Transcript Motivating Employees

Motivating Employees
Motivating Employees
Our Motivating Tips
Major Motivational Theories
There are three major motivational
theories that are observed in modern
business
– McGregor’s X/Y Theory and Group
Exercise
– Maslow’s Hierarchy of Needs and
Exercise
– Herzberg’s Theory and Group Discussion
McGregor’s X/Y Theory
An American social psychologist,
Douglas McGregor, proposed his
famous X-Y theory in his 1960 book
'The Human Side Of Enterprise'.
– McGregor's X-Y Theory remains a valid
basic principle from which to develop
positive management style and
techniques.
Theory “X”
Theory “X” has these basic premises
– Most people are naturally lazy and don’t like to
work
– Most people lack ambition and need a club
over their heads in order to make them work
– Most people prefer to be told what to do, and
they avoid responsibility
– Most people resist change
– Most people are gullible and not overly
intelligent
– Most people are motivated by money and
status rewards
Theory “Y”
Theory “Y” has these basic premises
– People do not dislike work, and may actively
seek it
– People do not need authoritarian leadership
and prefer a participative kind of management
– People prefer setting their own goals rather
than have someone else set them
– People do not shirk responsibility but rather
seek it
– People who understand and care about what
they are doing can devise and improve their
own methods of doing work
– People constantly grow and are motivated at
work by interesting and challenging tasks.
What is most important to
understand about these two theories
are that they relate to how managers
picture their employees not how the
employees really are.
Maslow
Maslows hierarchy of needs
– Physiological needs
The basic drives, including the need for
food, rest and shelter
– Safety and Security needs
Freedom from fear, danger, uncertainty
about employment
– Social needs
Friendly work relationships in harmonious
atmosphere
– Esteem and self respect
Ego or status needs, praise for a job well
done
– Self-realization
The need for self-fulfullment, creativity
Self
Fulfillment
Ego
Self-esteem,
Status
Social Needs
(Belonging, friendship)
Safety/Security
Physiological Needs
Herzberg’s Motivation Theory
Achievement
– Opportunity for accomplishment and
contribution
Recognition
– Acknowledgement and appreciation for
contributions
Responsibility
– Acquisition of new duties and
responsibilities
Advancement
– Opportunity to advance as a result of
job performance
The Work itself
– Opportunity for self-expression,
personal satisfaction and challenge
Possibility of growth
– Opportunity to increase knowledge and
develop through job experiences
Exercise
Managers Dilemma #1
Exercise
Managers Dilemma #2
Exercise
Job Factor’s Survey
Dealing with Problem or Marginal
Employees
Describe the problem or poor work habit
in a friendly manner.
– Indicate why it is a concern
Invite the employee to share his or her
“side of the story”
– Show interest in what he or she is saying
through proactive listening
Focus on the changes you want from the
employee
– Not the complaints you might have had about
their performance
Avoid threats and punishments as a
means to improve behavior
– Ask the employee for their ideas and solutions
to solve the problem
Ask the employee to consider the positive
consequences of improving his or her
actions
– Self, the organization, other workers, etc.
Agree on a performance-change objective
and a plan of action. Offer your help.
Exercise
Action Plan
Handout Sheets