1MANAGEMENT (9)MANAGEMENT (9)Motivating and Rewarding Motivating and Rewarding

EmployeesEmployees

CCtlinatlina RADU, MBA, PhD.RADU, MBA, PhD.TheThe BucharestBucharest UniversityUniversity of of EconomicEconomic StudiesStudies

Motivating and Rewarding Motivating and Rewarding EmpoyeesEmpoyees Proposed QuotesProposed Quotes

GROUP 917: "Employees who believe that management is "Employees who believe that management is d b h h ld b h h l j lj lconcerned about them as a whole person concerned about them as a whole person -- not just an employee not just an employee

-- are more productive, more satisfied, more fulfilled. Satisfied are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to employees mean satisfied customers, which leads to profitability."profitability." -- Anne M. Anne M. MulcahyMulcahy

GROUP 919: GROUP 919: -- Iulia IonIulia Ion

GROUP 922: When people are financially invested, they want a return. When people are emotionally invested, they want to contribute. - Simon Sinek

2Exercise (1)

Spring finally came and classes are not soSpring finally came and classes are not so nice anymore, some of your colleagues might be in a trip now. For sure, you also have some colleagues who are at home now. And others who are working for something else. And May 1st is so close. And it is the beginning of the week; it is difficult to start the activities Write on adifficult to start the activities. Write on a sheet of paper your name. Then write the most important reason for being here at the Management Course today. Then write a second reason. (no more than 2 minutes).

Exercise (2)

Look at what other colleagues wrote and copy three other reasons you consider the most interesting, reasons that were number 1 on other sheets of paper (please also indicate the name of the copied student )

The first three students that will come with their sheets correctly completed will receive a bonus of 3 points.

3What is Motivation?

Motivation refers to the process by which a persons efforts are energized, directed and sustained toward attaining a goal.

Three key elements: Energy measure of intensity or driveEnergy measure of intensity or drive Direction organizational goal Persistance employees to persist in putting

forth effort to achieve those goals.

Intrinsic and Extrinsic Motivation

Intrinsic motivation Intrinsic motivation is something that you is something that you do for no other reason than your own do for no other reason than your own enjoyment. (i.e. reading a book or having enjoyment. (i.e. reading a book or having a hobby) a hobby)

Extrinsic motivation Extrinsic motivation uses rewards, such uses rewards, such ,,as money, to encourage you to do as money, to encourage you to do something that you may not want to do something that you may not want to do on your own. on your own.

4Positive and Negative Motivation

PositivePositive motivationmotivation induces people to do work ininduces people to do work in Positive Positive motivationmotivation induces people to do work in induces people to do work in the best possible manner and to improve their the best possible manner and to improve their performance. Under this better facilities and performance. Under this better facilities and rewards are provided for their better performance. rewards are provided for their better performance. Such rewards and facilities may be financial and Such rewards and facilities may be financial and nonnon--financial. financial.

Negative Negative motivationmotivation aims at controlling the aims at controlling the negative efforts of the work and seeks to create a negative efforts of the work and seeks to create a sense of fear for the worker, sense of fear for the worker, who who has to has to be be punished punished for lack of good performance. for lack of good performance.

Maslows Hierarchy of Needs Theory (1)

5Maslows Hierarchy of Needs Theory (2)

Each level in the needs hierarchy must be Each level in the needs hierarchy must be substantially satisfied before the next need becomes dominant.

Once a need is substantially satisfied, an individual isnt motivated to satisfy that needneed.

In order to motivate someone, you need to understand what need level that person is in the hierarchy and focus on satisfying needs at or above that level.

McGregors Theory X and McGregors Theory X and Theory YTheory Y

Theory XTheory X a negative view of people that a negative view of people that assumes workers have little ambition, dislike assumes workers have little ambition, dislike workers, want to avoid responsibility, and workers, want to avoid responsibility, and need to be closely controlled to work need to be closely controlled to work effectively.effectively.

Theory YTheory Y a positive view that assumes a positive view that assumes employees enjoy work, seek out and accept employees enjoy work, seek out and accept responsibility, and exercise selfresponsibility, and exercise self--direction.direction.

6Hertzbergs Two Factor Hertzbergs Two Factor Theory (1)Theory (1)

Hertzbergs Two Factor Hertzbergs Two Factor Theory (2)Theory (2)

Two categories of factors:Two categories of factors:1. Motivators i.e. achievement, recognition,

work itself, responsibility, advancement, growth.

2. Hygiene factors i.e. supervision, company policy relationship with supervisor workingpolicy, relationship with supervisor, working conditions, salary, relationship with peers, personal life, relationship with employees, status, security.

7McClellands Three Needs Theory

Th i d ( t i t ) dThree acquired (not innate) needs:1. Need for achievement nAch (the drive to

succeed and excel in relation to a set of standards)

2. Need for affiliation nAff (the desire for f i dl d l i lfriendly and close interpersonal relationships)

3. Need for power nPow (the need to make others behave in a way that they would not have behaved otherwise)

Expectancy Theory

The theory that an individual tends to act in ya certain way, based on the expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual.

Motivation = (Belief that the act will lead to a certain outcome) x (Belief that the outcome will lead to a certain reward) x (Value attached to that reward)

8Equity theory

Th th th t l hi The theory that an employee compares his or her jobs input-to-outcome ratio with that of relevant others and then corrects any inequity.

Referent = The persons, systems, or selvesReferent The persons, systems, or selves against which individuals compare themselves to assess equity.

Goal-Setting Theory

The proposition that specific goals increase performance and that difficult goals, when accepted, result in higher performance than do easy goals.

9*** QUOTES ABOUT OUR COURSE ****** QUOTES ABOUT OUR COURSE ***Lets look again!Lets look again!

Motivating and Rewarding Motivating and Rewarding EmpoyeesEmpoyees Proposed QuotesProposed Quotes

GROUP 917: "Employees who believe that management is "Employees who believe that management is d b h h ld b h h l j lj lconcerned about them as a whole person concerned about them as a whole person -- not just an employee not just an employee

-- are more productive, more satisfied, more fulfilled. Satisfied are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to employees mean satisfied customers, which leads to profitability."profitability." -- Anne M. Anne M. MulcahyMulcahy

GROUP 919: GROUP 919: -- Iulia IonIulia Ion

GROUP 922: When people are financially invested, they want a return. When people are emotionally invested, they want to contribute. - Simon Sinek

10

THANK YOU.THANK YOU.andandandand

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