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Motivation

Motivation. Agenda. Admin stuff Class quiz – each of the points on checklist H/w check ( pg 158, qs 1, 2 & 4) Recap of employee/ er expectations (depending on quiz results) Motivational Theories. Reminders:.

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Motivation

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  1. Motivation

  2. Agenda • Admin stuff • Class quiz – each of the points on checklist • H/w check (pg 158, qs 1, 2 & 4) • Recap of employee/er expectations (depending on quiz results) • Motivational Theories

  3. Reminders: • Our first SAC will be on the Wednesday of week 3 (1 August). General HRM and Motivational Theories will be covered (first page of checklist). • A practice SAC will be posted on the wiki on Friday – get it back to me by 3pm Sunday and I’ll have feedback for you on Monday arvo (after school). • Otherwise, get it to me by 3pm Monday and I’ll give you feedback on Tuesday • Holiday homework - Jake and Alexis.

  4. Class quiz • H/w check (pg 158, qs 1, 2 & 4)

  5. Learning Intentions • Students will be able to: • Explain the motivational theories of Maslow, Herzberg & Locke • Compare & contrast these theories • Explain how these theories can be implemented in a workplace, identifying specific examples

  6. Maslow • Maslow believed that people progressed through stages of needs. The higher needs cannot be satisfied until those lower needs are met. The five needs are:

  7. Maslow • Maslow believed that people progressed through stages of needs. The higher needs cannot be satisfied until those lower needs are met. The five needs are: • Physiological – water & food • Safety & security • Belonging – feeling part of a wider group or community • Esteem – both of others and yourself (self-esteem) • Self-actualisation – a sense of purpose & achieving one’s potential

  8. Herzberg’s 2 factor theory • Hertzberg asserted that needs could be divided into two groups: maintenance (‘hygiene’) needs and motivation needs. • Maintenance ‘hygiene’ needs: must be met to avoid dissatisfaction – attaining a ‘neutral’ state. • Motivation needs: must be met to achieve satisfaction.

  9. Locke’s Goal Setting Theory Locke emphasised the importance of goal setting in motivating employees. Employees are set goals constantly – sometimes by management and some self imposed. By setting goals that are specific and challenging, HRM may be able to better motivate them. This requires sound knowledge of the employee’s skills and personal characteristics so that appropriate goals can be set.

  10. Locke’s Goal Setting Theory • Two main factors in Locke’s theory of goal setting: • Goal difficulty: the more challenging the goal, to a certain extent, motivation will increase. • Goal specificity: having a clearly defined goal increases the probability of achieving it.

  11. Applying the Theories

  12. MOTIVATIONAL TECHNIQUES AND TOOLS • Intrinsic & extrinsic motivation. Extrinsic is: • Money – pay and bonuses • Career paths – including promotion • Recognition of good work • Encouragement and feedback • Incentives • Team Building sessions

  13. Comparing the Theories

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