employee productivity rachel waldo brett corday abby martin motivation & incentives

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Employee Productivity Rachel Waldo Brett Corday Abby Martin Motivation & Incentives

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  • Slide 1
  • Employee Productivity Rachel Waldo Brett Corday Abby Martin Motivation & Incentives
  • Slide 2
  • Our Goal: Productivity Measures How Technology Measures Employee Productivity Role of Motivation and Incentives on Productivity Potential Issues of Motivation and Incentives Case Studies
  • Slide 3
  • Cube, Incorporated Help Wanted! We are hiring 3 Block handlers To apply, raise your hand! Great Incentives and rewards No experience necessary
  • Slide 4
  • Work Hard! Be Safe!
  • Slide 5
  • Incentive for Cube, Inc Employees
  • Slide 6
  • Performance Evaluation! Which shift was most successful? What was the best motivator?
  • Slide 7
  • The types of Measures and how Technology helps Productivity Measures
  • Slide 8
  • Single Factor Productivity This is the easiest and most simple type of productivity measure. A Ratio That Equals1=1 One Input = One Output
  • Slide 9
  • Labor Productivity Measure A ratio that is single factor, but only involving inputs and outputs associated with labor For Example: Input = Output Hours Worked = Products Produced 6 Hrs Worked = 6 Products Produced, A ratio of 1=1
  • Slide 10
  • Multi-Factor Productivity Output equals the approximation of different inputs For example: 3 hrs worked + 3 machine hours = 6 products produced M.H. approximated to test productivity
  • Slide 11
  • A Word of Caution Because some inputs are , final decisions are sometimes inaccurate. Inputs like prices, are sensitive and should be accounted for Productivity measures are served best when in comparison of a hypothetical scenario, (or company.) This tests efficiency
  • Slide 12
  • Technology and Production Measures How time and activities are allocated is important to improve employee or manufacturing productivity, Need to measure the information accurately A time study for process improvement can help streamline production
  • Slide 13
  • Time and Activity Allocation How are time and activities allocated? Traditional methods of gathering time are awkward The question is: How can we monitor production times accurately?
  • Slide 14
  • The Answer: The Time Corder
  • Slide 15
  • Advantages of Time Corder Gets employees involved in the productivity study It is easy to use Easy to analyze data collected Helps with overall process improvement Improves time management
  • Slide 16
  • The effect Motivation and Incentives has on Productivity The Results of Motivation and Incentives
  • Slide 17
  • Why study and apply motivation? Human capital is your most important capital Treat colleagues as human beings Well motivated employees are more productive and creative.
  • Slide 18
  • Effects on Productivity The goal of a manager is to get their employees to produce effectively and efficiently Motivation is the key to performance improvement This can be done through incentives Motivation is intangible, it drives all human action, and it is the energy source for employees.
  • Slide 19
  • Slide 20
  • Why it works!
  • Slide 21
  • The Potential issues of Motivation and Incentive Issues of Motivation and Incentives
  • Slide 22
  • Potential Issues with Incentives Alfie Kohn Dehumanizing Competition not Cooperation Best for Mindless tasks Short-term benefits Pay-for-Performance Automotive Industry Alignment with Goals U.S. Healthcare Fictional Fires
  • Slide 23
  • Potential Issues with Performance Measures Culture of Distrust Gut Reactions to Normal Variations Unclear Communications Unsupportive of Organizational Objectives
  • Slide 24
  • Innovation: The Role of Motivation &Incentives Theory of Motivation Hygiene Factor Motivation Factor The Innovation Factor Sense of Control Autonomy Credit for the Outcome
  • Slide 25
  • Case Study The soul of Google is rapid innovation - David A. Vise, The Google Story Innovation and
  • Slide 26
  • Googles Culture Pajama Day, 2005 Google's European headquarters in Dublin
  • Slide 27
  • Google Founders Award
  • Slide 28
  • Googles Finances
  • Slide 29
  • Googles Stock Value
  • Slide 30
  • Similarities: Control Data & Google Culture Lack of Bureaucracy Strong Customer Focus Knowledge Workers Needs Acute Knowledge Supportive Infrastructure Risks/Failures
  • Slide 31
  • Motivating People to Volunteer at the Baltimore National Aquarium Case Study
  • Slide 32
  • What makes you Volunteer? To Learn Satisfaction 98% of adults believe that a great deal of satisfaction is gained by volunteering Be an example for family and friends Time is one of their most valued commodities. Relationships are highly valued Interact with others Volunteers prefer to be creative as they solve problems.
  • Slide 33
  • Does it match up? Learn Satisfaction Be an example Relationship solve problems. Trained and tested for each specific job Weekly distributions showing the difference being done Live the mission of the Aquarium Eat together, have dinner and celebrate as groups Input is important, treated as staff
  • Slide 34
  • How good are they? Designed in 1977 600 active volunteers Model that many other organizations copy Clear mission and goals Making a difference on the environment Running a world-class volunteer program demands the same standards of excellence as any well-run corporate business, says Audrey Suhr, director of volunteer services and staff development at the National Aquarium in Baltimore.
  • Slide 35
  • Questions?
  • Slide 36
  • Thank you for your participation and for listening.