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Motivating Employees Prepared & Presented By : Shaima H Sharafi

Motivate Your Employees

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Motivating employees is one of the most important challenges managers face today. With increased competition and changing attitudes, having motivated employees is crucial to increased productivity and the ultimate success of a company. To learn more just click on on view a presentation designed and prepared by: Shaima Sharafi

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Page 1: Motivate Your Employees

Motivating Employees

Prepared & Presented By: Shaima H Sharafi

Page 2: Motivate Your Employees

Forget Praise, Forget Punishment, Forget Cash .

You need to make their jobs more interesting

Page 3: Motivate Your Employees

H ighly motivated employees are successful employees. Employees who are driven toward a goal are focused on achieving their goal. Such employees spend the majority of their resources obtaining their desired goals and thereby represent value-for-money.

Managers who motivate their employees improve job satisfaction, employee production and performance and ultimately secure the success of their organisation.

Page 4: Motivate Your Employees

Motivating The simplest, surest and most direct ways to

get

Someone do something:

Ask

Tell the employee Give the employee incentives

Show the employee

Page 5: Motivate Your Employees

Myths About Motivation Reducing the time spent at work Spiraling wages Fringe Benefits Human Relations Training Sensitivity Training Communications Two Way Communications Job Participation Employee Counseling

Page 7: Motivate Your Employees

Herzberg’s Motivator- Hygiene Theory

Every worker has two sets of needs or requirements: motivator needs and hygiene needs.

Motivator needs are associated with the actual work itself and how challenging it is.Facets: interesting work, autonomy, responsibility

Hygiene needs are associated with the physical and psychological context in which the work is performed.Facets: physical working conditions, pay, security

Page 8: Motivate Your Employees

Hypothesized relationships between motivator needs, hygiene needs, and job satisfaction:

When motivator needs are met, workers will be satisfied; when these needs are not met, workers will not be satisfied.

When hygiene needs are met, workers will not be dissatisfied; when these needs are not met, workers will be dissatisfied.

Page 9: Motivate Your Employees

Herzberg’s Motivator- Hygiene Theory

Two Factor Theory

Page 10: Motivate Your Employees

Intrinsic vs. Extrinsic Work Values

Intrinsic Values

Interesting work Challenging work Learning new things Making important

contributions Responsibility and

autonomy Being creative

Extrinsic Values

High pay Job security Job benefits Status in wider

community Social contacts Time with family Time for hobbies

Page 11: Motivate Your Employees

Work Values A worker’s personal convictions about what

outcomes one should expect from work and how one should behave at work.

The most general and long-lasting feelings and beliefs people have that contribute to how they experience work.

Values can be intrinsic (i.e., related to the nature of work itself) or extrinsic (i.e., related to the consequences of work).

Page 12: Motivate Your Employees
Page 13: Motivate Your Employees

Work Attitudes Collections of feelings, beliefs, and thoughts

about how to behave that people currently hold about their jobs and organizations.

Compared to values, attitudes are: More specific and Not as long lasting

Specific work attitudes: Job satisfaction is the collection of feelings

and beliefs that people have about their current jobs.

Organizational commitment is the collection of feelings and beliefs that people have about their organizations as a whole.

Page 14: Motivate Your Employees
Page 15: Motivate Your Employees

Work Moods How people feel at the time they actually perform their

jobs.

More transitory than values and attitudes.

Can generally be categorized as positive or negative.

Determining factors:

Personality, Work situation, Circumstances outside of work

Page 16: Motivate Your Employees
Page 17: Motivate Your Employees

Potential Consequences of Job Satisfaction

Performance: Satisfied workers are only slightly more likely to perform at a higher level than dissatisfied workers. Satisfaction is most likely to affect work

behaviors when workers are free to vary their behaviors and when a worker’s attitude is relevant to the behavior in question.

Absenteeism: Satisfied workers are only slightly less likely to be absent than dissatisfied workers.

Turnover: Satisfied workers are less likely to leave the organization than dissatisfied workers.

Page 18: Motivate Your Employees

Advice to Managers

Do not assume that most workers have strong intrinsic work values just because you do.

Realize that any attempt you make to improve attitudes, motivation, or performance will be most effective when the change you implement is consistent with workers’ values.

Make the work environment pleasant and attractive to help promote positive moods.

Advice to Managers

Page 19: Motivate Your Employees

Advice to Managers cont..

Adopt socially responsible policies and programs such as supporting protection of the environment and helping out the community in which your organization is located.

Be committed to your employees by, for example, showing concern for their well-being, helping them when they have hard times, and soliciting their input on decisions that will affect them.

Advice to Managers cont..

Page 20: Motivate Your Employees

Summary

Both hygienic factors and motivation are important for high performance factors

Treat people as best as you can so they have a minimum of dissatisfaction

Use people so they get achievement, recognition for achievement, interest, responsibility, and opportunity for responsibility, and opportunity for advancement and growth advancement

Page 21: Motivate Your Employees

Thank you

Shaima H Sharafi