Emerging Issues in Motivating Employees

2. Motivating Today’s Employees

3. Group Members
Sidra Maqsood
Sundas Kehkashan
Ammad Ahmed Khan
Shahrukh Zia
Umar Sani
CIIT Islamabad

5. Today’s Discussion
Definitions
Motivation Types
Theories of Motivation
Current Issues in Motivating
Strategies to Motivate
Factors of De-Motivation

6. Motivation Meaning
 Motivation is derived from the Latin word
‘Movere’ which means ‘to move’, ‘to
energize’ or ‘to activate’
 The act of giving somebody a Reason or
Incentive to do something

7. Definitions
 Motivation is a process by which a person’s
efforts are energized, directed and sustained
toward attaining a goal
 Motivation is the art of getting people to do what
you want them to do because they want to do it
 Motivation is a desire to achieve a goal,
combined with the energy to work towards that
goal

8. Self Determination theory (SDT)
 In self determination theory (SDT; Deci &
Ryan, 1985) has distinguish between
different types of motivation.
 Based on different reasons or goals that
give rise to an action.
 The most basic distinction was between
Extrinsic and Intrinsic Motivation.

9. Motivation Types

10. What Motivates People?
• Salary
• Fringe Benefits
• Working Environment
• Responsibility
• Recognition
• Feedback
• Learning and Growth

11. Part II:
 Presenter: Sundas Kehkashan

12. Motivation Theories
1. Maslow’s Hierarchy of Needs 1943
2. Frederick Herzberg Theory 1950
3. Douglas McGregor Theories X and Y
1960
4. William Ouchi’s Theory Z 1981

13. Maslow’s Hierarchy of Needs
Physiological Needs
(Water, Food, Rest, Exercise etc)
Safety Needs
(Shelter, Job security,
Retirement plan, Insurance)
Social Needs
(Affection, Belongingness, Family, Friends,
Partners)
Self Esteem
(Status, Recognition,
Reputation, Dignity)
Self
Actualization
(Confidence,
Achievements,
Growth)

14. Herzberg’s Two Factor Theory
1. Motivators
 Achievement
 Recognition For Achievement
 The Work Itself
 Responsibility
 Advancement

15. Cont…
 Achievement: Learning new things or taking on new
responsibilities
 Recognition for achievement: Praise from management
and colleagues
◦ awards certificates, plaques, an article about the employee
in the organization’s newsletter etc
 The work itself: Challenging Jobs and Tasks
 Responsibility: Ability to make independent decisions, to
participate in special teams or to initiate new projects
 Advancement: To assist supervisor or some other position
that is higher in the rank

16. 2. Hygiene Factors
 Salary
 Technical supervision
 Company policies and administration
 Interpersonal relations
 Working conditions

17. McGregor’s Theory X and Y

18. Theory Z
 It focuses on company philosophy, distinct
corporate culture, long-range staff
development and consensus decision
making
 The result is:
◦ Lower turnover
◦ Increased job commitment
◦ Higher productivity
 A major aspect of Theory Z is Trust and Team
Performance

19. Other Theories
 Goal Setting Theory
◦ Specific goals increase performance and difficult
goals, when accepted, result in higher performance
 Re-enforcement Theory
◦ Behavior is a function of its consequences
◦ Those consequences that immediately follow a
behavior are called Re-enforcers

20. CONT…
 Equity Theory
◦ Focuses on individuals’ perceptions of how fairly
they are treated relative to others
 Expectancy Theory
◦ Motivation depends on individuals’ expectations
about their ability to perform tasks and receive
desired rewards

21. Part III
 Presenter: Ammad Ahmed Khan

22. Current Issues in Motivation
1. Motivating in Tough Economic Conditions
2. Managing Cross-Cultural Challenges
3. Motivating Unique Groups of Workers
◦ Motivating Diverse Workforce
◦ Motivating Professionals
◦ Motivating Contingent /Temporary Workers
◦ Motivating Low-skilled, Minimum-wage
Employees
4. Designing Appropriate Rewards Programs

23. 1. Tough Economic Conditions
 Layoffs, Tight Budgets, Minimal or No Pay Raises
 Benefit cuts
◦ No Bonuses
◦ Long Working Hours
 What Managers should Do?
◦ Creative ways to keep employees’ efforts energized
◦ Hold meetings, Communicate frequently
◦ Establish a Common Goal
◦ Creating a Community feel

25. 2. Cross Cultural Challenges
 Today’s global business Environment
 Motivational programs that work in one
geographic location may not work in others
 In countries like Japan, Greece, and Mexico
 Uncertainty avoidance characteristics are
strong
 Security needs would be the foundational layer
of the need hierarchy

26. Culture Cont…
 As:
◦ The desire for interesting work
◦ Seems important To all workers
◦ Regardless of their National Cultures
 Growth, Achievement, and Responsibility
rated top 3 Motivators by employees

27. 3. Motivating Diverse Groups
 Employees come into organizations with:
◦ Different needs
◦ Personalities
◦ Skills and abilities
◦ Interests and aptitudes
 Professionals want job challenge and support
 Contingent workers want opportunity to
become permanent
 Technical workers want to receive skills and
training

28. Groups Cont…
 Managers should:
o Arrange combination of Rewards to motivate
employees with diverse needs
o Challenging jobs for Professionals should be
designed
o They like to tackle problems and find solutions
o Professionals also value support
o They want others to think that what they are
working on is important

29. Cont…
 Permanent workers should be selected from the
temps
 The temps will feel motivated and work hard in
hopes of becoming permanent
 Training programs motivates temps too
 If the job can help develop marketable skills,
motivation is increased
 Recognition programs and sincere Appreciation
 To motivate low-skilled
 Minimum-wage workers

30. 4. Designing Rewards Programs
 OPEN-BOOK MANAGEMENT
◦ Goal is to get employees to think like an owner by
seeing the impact their decisions have on Financial
Results
 EMPLOYEE RECOGNITION PROGRAMS
◦ It consists of personal attention and expressing
interest and appreciation for a job well done

31. New Reward Programs
 Pay for performance / Merit Pay
◦ Rewards individual employees in proportion to their
performance contributions
 Gain sharing
◦ Rewards based on performance targets. Encourages
teamwork
 Employee stock ownership plan (ESOP)
◦ Gives employees part ownership of the organization
 Lump-sum bonuses
◦ One-time cash payment based on performance

32. CONT…
 Pay for knowledge:
◦ Links employee reward with the number of task skills
improved
 Flexible work schedule:
◦ Flextime allows workers to set their own hours
◦ Job sharing allows two or more part-time workers to
jointly cover one job
◦ Telecommuting sometimes called flex-place, allows
employees to work from home or an alternative
workplace
 Lifestyle awards:
◦ Rewards luxury items, such as high-definition
televisions, Touring packages and exotic travel

33. Part IV
 Presenter: Shahrukh Zia

35. Strategies For Motivation
 Positive Reinforcement
 Effective Discipline
 Satisfying Employee’s Needs
 Setting Work Related Goals
 Restructuring Jobs

36. Strategies Cont…
 Employee Engagement
 Job Security / Stability
 Good Projects
 Job Rotation
 Appropriate Rewards System

37. EMPLOYEE ENGAGEMENT
 Why?
 Engaged Employees  Loyal Customers 
Bigger Profits
 If the staff are motivated then the customers will
be happy
 The shareholders will benefit through the
company's success

38. De-motivation Factors
 LESS or NO MOTIVATION = DEMOTIVATION
 Job content
 Level of Responsibility
 Company Culture
 Caliber of Colleagues
 Low Growth Potential
 Work Environment Issues

39. FACTORS CONT…
 No Learning Opportunities
 Lack of Feedback
 Bad Bosses
 Not enough Salary

40. Part V
 Presenter: Umar Sani

41. TOP 10 MOTIVATION TOOLS
 Notice each individual
 Say Thank-you, even a smile can make a big
difference
 Make staff feel Respected and Valued
 Share your Experience and Knowledge
 Bring confidence in your employees

42. CONT…
 Be Honest and Trustworthy
 Don’t take Personal credit for their success
 Create a Blame-free culture
 Set Developmental goals
 Make Work-Place a Fun Place

43. Future Reward Structures
 It may include combination of:
◦ Increased base pay
◦ Bonuses
◦ Shortened workweeks
◦ Extended vacations
◦ Flexible work hours

44. Cont…
◦ Guaranteed Job Security
◦ Increased Pension Contributions
◦ College Tuition Reimbursement
◦ Help In Purchasing A Home
◦ Recognition Awards, Paid Club
Memberships

45. CONCLUSION
New individual Reward Structures will maximize
employee motivation
Among employees as well as for Individual employees
over time
Managers will be encouraged to differentiate Rewards
In Future, as Organizations become less Bureaucratic