1. Motivating Employees
-MMS A

2. Group Members
• Namita Amale-01
• Sachin Chaudhary-03
• Abhijit Deshmukh-06
• Amey Kadam-13
• Arya Kulangarathodi-15
• Rupam Thakkar-33
• Pranoti Vartak-36
• Priya Kumar-28

3. Contents
• Motivational Strategies
• Incentive Schemes
• Job Enrichment
• Employee Empowerment
• Job Satisfaction
• Morale

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

5. Motivational Strategies
• Among the most popular motivational strategies today are as
follows:
Motivational
Strategies
Employee
Empowerment
Job Enrichment
Incentive
Schemes

6. Other Motivational Strategies
• Positive reinforcement
• Effective discipline
• Treating people fairly
• Satisfying employees needs
• Setting work related goals
• Base rewards on job performance

7. 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)

8. Types of Incentives
1. Financial Incentives:
i. Individual Incentives
ii. Group Incentives
iii. Enterprise Incentives
2. Non- Financial Incentives:
1. Job Security
2. Recognition
3. Better Designation
4. Job Rotation

9. Advantages & Disadvantages
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

10. 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 individual’s skills at
work.

12. 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.

13. 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.

14. 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)

15. Process Of Employee
Empowerment
Determining the Goals
Orienting the employees
Transferring Authority
Assigning Responsibility
Ensuring Accountability
Maintaining
Communication
Following-Up & Feedback

16. Strategies of Employee
Empowerment
• Delegating Authority
• Expanding Skills
• Employee Input
• Cross-Training
• Open-Door Policy
• Team-Building
• Communication

17. Job Satisfaction
• “Job Satisfaction is an employee’s judgment 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.

18. Determinants of Job Satisfaction
Individual factors
•Level of Education
•Age
•Other factors
Nature Of Job
•Occupational level
•Job Content
Situational
Variables
•Working Conditions
•Opportunity For
Promotion
•Work group

19. Impact Of Job Satisfaction

20. 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 team-work.
• “Organizational morale is basically a mental condition of groups
and individuals which determines their attitude”(Davis)

21. 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 employee’s interest in their job and
organization.
vi. Reduction in grievance
vii. Team building
viii. Employee empowerment

22. 2. 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. High absenteeism
ii. Decreased quality
iii. Decreased productivity
iv. Excessive complaints
v. Frustration among workers
vi. Lack of discipline

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

24. 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