delegate, but do not forget. Manager: Developer of profileContd.. : 7/31/2009 42 Manager: Developer of profileContd.. Solve their problems Some of our greatest problems are self-inflicted. Thinks alternatives Problem causes fear; Action kills fear. Be Action oriented. Motivate employees to think. : 7/31/2009 43 Motivate employees to think. The human mind is like a parachute, it only works when it is open. Extra-ordinary output from ordinary human-beings. Put yourself in their shoes. Praises are wages. Avoid fault finding. Do not humiliate in public. Contd.. : 7/31/2009 44 Contd.. Cure obnoxious employees Projecting nails must be hammered down. There is no indispensable man Encourage each of your employees to become customer oriented. Encourage employees to become cans instead of can’t- Attitude determines altitude. Service starts with man at the top. Contd….. : 7/31/2009 45 Contd….. Have suggestion schemes Identifications of problem Elimination – 5 ‘S’ Strain Unevenness Waste SEIRI (Consolidation) SEITON (Good Order) SHIKETSU (Cleanliness) SEISO (Neatness) SHITSUKE (Discipline) Slide 46: 7/31/2009 46 Encourage self starters A head start is anything you do, can only benefit you. READY….???? GET SET … GO!!!! Slide 47: 7/31/2009 47 Thank You