Motivation in Workplace For TA Courses

1. Motivation in Workplace “Factors That Motivate Employees & Meet Their Needs” Md A K Azad Khan

2. Work Health and Safety Please ask about your safety concerns at any time. Let me know if you need to step out or leave the session. Work Health and Safety Specialists can provide further on-site support and assistance on all Work Health and Safety matters. Work Health and Safety Specialists can be contacted via our online support request form available on the website at https://www.worksafe.vic.gov.au Work Health and Safety Legislation, Codes of Practice, fact sheets, Health and Safety Representatives (HSR) information and guides can be found at the mentioned websites: • Contact us • 3 Treasury Place, East Melbourne VIC 3002 • info@vpsc.vic.gov.au

3. Overview of the Session • Understanding the concept of Motivation • Evolution of Motivation Theory • Applying Motivational Theory • Factors that contribute to Employee's Motivation • How to Improve your Self-Motivation Skills? • Ways to Motivate Employees

4. Motivating Employees, Theory and Applications

5. What is Motivation?

6. What is Motivation? • “You can lead a horse to water, but you cannot make it to drink.” • “I don’t motivate my players. You cannot motivate someone; all you can do is provide a motivating environment and the players will motivate themselves.” Phil Jackson after winning his 7th NBA title as a coach.

7. Where Does It Come From? • The Person • Human Needs • Liking of the task • The Environment • Enriched Job Tasks • Goal-setting interventions • Leader behaviour • Group Norms and Organizational Culture

8. Motivation Process Unsatisfied Need Tension Drives Search Behavior Satisfied Need Reduction of Tension

9. Motivational Theories • Internal • Suggests that variables within the individual give rise to motivation and behavior • Example: Maslow’s hierarchy of needs theory • Process • Emphasize the nature of the interaction between the individual and the environment • Example: Expectancy theory • External • Focus on environmental elements to explain behavior • Example: The two-factor theory 3GROUPS

10. Evolution of Motivation Theory • Scientific Management (Frederic Taylor) • Hawthorne Studies (Elton Mayo) • Hierarchy of Needs (Abraham Maslow) • Theories X and Y (Douglas McGregor) • Motivator-Hygiene Theory (Frederic Herzberg) • Achievement Motivation Theory (David McClelland)

11. Scientific Management Designed by Fredrick Taylor. Assumes all people are motivated by economic means Based on 4 principles • Develop a scientific approach to each job element • Scientifically select, train, teach, & develop employees • Encourage cooperation between workers & managers • Divide work among workers & managers based on who is best suited for it

12. The Hawthorne Studies • Experimented with job design, length of workday and week, break times, and incentives • Hawthorne Effect • Social needs also play an important role in employee motivation

13. Maslow’s Hierarchy of Needs • Based on universal human needs individuals act to meet their unmet needs • Managers try to create a workplace that will increase the likelihood that employees will meet all of their needs • If appealing to an already met need, it’s hard to motivate an employee

14. Maslow’s Needs Hierarchy Self-actualisation needs Esteem needs Social needs Safety needs Physiological needs

15. McGregor’s Theories X and Y • 2 contrasting sets of assumptions about human nature • Theory X – pessimistic • Theory Y – optimistic • A manager’s view of human nature affects the way they motivate and manage employees • McGregor believed Theory Y explained most employees

16. Herzberg’s Motivator-Hygiene Theory “What do people want from their work experience?” • Motivating factors create job satisfaction • Hygiene factors create job dissatisfaction • Proper management of hygiene factors can prevent dissatisfaction but cannot provide motivation • Management needs to focus on job satisfiers

17. Motivation factors increase job satisfaction • Company policy and administration • Supervision • Interpersonal relations • Working conditions • Salary • Status • Security • Achievement • Achievement recognition • Work itself • Responsibility • Advancement • Growth • Salary? Hygiene factors avoid job dissatisfaction Motivation–Hygiene Theory

18. Motivation–Hygiene Combinations (Motivation = M, Hygiene = H)

19. McClelland’s Needs Need for Achievement –need for excellence, competition, challenging goals, persistence, and overcoming difficulties Need for Power – need to influence others, change people or events, and make a difference in life Need for Affiliation - need for warm, close, intimate relationships with others

20. Does Money Motivate? • Yes or no • Many sources list it as the most important • Others minimize importance One study in the U.S.A. indicated that • White-collar workers listed money as 10th • Blue-collar workers list as the most important • Importance varies by individual and his lifestyle

21. Applying Motivational Theory Job Design • Job enlargement • Job enrichment • Job rotation or cross-training Work Schedule • Compressed workweek • Flextime • Job sharing • Telecommuting

22. Applying Motivational Theory, cont. • Recognition, Empowerment, & Economic Incentives • Formal recognition • Employee empowerment • Monetary incentives • Variable pay

23. Factors That Must Be Present For A Person to Be Motivated • Fulfillment of one’s basic needs • Healthy work environment • Security in one’s employment • Knowledge and ability to do the job required • Knowledge of the practiced employee policies and procedures

24. Factors that contribute to Employee's Motivation • Feel that we are making a contribution • Supervisor’s praise • Respect of colleagues and peers • Being informed of happenings • Having meaningful & interesting work

25. How to Improve Your Self-Motivation Skills? • Stop Procrastinating • Eliminate all Negativity • Take Responsibility • Be Realistic • Make Concrete Plans • Give Yourself Rewards

26. Understanding Employee Motivation • Motivated employees demonstrate higher job satisfaction, engagement, and productivity. They exhibit initiative, creativity, and problem-solving abilities, leading to improved organizational effectiveness. • Job Satisfaction: Motivated employees are more satisfied, leading to better retention. • Engagement: Motivation drives engagement, resulting in higher productivity. • Productivity: Motivated workers are efficient and proactive. • Initiative & Creativity: Motivation fosters innovation and problem-solving. • Organizational Effectiveness: Motivated employees enhance overall effectiveness. Definition of Employee Motivation Employee motivation encompasses both intrinsic (internal) and extrinsic (external) factors that encourage engagement, commitment, and satisfaction. Role in Performance “ Q Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do. If you haven’t found it yet, keep looking. Don’t settle. uote Steve Jobs

27. Challenges in Employee Motivation Individual Differences Changing Needs Balancing Intrinsic and Extrinsic Motivators Striking the right balance is essential. Different employees are motivated by different factors. Motivation factors evolve over time.

28. How Can an Organisation Motivate Its Employees?

29. Strategies for Improving Motivation • Implement effective performance evaluation systems • Implement individual rewards & recognition systems • Improve work design and job design • Promote employee involvement • Solicit employee feedback systematically

30. Work Design Techniques for Improving Productivity • Streamline work processes • Adopt team (group) concepts • Deploy Quality of Work Life (QWL) practices • Implement group reward & recognition systems • Design effective layouts and work cells

31. Job Design Techniques for Improving Productivity • Job simplification • Job rotation • Job enlargement • Job enrichment • Job sharing

32. Team Dynamics • Personal identity in the group • Membership, inclusion • Influence, control, mutual trust • Getting along, mutual loyalty • Identity with the work unit • Effects on relationships with co-workers and loyalty to the work unit

33. Team Dynamics (Continued) • Relationships between team members • Effects on rank and positions • Friendship and formality • Openness • Personality preferences

34. Employee Involvement • Employee involvement means allowing employees to participate in work-related decisions and improvement activities that affect them. • This doesn’t mean anarchy, but it means that management shares its responsibilities in decision-making with employees.

35. Strategies for Motivating Employees 2 4 1 3 Share Your Vision Communicate the organization’s purpose and long-term goals Set Clear Goals Define specific, achievable objectives for employees Encourage Teamwork Foster collaboration and mutual support Provide Positive Feedback Recognize achievements and celebrate milestones 8 6 5 7 Development Opportunities Invest in training, workshops, and skill-building Healthy Office Environment Prioritise well-being and comfort Reward and Recognition Implement a fair rewards system Expand Responsibilities Challenge employees with new tasks and projects

36. From Theory To Practice Recognise individual differences Match people to jobs Don’t ignore money Use goals Suggestions for Motivating Employees Check the system for equity Ensure that goals are perceived as attainable Link rewards to performance Individualise rewards

37. Ways to Motivate Employees

38. Potential Benefits of Employee Involvement

39. Summary of the Lecture Definition of Motivation: Motivation drives people's actions, desires, and needs. Types of Motivation: Intrinsic Motivation: Driven by internal satisfaction and personal fulfillment. Extrinsic Motivation: Driven by external rewards such as money, praise, and recognition.

40. Summary of the Lecture Key Theories of Motivation: Maslow's Hierarchy of Needs: • Physiological Needs • Safety Needs • Social Needs • Esteem Needs • Self-Actualization

41. Summary of the Lecture Herzberg’s Two-Factor Theory: Hygiene Factors (e.g., salary, company policies) Motivators (e.g., achievement, recognition) McGregor’s Theory X and Theory Y: Theory X: Employees need control and direction. Theory Y: Employees are self-motivated and seek responsibility.

42. Summary of the Lecture Strategies to Enhance Intrinsic Motivation: • Encourage autonomy and decision-making. • Promote mastery of challenging tasks. • Create purpose by linking tasks to company goals.

43. Summary of the Lecture Challenges in Motivating Employees: Diverse motivational drivers. Organizational changes impacting motivation. External factors causing demotivation.

44. Short Assessment Quiz 1: Understanding Motivation What is the definition of motivation? • A) The process of providing feedback • B) The reason behind people's actions, desires, and needs • C) The level of energy an employee brings to their work • D) The way managers control employees Answer: B) The reason behind people's actions, desires, and needs

45. Short Assessment Quiz 2: Theories of Motivation What are the two types of factors in Herzberg’s Two-Factor Theory? • A) Motivators and Encouragers • B) Hygienes and Motivators • C) Hygienes and Encouragers • D) Motivators and Enablers Answer: B) Hygienes and Motivators

46. Short Assessment Quiz 3: Creating a Motivating Workplace Which of the following is a strategy to enhance intrinsic motivation? • A) Offering financial bonuses • B) Providing opportunities for personal growth • C) Implementing strict supervision • D) Increasing workload Answer: B) Providing opportunities for personal growth

47. Short Assessment Quiz 4: Application of Motivation Theories Which of the following best describes how to apply Maslow’s Hierarchy of Needs in the workplace? • A) Focus solely on financial rewards • B) Address employees’ basic, social, and self-fulfillment needs • C) Implement strict hierarchical supervision • D) Prioritize only the highest-level needs Answer: B) Address employees’ basic, social, and self-fulfillment needs

48. Q/A

49. Thank You For Your Attention