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Motivating Employees

Group Members

Contents

Motivational Strategies
Incentive Schemes
Job Enrichment
Employee Empowerment
Job Satisfaction
Morale

Motivation
Motivation is derived from the word
motive.
It is the driving force within
individuals that propels them into
action.
Types of Motivation
o Positive Vs Negative Motivation
o Rational Vs Emotional Motivation
o Intrinsic Vs Extrinsic Motivation
o Financial Vs Non-Financial Motivation

Motivational Strategies
Among the most popular
motivational strategies today are as
follows:
Motivational
Strategies
Incentive
Schemes

Job
Enrichment

Employee
Empowerme
nt

Other Motivational Strategies


Positive reinforcement
Effective discipline
Treating people fairly
Satisfying employees needs
Setting work related goals
Base rewards on job performance

Incentive Schemes
An incentive scheme is a plan or
programmes to motivate individual
for good performance. An incentive is
most frequently built on monetary
rewards, but may also include a
variety of non-monetary rewards or
prizes(Burrack and Smith)

Types of Incentives
1. Financial Incentives:
i. Individual Incentives
ii. Group Incentives
iii. Enterprise Incentives

2. Non- Financial Incentives:


1.
2.
3.
4.

Job Security
Recognition
Better Designation
Job Rotation

Advantages
Motivation to workers
Increase in productivity
Attractive Proposition for
Management
Increase in Earnings of Employees

Disadvantages

Increased Expenses
Lead to Higher Labour Cost
Feeling of Jealousy among workers
Danger of Accidents

Job Enrichment
Job enrichment was first coined by
Herzberg.
It is a motivational technique which
emphasizes the need for challenging
and interesting work
Job enrichment involves providing an
employee with more responsibility for a job
and challenges the individuals skills at work.

Advantages of Job
Enrichment
The importance or merits or advantages of job enrichment are: Job enrichment is useful to both the workers and the organization.
The worker gets achievement, recognition and self-actualization.
The worker gets a sense of belonging to the organization.
The worker finds the job meaningful.
Job enrichment reduces absenteeism, labour-turnover and grievances.
It motivates the workers to give best performance.

Limitations Of Job
Enrichment
The shortcomings or demerits or limitations of job enrichment are: In many cases, job enrichment does not give the expected results.
It makes many changes in the job. So many workers oppose it.
It has limited use for highly skilled managers and professionals.
The consent of workers is not taken before implementing job enrichment.
Managers force the workers to accept job enrichment, which is not
good.

Employee Empowerment
Empowerment is the process of
sharing power with
employees(Bateman & Snell)
Empowerment is any process that
provides greater autonomy through
the sharing of relevant information
and the provision of control over
factors affecting job
performance(Newstrom & Davis)

Process Of Employee Empowerment


Determining the Goals
Orienting the
employees
Transferring Authority
Assigning
Responsibility
Ensuring
Accountability
Maintaining
Communication
Following-Up &
Feedback

Strategies of Employee
Empowerment

Delegating Authority
Expanding Skills
Employee Input
Cross-Training
Open-Door Policy
Team-Building
Communication

Job Satisfaction
Job Satisfaction is an employees
judgement of how well his job has
satisfied his various needs(Smith)
Motivation of employees is
influenced by job satisfaction.
Generally, motivated employees are
more satisfied and involved in their
work.

Job
satisfaction
is an attitude
rather than a
behavior.

Job Satisfaction is an emotional


response to a job situation. It
determined by how well outcomes
meet or exceed expectations. Job
Satisfaction represents several related
attitudes.

In addition to
attitudes about a job
as a whole, people
can have attitudes
about various
aspects of their jobs,
such as the kind of
work, pay,
relationship with
their supervisor, the
quality of the
physical environment
in which they work,
degree of fulfillment
in their work, etc.

Determinants of Job Satisfaction

Individual
factors
Level of Education
Age
Other factors

Situational
Variables

Nature Of Job

Working Conditions
Occupational level
Opportunity For
Job Content
Promotion
Work group

Impact Of Job Satisfaction


Employe
e
Satisfacti
on

Quality,
Service &
Value

Productiv
ity &
Growth

Customer
Satisfacti
on

Morale
Morale is the degree of enthusiasm
and willingness with which individual
workers of a group set out to perform
the assigned work with zeal and
sincerity, resulting in good teamwork.

Types of Morale
1. High Morale: Basic sense of satisfaction with oneself
Advantages:
i. Willing cooperation towards objectives of the
organization
ii. Loyalty to the organization and its leadership
iii. Good Leadership
iv. Sound superior subordinate relations
v. High degree of employees interest in their job and
organization.
vi. Reduction in grievance
vii. Team building
viii.Employee empowerment

Low Morale: Indicates presence of mental


unrest.
Low Morale exists when doubt and
suspicion are common and when
individuals are depressed and
discouraged.
Adverse consequences are:
i.
ii.
iii.
iv.
v.
vi.

High absenteeism
Decreased quality
Decreased productivity
Excessive complaints
Frustration among workers
Lack of discipline

Importance of Morale
Boosts Motivation
Maintains a Good Organizational
Atmosphere
Enhances Productivity
Provides Total Satisfaction
Retains Employees

How to Strengthen Morale??


Give Employees more Control
Open the lines of Communication
Express Gratitude and Reward
Employees
Design a welcoming Workspace
Clarify Expectations
Provide a Suggestion Box
Respect Employees