6. It is a well known fact that human beings have
great potential but they do not use it fully,
when motivation is absent.
To the extent that any organization can truly
unleash the hidden value in its people, it will
increase its chance of success.
7. “ As a manager, you play a
key role in building on a
solid foundation and
motivating employees.
Remember that 70% of
people leave their boss, not
the company ”
8. TYPES OF MOTIVATION
• Intrinsic motivation: It means that
the individual's motivational stimuli
are coming from within.
• Extrinsic motivation: It means that
the individual's motivational stimuli
are coming from outside, Extrinsic
motivation is external in nature
9. ROLE OF
MOTIVATION
• Helps Organization Survive
• More Productivity
• Improvement in efficiency
• Best utilization of resources
• Cooperative environment
10. TECHNIQUES OF EMPLOYEE
MOTIVATION
• Fair pay and conditions
• A comfortable, safe, working
environment
• Opportunities for employees to
socialize and make friends
• Clearly defined work
responsibilities and goals
• Education and training
19. McGregor (1957) Theory X and
Theory Y
• Theory X assumptions:
–people are naturally lazy and work
as little as possible
–workers lack ambition, avoid
responsibility, and preferred to be
led
–employees are interested only in
their own needs and not the needs
of the organization
–people are resistant to change
20. McGregor (1957) Theory X and
Theory Y
• Theory Y Assumptions:
–people are not passive by nature and
are capable of self-control and self-
direction
–work is natural and pleasurable
–workers are not resistant to change and
will work towards organizational goals
–people seek and accept responsibility
• Delegation, job enlargement, and
participative management are consistent
with Theory Y assumptions
21.
22. Working for Google is a
dream of many, not just
because of what this
company has achieved in
the last 15 years, but
because of its enviable work
culture. With 37,000
23.
24.
25. "It's less about the aspiration to
be No. 1 in the world, and
more that we want our
employees and future
employees to love it here,
because that's what's going to
make us successful," said
Karen May, the VP of people
26. Back when the company was just a
startup, co-founders Larry Page and
Sergey Brin had the goal of making
Google a place the most talented
people wanted to work at.
Their idea was simple: creating a
work culture that keeps employees
happy will motivate them to do their
best and will keep them loyal to the
27. • Encourages a diverse workforce and
invites people from all over the world and
from different backgrounds to apply
for positions. This is believed to bring
more interest and opinions to the work
force.
• Google does not have a formal
hierarchical system in place. This means
that all employees are considered to be at
the same level as their peers which is
28. Working for Google comes with
perks that most other
organizations can't provide –
• think bowling alleys,
• free haircuts,
• gym memberships,
• and shuttles to and from work.
29. • The company invests a lot of time in areas
and services that employees can enjoy
while on their lunch breaks.
• For example, there are numerous snack
rooms, cafés, and even a 24
hour doughnut shop.
• Google believes in investing time and
money in showing the employees they are
valued members of the team.
• Further training and education is also
30. Every employee at Google has the
opportunity to spend 20 percent of his
or her time on a project they choose.
This freedom takes employees out of
their routine and away from the
mundane tasks that often make
workers feel uninspired about their
jobs.
31. • Lastly, Google shows each employee just how
important he or she is to the company.
• Each employee, regardless of her spot on the
totem pole, has an influence on how Google
runs the show.
• "If you value people, and you care about them
as whole people, one thing you do is give them
[a] voice, and you really listen," May said.
• Google does just that by hosting employee
forums every Friday, where they go over the 20
most-asked questions. Employees have
access to all company information, adding a
sense of trust, and employees and leaders
32. In 2005, HCL came with
philosophy,
"EMPLOYEES FIRST, CUSTOMERS SECOND,"
It in many ways turned the
traditional management hierarchy
33. The aim of EFCS
• To create trust grow through
transparency,
• To make managers as accountable to
employees as employees were to their
bosses,
• To transfer the responsibility for change
and value creation to front-line
employees working in the “value zone,”
where HCL and its customers interact.
34. As a business philosophy, EFCS
attracted the attention of academics :
• (Harvard Business School did a case
study on the approach),
• the media (Fortune magazine
characterized HCL management as “the
world’s most modern”),
• and analysts (a Gartner research report
highlighted the customer benefits of
35.
36. • Increments is largely driven by the
individual’s capability and achievement of
goals.
• TCS follow a total rewards philosophy and
each element includes programs, practices,
elements and dimensions that collectively
define their strategy to attract, motivate and
retain their employees.
• There will be greater emphasis on
customized compensation, benefits and work
related policies.
37. Employees are identified based on
their roles, current performance
and potential to take up higher
roles through assessments by
supervisors and performance
appraisal.
The career management system
facilitates structured career
planning, development and
38. • It gives employees a platform to
put forth their career aspirations
and attain guidance from their
mentors on achieving the same.
• The complete process is driven
through our digitized performance
39. • TCS launched the Employee
Assistance Program.
• It is a professional counseling
service in matters such as personal,
relationship, work and parenting
concerns that an employee
voluntarily seeks.
• Employees have a choice of
40. • As an organization TCS is sensitive to the
pulse of its people.
• With major employee belonging to Gen Y,
company steps to innovate their existing
counseling program and tailor it to make it
Gen Y friendly.
• This meant transforming a traditional face
to face counseling interaction to be
delivered via new communication
channels such as online and telephonic.
• TCS have tied up with an organization
providing such services.
41.
42. MOTIVATIONAL TECHNIQUES
• Wipro Believes In Overall Development
And Individual Growth.
• Potential Are Recognized And
Opportunities For Further Learning Are
Provided.
• Hard Work Doesn’t Get Unnoticed.
• Motivates Employees To Accomplish
Greater Feats And Comforts For Rewards.
43. • Wipro takes pride in their long
serving colleagues.
• Recognition of their contribution
through a Comprehensive
Reward Programme.
• Example holiday packages with
special facalities.
44. • Compensation Package. Aimed At
Retaining Employees.
• Medical Assistance Programme.
• Wipro Employee Stock Option
Plan. Employee Share the
Reward of Wipro’s Success.
