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Employees Motivation
1. Design Management - Business Proposal
Employees Motivation
Prepared by Timothy Chan
Updated 08 May 2013
Version 3.0
2. Reminder
• You have 5 more weeks
• Assessor’s softcopy on 12th June
• Assessments on 17th June
3. 1. Definition of motivation
2. The 3 components of motivation
3. Motivation theories
4. Motivation in practice
Learning Objectives
4. What motivates you to……
Class Activities 1
…. study design?
• List out 3 reasons why you study design
• Share your reasons with the class
• What did you learn from this exercise?
5. What drives you ……
Class Activities 2
…. at work?
• List out 1 most like and 1 most dislike
• about your company or workplace or work
• What did you learn from this exercise?
6. Different people have different
reasons for doing the same thing
What have we learned?
7. Class Activities 3
What motivates these people
to do what they did?
• Watch these videos carefully
• Share your thoughts with the class
• What did you learn from this exercise?
12. • Motivation is defined as the process
that initiates, guides and maintains
goal-oriented behaviours.
Motivation is what causes us to act,
whether it is getting a glass of water to
reduce thirst or reading a book to gain
knowledge.
• It involves the biological, emotional,
social and cognitive forces that
activate behaviour.
In everyday usage, the term motivation
is frequently used to describe why a
person does something.
What is Motivation
13.
14. There are three major
components to motivation:
1. Activation
2. Persistence
3. Intensity
Activation
PersistenceIntensity
The 3 Components
15. The 3 Components
Activation involves the decision to initiate a behaviour,
such as enrolling in computer class.
Persistence is the continued effort toward a goal even
though obstacles may exist, such as taking more computer
courses in order to get a promotion in company although it
requires a significant investment of time, energy and
resources.
Intensity can be seen in the concentration and vigor that
goes into pursuing a goal. For example, one student might
coast by without much effort, while another student will
study regularly, participate in discussions and take
advantage of research opportunities outside of class.
An example….
19. Implications of Maslow’s Theory
(1) Not all employees are driven by the
same needs and
(2) the needs that motivate individuals can
change over time.
Managers should consider which needs
different employees are trying to satisfy and
should structure rewards and other forms of
recognition accordingly.
Question: What implications does Maslow’s
theory have for business managers?
Brainstorming.…
20. Brainstorming.…
Question: Are the needs of gen X,Y,Z the same?
Gen X
born in 60s to 70s
Gen Y
born in 80s to 90s
Gen Z
born after 2000
24. Implications of Herzberg's Theory
Hygiene factors (Not happy factors) Are salaries
reasonable? What about working conditions? Does each
employee have his or her own workspace, or are they
crammed into tiny workrooms? Are they being properly
supervised or are they left on their own to sink or swim?
Motivation factors (Happy factors) Is the work itself
challenging and stimulating? Do employees receive
recognition for jobs well done? Will the work that the
employee does help him or her to advance in the firm?
Question: What implications does Herzberg’s
theory have for business managers?
Brainstorming.…
27. 1. The employee would have to believe that his or her efforts
would result in (that, in other words, there’s a positive link
between effort and performance).
2. The employee would have to be confident that if he or she sold
more than 5 customers in a given month, there would indeed be
a bonus (a positive link between performance and reward).
3. The commission of $500 per customer would have to be of
value to the employee.
You are the manager or boss and let’s say you pay a basic salary of
$1500 a month, plus a $500 commission for each new customers
but must be above 5 new customers a month.
Question: Under what conditions would your sales staff be
motivated to sell more than 5 customers a month?
Brainstorming.…
28. According to expectancy theory, motivation will suffer if the sale
staff believed that he/she is less confident that their efforts will
lead to satisfactory performance.
Question: What if you increase the selling prices, thus making it
harder to sell. How will the sales staff’s motivation be affected?
Brainstorming.…
Question: What if you increase minimum target from 5 new
customers to 20 new customers? How will the sales staff’s
motivation be affected?
According to expectancy theory, motivation will suffer if the sale
staff believed that the new minimum target is too high, that they
are not confident to achieve the new minimum target.
29. Now employees may be less confident that they’ll get commissions
even if they do sell more than 20 new customers.
Motivation will decrease because the link between performance and
reward has been weakened.
Question: What if you introduces a policy that employees get
commissions only if customers don’t cancel services within ninety
days? How will this policy affect motivation?
Brainstorming.…
30. Obviously, the reward would be of less value to the employee and,
again, motivation will suffer.
Question: What will happen if you cut commissions from $500 to
just $100 but the minimum target of 20 remains the same?
Brainstorming.…
Question: What do you learn from the expectancy theory?
Managers should offer rewards that employees value, set
performance levels that they can reach, and ensure a strong link
between performance and reward.
34. Motivation in Practice
1.) The different needs of different individuals
2.) Happy (feel good) and Not Happy (not feel good) factors
3.) How the individual view the value of the rewards
4.) Are goals perceived to be achievable and realistic
5.) The link between performance and rewards
35. Motivation in Practice
How
can I do it?
(Methods)
What
must I do?
(Objectives)
Why
I want to do?
(Purpose)
The most effective method
