motivating employees management
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Motivation Definition
Motivation Introduction
Most Important and Challenging.
1. Motivating and rewarding employees is one of the most important and chalenging activites that managers do
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Get Maximum output.
Motivated employees will retain a high level ofinnovationwhile producing higher quality work at a higher level ofefficiency.
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How motivate?
managers need to know how and why ther are Motivated
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Quote:
At the end I quote the words of Jim ryum related to motivation now I am passing onto Shoaib he will elaborate further
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Motivation Definition
Energy Direction Persistence
Importance
Productive use of recoursesIncrease Efficiency and outputAchievement of goalsDevelopment of friendly relationshipStability of workforce
Productive use of recourses
Increase Efficiency and output
Achievment of goals
Development of friendly relationship
Stability of workforce
Maslows theory of maotivation
Maslows Theory of motivation
This is best known theory of motivation
There Is a hierarchy of five human needs
Hierarchy of Five Needs
Physiological NeedsSafety NeedSocial NeedEsteem needSelf actualization Need
Physiological Need
Need for foodNeed for waterNeed for shelter
Safety and Social Needs
Safety Needs
Social Needs
I-e. Need for Security and protection .Assurance of physiological needs.
Affection Belonging Friendship
Esteem Needs
Internal FactorslikeSelf respect,Self Autonomy
External FactorsLikeindividual's statusSelf recognition
Self Actualization
Need to become , what he/sheis capable of Accountantfinance ManagerLeader
Explanation of Theory
Lower order Needs
High order Needs
Explanation of Theory
Explanation of Theory
Criticism on the theory
Logical and easy to understandBut
Lack of empirical support
McClellands
David McClelland
McClellands Three-Needs Theory
David McClelland proposed that an individuals specific needs are acquired over time and are shaped by ones life experience
1st Need
Influence Competitive
The need to make others behave in a way that they would not have behaved otherwise
People who need personal power want to direct others, and this need often is perceived as undesirable.
People who need institutional power (also known as social power) want to organize the efforts of others to further the goals of the organization.
Managers with a high need for institutional power tend to be more effective than those with a high need for personal power.
2:People with a high need for affiliation need
Harmonious relationships with other people and need to feel accepted by othersThey tend to conform to the norms of their work group. High Affiliation individuals prefer work that provides significant personal interaction; they perform well in customer service and client interaction situations.
3rd Need:
They seek personal responsibility for finding solutions to problemsThey need rapid feedback on their performance; they are usually very frustrated by not receiving feedback, and the quicker the better.They are not gamblers but instead set appropriately challenging goalsThey want to stretch themselves, so they set goals that are challenging, but ones that they receive, they at least have a 50% chance of attaining
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