motivation strategies

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  • Prepared by:

    Khurram Shehzad

    *

  • Importance of Motivation

    most powerful driving force for achieving company goal.Can make difference between tremendous success and failure of anorganization.Increase the efficiency of employee.

    Theories of Motivation


  • Maslow's Hierarchy of Needs:

    Abraham Maslow developed the Hierarchy of Needs model in 1940-50's which include Physiological needs, Safety needs, Belonging needs, Esteem needs, Self-actualization needs.the Hierarchy of Needs theory still remains valid today for understanding human motivation and personal development. A key aspect of the model is the hierarchical nature of the needs.

    Below are explain Maslows Hierarchy Theory With the help of Diagram:

    5- Physiological needs: Physiological needs to satisfy hunger, thirst, and sex drives

    4- Safety needs: Safety needs to feel secure, safe, and out of danger

    3- Belonging needs: Belonging needs [love needs] affection, friendship, love

    2- Esteem needs: Esteem needs for a higher position within a group; prestige, success

    1- Self-actualization needs: Self-actualization needs are to 'become what we are capable of becoming

    to fulfill ones unique potential

  • Herzbergs Two Factor Theory:

    In 1959, Frederick Herzberg, a behavioral scientist proposed a two-factor theory or the motivator-hygiene theory.

    Herzberg classified these job factors into two categories

    1- Hygiene factors

    2- Dissatisfies or maintenance factors

    Hygiene factors:

    Hygiene factors are those job factors which are essential for existence of motivation at workplace such as

    (Pay, Company Policies and administrative policies, Fringe benefits, Physical Working conditions, Status, Job Security)

    Motivational factors:

    The motivational factors yield positive satisfaction. These factors motivate the employees for a superior performance

    Motivational Factors include:(Recognition, Sense of achievement, Growth and promotional opportunities, Responsibility, Meaningfulness of the work)

    Alderfers ERG Theory:

    To bring Maslows need hierarchy theory of motivation in synchronization with empirical research, Clayton Alderfer redefined it in his own terms which is given below:

    1- Existence needs

    2- Relatedness needs

    3- Growth needs

    Existence needs: These include need for basic material necessities(individuals physiological & physical safety needs.)

    Relatedness needs: These include the aspiration individuals have for maintaining significant interpersonal relationships

    Growth needs: These include need for self-development and personal growth and advancement.

  • Alderfers ERG Theory are explain with help of following diagram

    McClellands theory of needs

    McClelland's Need Theory, created by apsychologistDavid McClelland, is a motivational model that attempts to explain how theneedsfor achievement,powerand affiliation affect the actions of people from amanagerialcontext.

    Need for Achievement (ii) Need for Affiliation (iii) Need for Power

    Need for Achievement: People who are achievement-motivatedtypically prefer to master a task or situation.

    Need for Affiliation: People who have a need foraffiliation prefer to spend time creating and maintaining social relationships

    Need for Power: This motivational need stems from a person's desire to influence, teach or encourage others

    Process Theories of Motivation

    Process Theory include :

    1- Expectancy

    2- Goal Setting Theory

    Expectancy:

    Focuses on three relationships (Effort-performance Relationship , Performance reward Relationship

    and Reward Personal goals relationship)

  • Expectancy Theory with the help of Diagram:

    Goal Setting Theory:

    Goal setting theory that specific and difficult goals lead to higher performance

    Goal: Goals tell an employee what needs to be done and how much effort will need to be expended

    Specific goals increase performance: Difficult goals, when accepted, result in higher performance than do easy goals

    Motivational Strategies

    Following are the Motivational Strategies followed by the organization

    1-Financial Incentives

    2-Benefits and rewards

    3-Job security and respect

    4-Recognizing and appreciating a job well done

    5-Providing training

    6-Keeping the lines of communication open

    7-Keeping them informed

    8-Giving them certain level of independence

    9-Leading by example

    10-No public criticism

    11-Counselors at work place

    12-Events and Fund-raisers

    13-Understanding the needs of the employees

    Individual Effort

    Individual Performance

    Organizational Reward

    Personal Goal

  • Current issues in motivation

    Cross-cultural challenges:

    Managers should understand deeply.culturalcharacteristics beforethey design andlaunch any motivational program.

    Motivating uniquegroupsof workers

    The employees have different needs, personalities, skills, abilities, interest, aptitude, and vary widely in what they want

    from their jobs.

    Motivating a diverse workforce:

    To motivate employees with such diverse needs, managers should use flexible work arrangement such as:

    Compressed workweek , Flextime ,Job sharing ,Telecommuting

    Motivating Professionals:

    Strong and long-term commitment to their field of expertise Loyalty is to their profession, not to the employer ,

    Have a need to regularly update their knowledge& Barely define their workweek as 8:00 am to 5:00 pm. five days per week

    Motivating low-skilled, minimum wageemployees:

    To motivateminimum-wage employees, managersshould use

    Recognition programs

    Sincere appreciation



  • SWOT Analysis of Ehsan Chappal Store
    Introduction:
    Ehsan chappal store (Pvt.) Ltd. Owns multiple brands ladies and girls footwear bags and accessories including ecs, element, effect and e-circle

    Ecs Brand

    E-Circle Brand

    Effects Brand

    Element Brand



  • SWOT Analysis of Ehsan Chappal Store

    Strength:

    1-Job Security

    2-Annual Bonuses

    (a) Date of Joining Bonuses

    (b) 14th August Bonus.(Azadi Bonus)

    (b) Eidul-Fitar Bonus

    3-Monthly No Leave Allowance

    4-Provide Interest Free Loan to employee as followed by his job grade

    5-Hajj Package for employees through Lucky draws who complete 10 year of job duration

    6-Paid Weekly commission every week regarding their grade

    7-Well Salary Package as compared to the market

    8-Provide Accommodation Facility for outsider employee

    Weakness:

    1-Duration of duty timing its approximately 12 hours

    2-Work load

    3-Undefined Procedure of promotion for employee

    4-In case of shortage of cash, employee must equal cash as Daily Cash Reconciliation Sheet

    5-Employee Transfer from one branch to another branch whereas located

    6-Strict Rules and Regulation

  • Opportunities:

    In case of any issue, another organization in shoes related market accept employee due to well reputation of

    Organization

    Threats:

    Well Salary package and Bonus do not offer another competitor organization in case of leaving the organization which is taken from this organization

    Conclusion:

    After above research, theories and practical study of organization, we conclude that Motivation of employees play very important role in their careers. We have some major theories of Motivation which told us importance of motivation of employee in organization. Some Strategies in which Financial Incentives, Benefits and rewards, Job security and respect, Recognizing and appreciating a job well done, providing training, keeping the lines of communication open, keeping them informed, giving them certain level of independence, leading by example, No public criticism, Counselors at work place and Understanding the needs of the employees Which should followed by company for motivation their employee for achieving the organizational goals and also cover the Motivation theories presented by different author from time to time.

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