motivating and rewarding 3

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    MOTIVATING ANDMOTIVATING ANDREWARDINGREWARDINGEMPLOYEESEMPLOYEES

    Achraf El biyad

    Pawel Cieciera

    Sulipeng

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    OUTLINEOUTLINE

    Part : Concepts 1 Motivation And Individual

    Needs

    2 theories ( X and Y ,Maslows Hierarchy ofNeeds)

    Part -1: Article Introduction

    1 Article Author

    2 Article Objectives

    3 Article Methodology

    Part -2: Article Analysis

    1 KITA 2 Motivation-Hygiene

    Theory

    3 Job Enrichment

    Part conclusions 1 findings

    2 conclusion

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    what does in your opinionwhat does in your opinionMOTIVATIONMOTIVATION mean?mean?

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    PART CONCEPTSPART CONCEPTS

    Motivation And Individual Needs

    Motivation: The processes that account for an individuals The willingness to exert high levels of effort to reach organization goals, conditioned by the

    efforts

    ability to satisfy some individual need.

    Effort: a measure of intensity or drive Direction: toward organizational goals Need: personalized reason to exert effort

    Individual Needs: Primary Needs: Material needs by the wage

    Social Needs:The feeling of membership in a group, Consideration and recognition of the superior

    The Needs Of Realization: the needs of security,The tools and conditions to work

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    5

    MaslowsMaslowsHierarchyHierarchy

    of Needsof Needs

    S e lfS e lf

    EsteemEsteem

    S o cia lS o cia l

    SafetySafety

    P h y sio lo g ica lP h y sio lo g ica l

    Source: Motivation and Personality, Second Edition, by A. H. Maslow, 1970.

    Reprinted by permission of Prentice Hall, Inc., Upper Saddle River, New Jersey.

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    6

    Theory XTheory XEmployeesEmployees

    Dislike WorkDislike Work

    Avoid ResponsibilityAvoid Responsibility

    Little AmbitionLittle Ambition

    Theory YTheory Y

    EmployeesEmployeesEnjoy WorkEnjoy Work

    Accept ResponsibilityAccept Responsibility

    Self-DirectedSelf-Directed

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    One More Time:

    ow Do Youtivate Employees ?

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    PART PART -1 ARTICLE-1 ARTICLEINTRODUCTIONINTRODUCTION

    ----Frederick Herzberg

    :Born in 1923---- :Dead in 2000

    USA Psychologist

    C

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    PART PART -1 ARTICLE-1 ARTICLEINTRODUCTIONINTRODUCTION

    (contd)(contd) Major Contributions: Motivator-Hygiene Theory

    Job Enrichment Approach

    Publication Articles One More Time, How Do You Motivate Employees?"

    Work And The Nature Of Man

    The Motivation To Work

    Social Status Professor Of Management At The University Of Utah In

    Salt Lake City

    Head Of The Department Of Psychology At CaseWestern Reserve University In Cleveland.

    PART 1 ARTICLE

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    PART PART -1 ARTICLE-1 ARTICLEINTRODUCTIONINTRODUCTION

    (contd)(contd)ARTICLE OBJECTIVESARTICLE OBJECTIVESTo introduce the methods to motivate

    employees.

    To introduce the factors which couldlead employees satisfied and

    dissatisfied.

    To show how to make job enriched and

    the steps

    PART 1 ARTICLE

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    PART PART -1 ARTICLE-1 ARTICLEINTRODUCTIONINTRODUCTION

    (contd)(contd)ARTICLE METHODOLOGYARTICLE METHODOLOGYUse Numerous Inferences Of Fact.

    Use The Outcomes Of Social

    Investigations

    Dog Experiment & CompanyExperiment

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    PART PART -2 ARTICLE-2 ARTICLEANALYZEANALYZE

    MOTIVATION BY KITAMOTIVATION BY KITA What is KITA

    KITA = Kick in the pants (1968)

    KITA = Kick in the ass (1987, 2003)

    Various forms of KITA Negative Physical KITA: Motivation by punishment

    A push

    Negative Psychological KITA: Move to undesirable office

    Stop speaking to subordinates Threaten termination

    Positive KITA: motivation by reward

    pull

    PART PART 1 ARTICLE1 ARTICLE

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    PART PART -1 ARTICLE-1 ARTICLEINTRODUCTIONINTRODUCTION

    (contd)(contd)MOTIVATING WITH KITAMOTIVATING WITH KITA Positive KITA personnel practices used as an

    attempt to instill motivation Reducing the time spent at work

    Spiraling wages

    Fringe Benefits

    Human Relations Training

    Sensitivity Training

    Communications

    Two Way Communications

    Job Participation

    Employee Counseling

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    PART PART -2 ARTICLE ANALYZE-2 ARTICLE ANALYZE(contd)(contd)

    MOTIVATION BY KITAMOTIVATION BY KITA

    The simplest, surest and most directways to get someone do somethingis to administer a KITA

    But could employees be reallymotivated by KITA?

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    PART PART -2 ARTICLE ANALYZE-2 ARTICLE ANALYZE(contd)(contd)

    MOTIVATION BY KITAMOTIVATION BY KITA

    Dog Experiment: I have a year-old dog.

    When it was a small puppy and I wanted itto move, I kicked it in the rear and itmoved.

    Now that I have finished its obediencetraining, I hold up a biscuit when I

    wanted it to move. Who is motivated I or the dog?

    The dog wants the biscuit, but it is I whowant it to move.

    Again, I am the one who is motivated, and

    the dog is the one who moves. I exerted a ull instead of a ush.ull instead of a ush.

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    PART PART -2 ARTICLE ANALYZE-2 ARTICLE ANALYZE

    (contd)(contd)

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    FINDINGSFINDINGS

    KITA brings about only MOVEMENT, itdoes not MOTIVATE the object, theonly motivated is KITAs user

    Positive KITA generates high costs

    Distinction from the factors thatmotivate and these which

    demotivateThe most efficient motivation comes

    from insidde

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    FINDINGSFINDINGS

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    CONCLUSIONCONCLUSION

    Efficient motivation system shouldassume:

    Declining an influence of hygienefactors

    Increasing an influence of intrinsicfactors

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    hanks for youattention