Motivation

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Motivation -the force behind:

Motivation -the force behind State Institute of Health & Family Welfare, Jaipur

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SIHFW: an ISO 9001: 2008 Certified Institution 2

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For days and days they make their nests, sometimes gathering materials brought from far away For days and days they make their nests, sometimes gathering materials brought from far away SIHFW: an ISO 9001: 2008 Certified Institution 3

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And when they have completed the nest and are ready to lay eggs, the weather, or the work of humans, or some animal, destroys it, and it falls to the ground, all that they have done with so much effort SIHFW: an ISO 9001: 2008 Certified Institution 4

Do they stop , bewildered and leave the work:

Do they stop , bewildered and leave the work SIHFW: an ISO 9001: 2008 Certified Institution 5

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No way. They start over building the nest again and again until they have eggs in the nest again. SIHFW: an ISO 9001: 2008 Certified Institution 6

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It hurts to go back to begin again… Even so, the birds do not ever stop, they continue to sing and build, and keep singing and building….. SIHFW: an ISO 9001: 2008 Certified Institution 7

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Do you sometimes get the feeling that your life, your work, is not what you had dreamed. Do you sometimes want to say “enough”, the effort is not worthwhile. It is all too much for me! SIHFW: an ISO 9001: 2008 Certified Institution 8

Are you tired of it all? Do you feel that the daily struggle is a waste of time, your trust has been betrayed, your goals not reached just as you were about to get them? :

Are you tired of it all? Do you feel that the daily struggle is a waste of time, your trust has been betrayed, your goals not reached just as you were about to get them? SIHFW: an ISO 9001: 2008 Certified Institution 9

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Yes ! You lack motivation and perseverance SIHFW: an ISO 9001: 2008 Certified Institution 10

The Pencil Parable :

The Pencil Parable The Pencil Maker spoke to the pencil saying, "There are five things you need to know before I send you out into the world. Always remember them and you will become the best pencil you can be." SIHFW: an ISO 9001: 2008 Certified Institution 11

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You will be able to do many great things, but only if you allow yourself to be held in Someone's hand. First: SIHFW: an ISO 9001: 2008 Certified Institution 12

Second:

Second You will experience a painful sharpening from time to time , but this is required if you are to become a better pencil. SIHFW: an ISO 9001: 2008 Certified Institution 13

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You have the ability to correct any mistakes you might make. Third: SIHFW: an ISO 9001: 2008 Certified Institution 14

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The most important part of you will always be what's inside. Fourth: SIHFW: an ISO 9001: 2008 Certified Institution 15

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No matter what the condition, you must continue to write. You must always leave a clear, legible mark no matter how difficult the situation. Fifth: SIHFW: an ISO 9001: 2008 Certified Institution 16

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The pencil understood, promising to remember, and went into the box fully understanding its Maker's purpose. SIHFW: an ISO 9001: 2008 Certified Institution 17

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Everyone is like a pencil... created by the Maker for a unique and special purpose. By understanding and remembering, let us proceed with our life on this earth having a meaningful purpose in our heart and a relationship with God daily. You are Made to do Great Things; but be prepared & Motivated SIHFW: an ISO 9001: 2008 Certified Institution 18

Motivation ?:

Motivation ? The psychological forces within a person that determine: Direction of behavior in an organization; 2) The effort or how hard people work; 3) The persistence displayed in meeting goals. SIHFW: an ISO 9001: 2008 Certified Institution 19

Types of motivation :

Types of motivation Intrinsic: Behavior performed for its own sake. Motivation comes from performing the work. Achievement Responsibilities Competence SIHFW: an ISO 9001: 2008 Certified Institution 20

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Extrinsic: Behavior performed to acquire rewards. Motivation source is the consequence of an action. Salary Benefits Working conditions Supervision Policy Safety Security and affiliation. SIHFW: an ISO 9001: 2008 Certified Institution 21

Outcomes & Inputs:

Outcomes & Inputs Regardless of the source of motivation, people seek outcomes. Outcome: anything a person gets from a job. Examples include pay, autonomy, accomplishment. Organizations hire workers to obtain inputs: Input : anything a person contributes to their job. Examples include skills, knowledge, work behavior. Managers thus use outcomes to motivate workers to provide inputs. SIHFW: an ISO 9001: 2008 Certified Institution 22

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Motivation is simply The reason for an action That which gives purpose and direction to behavior Motivation is “ What drives you ” to behave in a certain way or to take a particular action. Motivation is your “why” SIHFW: an ISO 9001: 2008 Certified Institution 23

Definition:

Definition The force that: Energizes Directs and Sustains Behavior SIHFW: an ISO 9001: 2008 Certified Institution 24

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Motivation is present in every life function . Eating - hunger motivation. Education – knowledge motivation. Motivators can be anything from reward to coercion. SIHFW: an ISO 9001: 2008 Certified Institution 25

Facts:

Facts We have to be Motivated to Motivate Motivation requires a goal Motivation once established, does not last if not repeated Motivation requires Recognition Participation has motivating effect Seeing ourselves progressing Motivates us Group belonging motivates SIHFW: an ISO 9001: 2008 Certified Institution 26

Motivational cycle:

Motivational cycle SIHFW: an ISO 9001: 2008 Certified Institution 27

Motivation Equation:

Motivation Equation Inputs from Organizational members Performance Outcomes received by members Time Effort Education Experience Skills Knowledge Work Behav . Contribute to organization efficiency, effectiveness and attain goals Pay Job Security Benefits Vacation Autonomy Responsibility SIHFW: an ISO 9001: 2008 Certified Institution 28

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Theories of Motivation Needs theories – emphasizes the role that individual differences in types of needs play (Maslow & McClelland) Behavior-based theories – focus on behavioral outcomes (Peter Drucker ) Job design theories – the structure and design of jobs are key motivators SIHFW: an ISO 9001: 2008 Certified Institution 29

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Abraham Maslow Maslow’s theory maintains that a person does not feel a higher need until the needs of the current level have been satisfied. 30 Physiological Security Social Esteem SA SIHFW: an ISO 9001: 2008 Certified Institution 30

Physiological Needs:

Physiological Needs Food Air Water Clothing Sex Basic Human Needs Minimum wage to cover basic necessities; lunch subsidies For Employee SIHFW: an ISO 9001: 2008 Certified Institution 31

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Protection Stability Pain Avoidance Routine/Order Safety and Security For Employee Work safety, job security, health insurance and retirement plans Safety Needs SIHFW: an ISO 9001: 2008 Certified Institution 32

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Affection Acceptance Inclusion Love and Belongingness For Employee Foster positive interpersonal climate in the work place .teams, depts, coworkers, clients, supervisors, subordinates Social Needs SIHFW: an ISO 9001: 2008 Certified Institution 33

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Self-Respect Self-Esteem Respected by Others People with high self-esteem are risk takers but are achievers Low self esteem Unfocussed Frustrated Undisciplined Sense of disconnect Sensitive to criticism Recognition for performance and other important contributions Esteem Need SIHFW: an ISO 9001: 2008 Certified Institution 34

Self-Actualization:

Achieve full potential Sense of fulfillment For Employee Provide career development opportunities Self-Actualization SIHFW: an ISO 9001: 2008 Certified Institution 35

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If we fulfill our needs at one level, then we can focus on satisfying the need on the next higher level SIHFW: an ISO 9001: 2008 Certified Institution 36

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Needs Theory-McClelland Achievement motivation theory – emphasizes the importance of three needs Achievement Power Affiliation in determining worker motivation. SIHFW: an ISO 9001: 2008 Certified Institution 37

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Needs Theory-McClelland Need for Achievement – Persons with a Need for Achievement (nAch) has a compelling drive to excel and succeed in their jobs Need for Power – People with a need for power (nPow) seeks to direct others and control the activities of others. Need for Affiliation – People with a Need for Affiliation (nAff) seeks harmony in their relationships with others. Their desire is to be liked and accepted by others. SIHFW: an ISO 9001: 2008 Certified Institution 38

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Needs Theory-McClelland Implication for work motivation nAch – challenging and attainable goals; feedback nPow – leadership opportunities; status recognition nAff – cooperative tasks; positive interpersonal climate SIHFW: an ISO 9001: 2008 Certified Institution 39

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Behavior Theory-Goal Setting Management By Objectives (MBO) – Peter Drucker (1954) Principles Employees must participate in setting of performance goals Feedback concerning goal attainment must be provided Guideline for improvement must be provided Goals must be realistic The upper levels of management must support the programme Individual, work group and organisational goals must be equally emphasised SIHFW: an ISO 9001: 2008 Certified Institution 40

Job Design Theory - Herzberg :

Job Design Theory - Herzberg Herzberg’s Two-Factor Theory Motivators Hygiene SIHFW: an ISO 9001: 2008 Certified Institution 41

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Motivators – increase job satisfaction Responsibility Content of Work Growth on The job Recognition Advancement Achievement SIHFW: an ISO 9001: 2008 Certified Institution 42

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Hygiene Factors – Absence of these can create job dissatisfaction Working Conditions Company policy And Administration Salary Supervision Interpersonal Relationships SIHFW: an ISO 9001: 2008 Certified Institution 43

Job Design Theory- Herzberg:

Job Design Theory- Herzberg SIHFW: an ISO 9001: 2008 Certified Institution 44

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Douglas MacGregor, 1960: Theory X & Y Interaction between supervisors and subordinates Organization’s management approach is determined by supervisors’ attitudes and beliefs about subordinates SIHFW: an ISO 9001: 2008 Certified Institution 45

McGregor's Theory X:

McGregor's Theory X People inherently dislike work and will avoid it if they can. People must be coerced, controlled, directed, and threatened in order to make them work. The average human being prefers to be directed, wishes to avoid responsibility , and has relatively little ambition . SIHFW: an ISO 9001: 2008 Certified Institution 46

McGregor's Theory Y:

McGregor's Theory Y Role of Management Task of management is to arrange organizational conditions so that people can achieve their own goals best by directing their own efforts toward organizational objectives Human Nature People are not naturally passive, they have become so as a result of experience in organizations Motivation and capacity for assuming responsibility is inherent in people SIHFW: an ISO 9001: 2008 Certified Institution 47

What Employees Want:

What Employees Want Maintainers. Motivators. SIHFW: an ISO 9001: 2008 Certified Institution 48

Maintainers:

Maintainers Working conditions Company policies Job security Pay and benefits Relationships with coworkers Supervision Status SIHFW: an ISO 9001: 2008 Certified Institution 49

Motivators:

Motivators Achievement Recognition Satisfying work Responsibility Advancement Growth Part of a team Autonomy Flexibility Fair pay & benefits Inspiring leadership Work environment SIHFW: an ISO 9001: 2008 Certified Institution 50

Motivational strategies:

Motivational strategies Changes in Job structure Pay structure Flexible work schedules Benefit programmes Build positive interpersonal work climate SIHFW: an ISO 9001: 2008 Certified Institution 51

Changes in job structure :

Changes in job structure Job rotation systematic movement of workers from one type of task to another. This alleviates boredom and monotony Job enlargement the expansion to jobs to include additional, more varied work tasks Job enrichment raising the responsibility associated with a particular job. SIHFW: an ISO 9001: 2008 Certified Institution 52

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Change in pay structure Skills based pay system Merit pay Gain-sharing Profit sharing SIHFW: an ISO 9001: 2008 Certified Institution 53

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Flexible work schedules Compressed work week Decreasing the number of days worked per week and increasing the number of hours per day Flexitime Employee is committed to working a specified number of hours per week, but has flexibility in relation to the beginning and ending of time for each day SIHFW: an ISO 9001: 2008 Certified Institution 54

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Benefit programmes Flexible working schedules A variety of health care options Retirement plans Profit sharing Career development programmes SIHFW: an ISO 9001: 2008 Certified Institution 55

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Build positive interpersonal work climate Cooperative vs competitive work structure Social activities Staff retreats SIHFW: an ISO 9001: 2008 Certified Institution 56

Great Motivators :

Great Motivators Full appreciation for job well done Be part of decisions Open communications Interesting & meaningful work Stress the positives Say “Thank You!” Praise workers for going the extra mile Reward Employees – “You get what you reward” Train-Train-Train SIHFW: an ISO 9001: 2008 Certified Institution 57

Include In Decisions :

Include In Decisions Ask how you can use more of their talents what they would change for their ideas and how you can put the ideas into action SIHFW: an ISO 9001: 2008 Certified Institution 58

Communicate! :

Communicate! Tell them exactly what you want – Then let them do it! How can I help you succeed? Discuss organization and individual goals –Ask about their goals Share information – Let them know what is happening Refuse to gossip SIHFW: an ISO 9001: 2008 Certified Institution 59

Meaningful Work :

Meaningful Work 75% of employees think they have a direct impact on organization’s success Tell them how their job is important Cross-train SIHFW: an ISO 9001: 2008 Certified Institution 60

Good Relationships At Work :

Good Relationships At Work Get to know your employees Be sure everyone shares information Apply the same standards to everyone Continually stress equal, fair treatment for all Celebrate! – Have fun! SIHFW: an ISO 9001: 2008 Certified Institution 61

To stay self motivated…:

To stay self motivated… Make good choices visualize your path to success and stay focused, What do I want to do? What will I do to get there? What steps do I need to take to get there? Stop procrastinating Break a large task into smaller, more manageable jobs Schedule your work day Reward yourself ! SIHFW: an ISO 9001: 2008 Certified Institution 62

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For more details log on to www.sihfwrajasthan.com Or contact: Director-SIHFW on [email protected] SIHFW: an ISO 9001: 2008 Certified Institution 63 Thank You

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