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Motivation within organizations

Motivation within organizations

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Motivation within organizations

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  1. Motivation within organizations Motivation within organizations The employers perspective Career transitions in times of crises May 31st and 1st June 2010

  2. Questions we ask ourselves • What do you need from an organization to stay motivated? • What does an organization need to organize to keep their employee’s motivated?

  3. From ‘good’ to ‘great’

  4. Perspective from the employer • In Essentials of Organizational Behaviour, Robbins and Judge examine recognition programs as motivators, and identify five principles that contribute to the success of an employee incentive program:

  5. Contribution to success: • Recognition of employees' individual differences, and clear identification of behaviour deemed worthy of recognition • Allowing employees to participate • Linking rewards to performance • Rewarding of nominators • Visibility of the recognition process

  6. How to be an attractive employer? • Create employability for your staff • Create commitment and inspire professionals who are already employed • Pay close attention to career steps  • Enhance life-time awareness among your staff • Cooperate intensively with educational institutions

  7. Role of the employer It’s easy to miss something you’re not looking for!

  8. Talent linked to the organisation (wat precies is deze opsomming? Ivm titel) • Mutual attraction • Through contacts and appointments • By providing perspective, professionalism and collegiality • Through performance, learning and innovation

  9. Elements of success ‘Necessary for success at the highest level in addition to talent are: passion and working hard. And luck, because without one or two lucky coincidences you can forget your success anyway’ (Malcolm Gladwell, Outliers, 2008).

  10. connectedness involvement accountable Talent in the organisation

  11. Which possibilities do managers have to create? • Give people time and opportunities to show their talents. • Make it attractive for people to use their talents at work. • Use appreciative inquiry and appreciative feedback. • Create an architecture and atmosphere of a working and learning context. • Allocate optimal work within the team / organisation.

  12. Perspective 2014 Perspective for students (whom finished their studies) on the labour market in 2014: Primary school (only) bad Vmbo theoretic approach good Vmbo engineering good Vmbo economy reasonable Vmbo personal care & wellness reasonable Mbo economy moderate Mbo engineering reasonable Hbo social studies reasonable Hbo engineering reasonable

  13. Interactive session • Statement 1 Take another job more often.An effective way to develop talent, and get motivated, is a demanding job.Employers should actively encourage this, because stagnation means decline.

  14. Interactive session • Statement 2 Seniors are better for business. Organizations can use older workers more effectively. There is no reason to spare them.

  15. Interactive session • Statement 3 Unbound talent. Good employees quit their jobs faster and faster, but that should be no reason not to cherish them. So keep investing in training and development.

  16. Hats from de Bono

  17. Motivation. What have you learned about motivation today?