Motivating Staff

Handout PP

Derivation
Role

of psychology and sociology in the understanding of individual as well as group behavior in an organization Human Relation & Behavioral Approach
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Management in Action
Direction Supervision Motivation Leadership Communication Coordination
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Human Being

An organic, and or Motivated person. Therefore, the force of motivation lies within his mind. He is motivated or set into action either by extrinsic (physical) rewards/punishment or by intrinsic incentives.
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What a manager does?

Handles

People Not Production Gets things done Through others With others.
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M E A N I N G

A force setting a person in to motion or action A managerial function to inspire, encourage and impel people to take required action. The creation among the personnel the willingness to work and cooperate for the accomplishment of common objectives.
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IMPLICATIONS

One can understand people what makes them work. One can know how to handle dynamic human resources so they work with utmost interest. It develops and intensifies desire in every member of the org. to work effectively in his position.
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IMPLICATIONS
Effective

motivation calls for a proper appreciation of human behavior. It helps in process of integration of interest in an organization.
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Integration of Interests
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ISSUE

Can an organization be managed in such a way that :

What is good for the employee is also good for the organization ?
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Role of Managers

In order to motivate people managers must realize and must take these factors in to account:

Individual needs & characteristics Emotional & temperamental make-up Pattern of beliefs Social org./group Of which he is a part.
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Motivating Means

Extrinsic Money Financial matters.

Intrinsic Training Promotion Status symbols Participation in decision making (MBO)

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Employees Wants

Pay- satisfying physiological, security

&egoistic needs

Security of Job Social status A meaningful job Credit for work done Opportunity to advance
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Employees Want

Comfortable, safe, and attractive working conditions Competent and fair leadership Reasonable orders and directions A socially relevant organization

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Theories

Need Theory ( A.H. Maslow) Hygiene Theory (Herzberg) Participative Theory (MC Gregor)- X & Y Theory. Others - A-E Theory - Reward & Punishment
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Need Theory

Based on hierarchy of needs Man is a wanting animal Needs are organized in a series of levels (importance) A satisfied need never can be a motivator.

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Need Theory

Physical Needs Survival Achieved by means of extrinsic rewards that are controlled by Mgmt. Food, shelter, clothing, health, etc.

Security & Safety Needs Job security

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Need Theory

Social Needs Affection Love Acceptance by the group.

Esteem Needs Needs for ego satisfaction Status Recognition.

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Need Theory

Growth Needs Needs for self-fulfillment Self development

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Hygiene Theory
Two groups of needs Hygiene/Environ mental factors i.e. basic needs Do not motivate But absence causes dissatisfaction Maintenance factors, not motivators. Extrinsic means

Org. policy Rules,/Administrati on Salary Job security Working conditions Environment Group relation

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Hygiene Theory
Two groups of needs

Motivators Higher level needs Cause of job satisfaction Intrinsic means

Sense of achievement Recognition of work Interesting & challenging work Responsibilities Advancement
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X vs. Y Theory
X

& Y two opposite concepts of mgmt. and leadership style for motivation of human behavior.

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X vs. Y Theory
Theory- X Associated with physiological & safety needs Like Herzbergs dissatisfiers. Workers are lazy, passive without ambition.

Assumptions People do not like to work Inherent dislike of work General tendency is to avoid work. People must be directed & motivated.
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X vs. Y Theory

Assumptions Control by fear of punishment or by force. Avoid responsibilities Directive work Dissatisfaction Pessimistic Autocratic leadership style Negative motivation.
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X vs. Y Theory

Theory Y Associated with esteem needs Workers as energetic Self discipline Aspiring Self responsible Innovative.

Assumptions Effort in work is natural Meaningful work as source of satisfaction Self control Self direction

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X vs. Y Theory

Assumptions Commitment to work Rewards associated with work Average people under proper condition do not avoid responsibilities Creativity in solution Potentiality of people only partially utilized.
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Y- Theory

Creates work situation that features: General supervision Active participation of workers in decision making process Job enrichment Job rotation Work group autonomy MBO.
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THANK YOU

VERY MUCH !!!