Motivation

Motivation The act or process of stimulating to action, providing an incentive or motive, especially for an act.

What Motivates Employees to Stay ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

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Theories of motivation fall into three categories: ,[object Object],[object Object],[object Object],[object Object]

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[object Object],• says that ANY attention paid to employees increases productivity – productivity goes up if employees think management is paying attention! • experimental studies found that: – increasing/decreasing lighting had same effect – changing pay did not improve productivity

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[object Object],• says people have several levels of needs – physiological – security – social – esteem – self-actualization • Maslow said workers are motivated by their lowest level of unattained needs – e.g. once someone’s physiological needs are satisfied, they are motivated by their security needs

Maslow’s hierarchy of human needs.

• suggests that job satisfaction depends on two factors • hygiene factors hygiene relate to working conditions – good working conditions ensure that no dissatisfaction exists • motivating factors motivating relate to recognition, achievement, and responsibility – motivating factors enhance employee satisfaction ,[object Object]

[object Object],• says people work toward goals they have a reasonable expectation of achieving – cannot motivate people with rewards for goals they do not expect to attain • three types of issues affect expectations: - effort-performance issues - performance-reward issues - rewards-personal goals issues

[object Object],• focuses on the concept of “ fairness” • employees look at how they are treated on two fronts: – inputs vs. outputs: am I getting as much out of this job as I put into it? – am I getting as much out of my job as those who perform similar tasks for this firm? • employees who see themselves as being treated unfairly often act to “tip the scales”

Goal Setting Theory • strives to discover the types of goals that best motivate employees • two characteristics of effective goals: – they are difficult but attainable – they are specific: a quantifiable target is set • e.g. “increase output by 10% ” rather than rather than “do your best” • goals are most effective if employees have a hand in defining them

Enhancing Job Satisfaction & Morale • have to have to use knowledge about motivation – what can agribusinesses do to keep morale high & keep employees satisfied? • 6 types of programs are commonly used: – reinforcement/ behaviour modification – management by objectives – participative management – team management – job enrichment & job redesign – modified work schedules

• involves a system of rewards and punishments to elicit desired behaviour • reinforcement is associating specific outcomes with specific outcomes with specific behaviours – can be can be “positive positive” or “negative negative” • firms can also punish employees for improper or undesirable behaviour Modification Theory ,[object Object]

• system of collaborative goal setting – extends from organization’s top to its bottom • involves managers & employees in setting goals and evaluating progress – employees feel more involved and empowered when they are part of decision making ,[object Object]

[object Object],• management philosophy whereby workers have a voice in management of the firm – help define their own jobs – participate in traditional management decisions • this can be a key method for empowering workers – helps them feel more important to the firm

[object Object],• Employees may be given responsibility for making narrow decisions – e.g. how to divide tasks co-workers workers • workers also part of bigger decisions production scheduling – work procedures – hiring of new people

[object Object],• job enrichment adds motivating factors to existing job activities – e.g. provide more responsibility or decision making authority • job redesign allows employees to reshape some of their duties to provide a better “ fit” – three common ways to do this: • combining tasks • forming natural workgroups • establishing client relationships

[object Object],• many firms allow flexible work schedules to accommodate a changing workforce 4 main types of modified work schedules: – flextime – compressed workweek – telecommuting – work share programs • modified work schedules help employees balance their personal & professional lives

Great Motivators • Full appreciation for job well done • Be part of decisions • Open communications • Interesting & meaningful work • Good relationships at work

[object Object],• Stress the positives • Say “Thank You!” • Praise workers for going the extra mile • Reward Employees – “You get what you reward” • Train-Train-Train

[object Object],• Ask how you can use more of their talents • Ask what they would change • Ask for their ideas and how you can put the ideas into action

[object Object],• Tell them exactly what you want – Then let them do it! • How can I help you succeed? • Discuss organization and individual goals – Ask about their goals • Share information – Let them know what is happening • Refuse to gossip

[object Object],• 75% of employees think they have a direct impact on organization’s success • Tell them how their job is important • Cross-train

[object Object],• Get to know your employees • Be sure everyone shares information • Apply the same standards to everyone • Continually stress equal, fair treatment for all • Celebrate! – Have fun!

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Rewards • Monetary – raise/bonus (merit/one time merit) • Administrative time off • Office party/brunch/luncheon • Certificates/mementos • Training opportunities

AND . . . Don’t Forget • Mentor employees • Coach employees • Discuss performance throughout the year

Motivation

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