PRESENTED BY PRASANTA

MUKESH RAHUL

JASMINE SIVA

DELOITTE

(Q1).AS AN EMPLOYEE WHAT TYPE OF MOTIVATIONAL METHOD WOULD YOU PREFER-FINANCIAL INCENTIVES, JOB FLEXIBILITY, TRAINING AND DEVELOPMENT OR SOMETHING ELSE? AND WHY?

Answer: Considering myself as an employee of Delloite I would prefer training & development motivational method. Because Employee Training and Development is essential to the ongoing success of every organization.

 Although technology and the internet have enabled global collaboration and competition, people are the organization’s competitive advantage.  Employee training and development enables employees to develop skills and competencies necessary to enhance bottom-line results for their organization.

And I believe If a person is well trained having lots of experiences then he himself is a developed one and these kind of people always required by the organizations.

NON-FINANCIAL INCENTIVES

Management has to offer the following two categories of incentives to motivate employees:1.Monetary incentives2. Non-monetary incentivesNon- financial incentives can be of the following types:1.Security of service.2. Suggestion scheme.3. Job enrichment.4. Promotion opportunities.

EUSTRESS

It is positive form of stress usually related desirable events in a person’s life

This is the type of ‘positive’ stress that keeps us vital and excited about life. The excitement of a roller-coaster ride, a scary movie, or a fun challenge are all examples of eustress.

3.HOW COULD DELOITTE USE THE IDEA OF EUSTRESS TO MOTIVATE EMPLOYEES?

regular voicemail updates.

Reduced hours..

Mass Career Customization (MCC) program.

Q.NO.4 DELOITTE’S MCC PROGRAM, WHICH ALLOWS EMPLOYEES TO FIND ALTERNATIVE WORK ARRANGEMENTS, ADDRESSES THE NEED FOR POWER. EXPLAIN?

ANS: The mass career customization framework reflects the reality of how careers are built, providing a structured approach for organizations and their people to identify options, make choices, and agree on tradeoff s to ensure that value is created for the business and for the individual.

Deloitte’s Mass Career Customization (MCC) framework deconstructs careers into four primary dimensions (pace, workload, location and schedule, and role) to provide a structured approach that facilitates collaboration between employees and managers to design career paths that make sense within each employee's broader life context and the business context

The lasting impact of MCC

1. MCC delivers real win/wins. 2. MCC delivers option value.3.MCC delivers for everyone.

conclusion

Deloitte is implementing MCC across its U.S.-based workforce, with roll-outs well underway.

Deloitte is now well along the path of becoming a corporate lattice organization, fully implementing mass career customization across its U.S. businesses and elsewhere to continuously match employees’ needs and evolving life circumstances with the needs of the business. A perfect fit.

 APPLY THE ERG THEORY OF MOTIVATION TO THE HUMAN NEEDS OF DELOITTE?

ERG THEORY, AT A GLANCE:

The Draw backs of Maslow’s Theory become plus point for ERG Theory.

The fulfillment of every stage is mandatory in Maslow’s Theory whereas it is not mandatory in ERG Theory.

Hierarchy of stages is required in Maslow’s Theory whereas it’s not required in ERG Theory.

In Maslow’s Theory, only one stage is concerned at a time, where as in ERG Theory, more than one stage is concerned

ERG MODEL RELATES THE CONCEPT AS FOLLOWS:

It focuses on employee to emphasize

training and development.

ERG Theory perfectly suites with

Deloitte environment at the

time of recession.

When one of the need is subdue,

we can migrate to the other.

E.g.: salary hike

THANKU YOU