Effective Employee

Motivation
Presented by:

Brian Kebel, Darren Durant, Krunal Parikh, Mami Akiyama,

and Samantha Sylvester

Management: Theory & Application

PMBA 8070, Fall 2014
Professor Michael Saraceno

Agenda
Conclusion

Employee
Satisfaction
Motivation
Drivers
Motivation
Defined

Theories of
Employee
Motivation

Motivation Defined
Motivation is the desire to do something, to get profit for the
company, become a better worker, or be a better team player
Motivation can come from the person, or from other people
Within organization, there is a lack of a single commonly
accepted meaning, however there are some areas of consensus
Motivated behavior is goal-directed behavior
Motivation is limited and directed by situations and environments in which
people find themselves

Motivation Drivers

Motivation Drivers
1) Characteristics /Personality traits by
Maslow
2) Dominant Motivators by McClelland's
Human Motivation Theory

Who Am I?

Five levels of the Hierarchy of Needs

(Physiological, Security, Social,
Esteem, Self-actualization)
https://www.youtube.com/watch?v=1SY8qJntO4Q

Dominant Motivators by
McClelland's Human Motivation Theory

Using The Theory

Step 1: Identify Drivers
Examine your team to determine which of the three
motivators is dominant for each person. You can probably
identify drivers based on personality and past actions.
Step 2: Structure Your Approach
Based on the driving motivators of your workers, structure
your leadership style and project assignments around each
individual team member.

Employee Satisfaction

Theories of Employee Motivation

Content Motivation Theories

Focus on identifying and understanding
employees needs

Current Motivation Theories,

contd.
Hierarchy of needs theory motivated by 5 levels
physiological, safety, social esteem, self-actualization
ERG theory motivated by 3 needs existence,

relatedness, growth
Two-factory theory motivated by motivators rather than
maintenance factors
Acquired needs theory motivated by need for
achievement, power, affiliation

Process Motivation Theories

Focus on understanding how employees
choose behaviors to fulfill their needs

Process Motivation Theories,

contd.
Equity theory motivated when perceived inputs
equal outputs
Goal-setting theory achievable but difficult goals
motivate employees
Expectancy theory motivated when they believe

they can accomplish a task and the rewards are worth

effort

Reinforcement Theory
Proposes that the consequences of their behavior
will motivate employees to behave in

predetermined ways

Reinforcement Theory, Contd.

Positive offering attractive consequences to encourage
continuation of behavior
Avoidance threatening negative consequences to

encourage desirable behavior

Punishment providing undesirable consequence for
undesirable behavior

Extinction withholding of reinforcement for a particular

behavior

Summary: The Employee

Motivation Checklist

http://www.fastcompany.com/3002877/employee
-motivation-checklist

The Employee Motivation

Checklist, Contd.
1) Make employees feel they are doing something
meaningful

BNET survey: 29% of respondents said doing something meaningful

was the most motivating thing about work. Money = 25%,
Recognition = 17%

2) Effectively communicate and share information

Always let employees know how the organization is progressing

toward achieving goals. Setting KPIs and posting results monthly
will allow you to achieve this.

3) Give employees clear job descriptions and

accountability

Its not enough to just state each roles responsibilities; rather,

you must specify the expected results and tasks

The Employee Motivation

Checklist, Contd.
4) Give and receive ongoing performance feedback

When things do go wrong, dont blame. You want to replace who

questions with how questions.

5) Haveand showfaith and trust in your team

Give your employees some autonomy to make decisions.

6) Listen to, focus on, and respect your employees needs

7) Provide recognition to worthy employees

Recognition is an amazing motivator. The Carrot Principle study of

200k+ employees, showed that managers realized significantly
better business results when they offered recognition in the form
of constructive praise rather than monetary rewards

8) Foster innovation

The Employee Motivation

Checklist, Contd.
9) Manage, but dont micromanage

Important to distinguish the difference in checking

in and checking up. Allow for sense of autonomy
and innovation.

10)Modify your management approach for

different types of employees

Great leaders let the employees theyre managing

dictate the management approaches they use.

Effective motivationYes or No?

http://www.youtube.com/watch?v=uxIE0
OWsh7E

Open Discussion
& Closing
You have been invited to
interview for your dream job
During the interview, you are
asked what factors would be
most important motivating you
in this position.
What are those factors?
Is there a difference between
what motivates you in your
current job and your dream job?
CLOSING REMARK: When we are highly motivated we can influence
others in a constructive way