MOTIVATION

You can buy a person’s time. You can buy their physical presence at a given place. You can even buy a measured number of their skilled

muscular motions per hour. But you cannot buy their enthusiasm or loyalty, the devotion of their hearts, their minds and souls – YOU HAVE

TO EARN THESE – Clarence Francis

• Do you know what motivation is, why it matters, and what does and does not motivate people?

• Do you know what people’s basic needs are and how they drive their behaviour?

• Do you know how to build people’s motivation, what causes them to lose it and what happens when their motivation needs are not met?

• Can you list a variety of specific things that managers can do to boost people’s motivation?

• Motivation is the willingness to do something and is conditioned by this action’s ability to satisfy some need for the individual

• Motivation isn’t about lighting a fire under a person. It’s about lighting a fire within –

• Men are developed the same way gold is mined – when gold is mined, several tons of dirt must be moved to get one ounce of gold. But one does’nt go into the mine looking for dirt. One goes looking for gold – Andrew Carnegie,1930

• What MOTIVATES?• Laziness – There are no unmotivated people, only unmotivated

employeesFear – if fear is being used to motivate(threat of losing job, reprimanded etc)

then remember:1. Employees must be supervised constantly and closely2. Reduces in strength as employees become accustomed to threats3. ‘Fight – Flight’ reaction – Hit and Run syndrome

Fear does not work as a motivator in 2009Money – It motivates for a short period Eg. Stimulus package – It is a hygiene

factor – satisfies our physiological & security needs. However some people work only for money – Students in hospitality

Climate, Culture and Content – Intangibles – achievement, recognition, career growth, job challenge, trust, support, work environment, autonomy – called as Psycological needs

3 E’s – Enlargement(horiaontal growth) , Enrichment(vertical growth) & Empowerment – JOB DESIGN

52% - Responsibility, 42% recongnition, 39% strenghts are suited to duties – Courtesy Princeton, New Jersty

THEORIES OF MOTIVATION

What are people’s basic needs?

What do they need from work?

What happens if needs are not met?

• Values – is what people hold and believe in being right or wrong. Values combine with people’s belief about themselves and others and world and guides their actions. Each one of us is unique

• Basically needs drives behaviour – Hunger, Boredom, Loneliness etc

Maslow’s Hierarchy of Needs

• Physiological Needs – There are people in the world so hungry that God cannot appear to them except in the form of food – Mahathma Gandhi

Basics of Air, water & food besides sleep, shelter and sex – these make up this need – Wages to compensate for basic living

• Security Needs – Continuity of food, shelter, water, safety from threats and elements – HR Policies, Safe working environment

• Social Needs – company of others ‘ to belong’, social wellbeing• Esteem Needs – internal – self respect, autonomy –

external - respect, status, recognition, attention• Self actualisation – self improvement, learning, growth and

development – hard to be achieved fully eg boring job• Self Transcendence – Ultimate goal of human beings – desire to

rise above the self and become part of the greater whole

McCELLAND’s & ATKINSON’S THEORIES ON MOTIVATION

• 3 basic motives – motivation occurs through what we acquire & learn/training

1. Power Motive – need for control – western cultures have high need of power

2. Affliation Motive – desire to belong – Asians and customer service staff are high on this.

3. Achievement Motive – need to achieve and accomplish- sportsmen, managers and many employees with this motive excel in their fields

This theory directly is related to business drive and management

Herzberg’s Work Related Two Factor Theory

• Hygiene Factors – do not motivate but are pre requisites to motivation – Operate in scale from dissatisfaction to satisfaction –not necessarily motivates but will eliminate dissatisfaction(Physical)

• Organisations tend to take these for granted sometimes to attract and retain quality staff – though not a motivator are important

• Motivation Factors – varies from no to very high satisfaction

Work itself in addition to job design (Psycological)

• So what do employees want? • Career Progression?

• Salary & Working Conditions?

• Status?

• Power?

• Sense of Achievement?

• Sense of Security?

Given that different things motivate different people at different times – ASK YOUR EMPLOYEES – Leaders work on what they HEAR AND SEEPUSH CATEGORIES – Hygiene FactorsPULL CATEGORIES – Motivational Factors

THINGS TO BUILD MOTIVATION AND A SUCCESSFUL TEAM

• GIVE RESPONSIBILITY• PROMOTE PARTICIPATION IN DECISION MAKING• EMPOWER• DEVELOP PEOPLE SKILLS – KEY FOR LEADERSHIP• REWARD PEOPLE• SAY THANK YOU• REMOVE BARRIERS TO GOOD PERFORMANCE – SET UP FOR

SUCCESS• BUILD SELF ESTEEM & CONFIDENCE• MAKE EVERYONE A WINNER• PROMOTE COOPERATION & SUPPORT• KEEP PROMISES AND BUILD TRUST

WHY MOTIVATE?

• Relationship to the business:

• job satisfaction

• job performance

• absenteeism

• staff turnover

• organisational effectiveness and efficiency

FIVE SURE WAYS TO MOTIVATE – BIG PICTURE

• THROUGH VALUES & PRIDE • THROUGH CLEAR STANDARDS • THROUGH ENTREPRENEURIAL SPIRIT • THROUGH INDIVIDUAL ACHIEVEMENT • THROUGH REWARDS AND

CELEBRATION

WAYS TO REWARD

• PRAISE - Public Recognition, Appraisals

• MATERIAL – Gift Vouchers, Certificates,Chocolates, Flowers etc

• PSYCHOLOGICAL – Car parking, Extra day off

CASE STUDY