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DESCRIPTIONhow are employees motivated
DefinitionMotivation That which energises, directs and sustains human behaviour
7/5/2013HilderlithIn HRMIt refers to a persons desire to do the best possible job or to exert maximum effort to assigned tasks
7/5/2013HilderlithMotivation theoriesMaslows Hierarchy of needsFredrick Herzberg Two factor theory7/5/2013HilderlithTwo Factor theory - HerzbergFrederick Herzberg (1923-2000), clinical psychologist and pioneer of 'job enrichment', is regarded as one of the great original thinkers in management and motivational theory. Frederick I Herzberg was born in Massachusetts on April 18, 19237/5/2013Hilderlith7/5/2013HilderlithHerzberg was the first to show that satisfaction and dissatisfaction at work nearly always arose from different factors, and were not simply opposing reactions to the same factors, as had always previously been (and still now by the unenlightened) believed.
7/5/2013Hilderlithjob satisfiers are the factors involved in doing the job
job dissatisfiers are the factors which define the job context.
Job SatisfiersE.g. achievement, recognition, responsibility, opportunity for advancementCalled motivatorsLead to job satisfaction and motivationIf absent employees will not be content with their work7/5/2013Hilderlithjob dissatisfiersAlso called hygiene or maintenance factorsAre external to the job in work environmentE.g. salary, benefits, working conditions, policies, relationshipsTheir absence leads to dissatisfaction or demotivation7/5/2013HilderlithThe theoryEmployees are unhappy if hygiene factors are poorly managed/not provided.
If hygiene factors are provided, employees will not be truly satisfied with their jobs or be motivated to perform to their full potential7/5/2013HilderlithThe theory7/5/2013HilderlithThe key to job satisfaction and motivation is in the motivators.When these factors are present employees become satisfied and motivated.
ConclusionTo motivate workers, management must provide some satisfiers(motivators)Jobs should be designed to provide as many satisfiers as possibleAdjusting hygiene factors eg pay is not likely to sustain improvements in employee motivation in the long run unless changes are made in the work itself7/5/2013HilderlithCriticism/Contribution of Herzberg theory7/5/2013HilderlithThis model has been criticized for making the assumption that satisfied workers are more productive than dissatisfied workersPositively he is a pioneer in job designHe illustrated the relationship between intrinsic and extrinsic rewardsAdvocated that managers not count solely on extrinsic rewards to motivate workers but focus on intrinsic rewards too.
7/5/2013H Ogutue learning -
Human Resource Management July 2012 HOID hogutuEnrolment closes on Fri 27th July7/5/2013HilderlithTo what extent is money a motivator?
to what extent is money a motivator?
It is a costly mistake to get lost in the false theory that more money equals happy employees.Herzberg acknowledged the complexity of the salary issue (money, earnings, etc), and concluded that money is not a motivator in the way that the primary motivators are, such as achievement and recognition7/5/2013HilderlithAnd Herzberg concluded about salary (i.e., money, earnings, etc):"Viewed within the context of the sequences of events, salary as a factor belongs more in the group that defines the job situation and is primarily a dissatisfier."
7/5/2013HilderlithMany people argue nevertheless that money is a primary motivator. It seems to provide the carrot most girls want. Is the most obvious extrinsic motivator. A tangible way to make people feel valued. Different people have different wants. Money doesnt motivate everyone in the same way. (PRP?) Not for allMoney is a powerful force because it leads to the satisfaction of many needs.
7/5/2013Hilderlith7/5/2013HilderlithFor most people money is not a motivator - despite what they might think and say.For all people there are bigger more sustaining motivators than money. The Euphoria of money may die away but the hygiene factors loom long in peoples mind ..People who work just for money may find their tasks less pleasurable and may not do them well
Research from companies employing more than 500 workers, and found many to be bored, lacking commitment and looking for a new job. Pay actually came fifth in the reasons people gave for leaving their jobs. The main reasons were lack of stimulus jobs and no opportunity for advancement 7/5/2013HilderlithLife examplesLots of other evidence is found in life, wherever you care to look.Consider what happens when people win big lottery prize winners.While many of course give up their 'daily grind' jobs, some do not. They wisely recognise that their work is part of their purpose and life-balance.
7/5/2013HilderlithOthers who give up their jobs do so to buy or start and run their own businesses. They are pursuing their dream to achieve something special for them, whatever that might be. And whatever it means to them, the motivation is not to make money, otherwise why don't they just keep hold of what they've got? 7/5/2013HilderlithThe people who are always the most unhappy are those who focus on spending their money. The lottery prize-winners who give up work and pursue material and lifestyle pleasures soon find that life becomes empty and meaningless. 7/5/2013HilderlithMoney is certainly important, and a personal driver, if you lack enough for a decent civilized existence, but beyond this, money is not for the vast majority of people a sustainable motivator in itself.
7/5/2013Hilderlithadditional cash is not always the only answer and in many cases not even the best answerOne alternative to giving commissions or bonus dollars is to give gifts The stimulation involved is long lastingThe gift itself will last as evidence of their achievements.7/5/2013Hilderlith7/5/2013HilderlithCan Herzbergs two factor theory be used to motivate employees today?Compare and contrast Hezbergs theory and Maslows theory of motivation. How to motivate employees in an organization.
CommunicateSet expectations let everyone know what is expected of them. (A big problem today)7/5/2013HilderlithRecognition/AttentionRecognition is appreciation for employee achievement. Most managers don't give enough recognition because they don't get enough. Applause is A form of recognition. Others?Look at the price. Recognition is free! On-the-Spot Praise a prompt way of recognition. Fresh (timing) Executive recognition eg memo or e mail
7/5/2013HilderlithOne-on-One Coaching.Coaching is employee development7/5/2013HilderlithTrainingTraining never endsWill also enhance performanceSchedule sessions based on TNAOutside Seminars are a stimulating break7/5/2013HilderlithCareer Path.what opportunities there are for growthSet career pathsPromotion/recruitment from within sends a positive message to every one that there are indeed further career opportunities within the organization7/5/2013Hilderlith Job Titles.the self-esteem of people. How someone feels about the way they are perceived in the workforce is a critical component to overall attitude and morale.Be creative with titlesPride enhances a positive attitude = morale7/5/2013HilderlithGood Work Environment.In a survey employers value it 9/10 while employees 2/10We are talking about cosmetics eg furniture, pictures, space, light, temperature etcOthers?7/5/2013HilderlithLeadership Roles.Eg visitors guideLead meetingsPresent at trainingsAlso helps to identify promotable employeesGive additional responsibility to those who can handle it7/5/2013HilderlithothersTeam work - Work as a team. Need to connect to each otherSocial Gatherings enhance team spiritCasual dress days Time off reward them for goals achieved with time off. Preferred to cash
7/5/2013HilderlithNever criticize employees a major demotivator!7/5/2013Hilderlith