motivation in automobile

1. 1
Motivating Your Employees
What is Motivation?
The willingness to do
something conditioned by the
action’s ability to satisfy
some need for the individual.

2. 2
A Need
Is a physiological or
psychological deficiency that
makes certain outcomes
seem attractive.

3. 3
Understanding Individual
Differences
To varying degrees and in
particular ways:
We are all different

4. 4
Understanding Individual
Differences
And while it is also true that
we are all motivated by a
wide array of needs at
differing levels of intensity,

5. 5
Understanding Individual
Differences
It is also possible to identify and
generalize about certain
personality characteristics that
help us better understand the
behavior and motivation of
employees at work.

6. 6
Personality Types &
Work-Related Behaviors
Locus of Control
Who has control over an individual’s
behavior? Is it;
 Internal (self-control) or,
 External (outside forces)

7. 7
Personality Types &
Work-Related Behaviors
Machiavellianism
The degree to which an individual is
manipulative and believes ends
justify means.

8. 8
Personality Types &
Work-Related Behaviors
Self-Esteem
The Degree to which individuals like
or dislike themselves.

9. 9
Personality Types &
Work-Related Behaviors
Self-Monitoring
A personality trait that measures an
individual’s ability to adjust his or
her behavior to external, situational
factors.

10. 10
Personality Types &
Work-Related Behaviors
Self-Monitoring
High self-monitors are capable of
presenting striking contradictions
between public personas and
private selves. Low self-monitors
tend to display their true feelings
and beliefs in every situation.

11. 11
Personality Types &
Work-Related Behaviors
Risk Propensity
The degree to which people are
willing to take chances. Such
individuals make more rapid
decisions and use less information
in the process.

12. 12
Early Theories of Motivation
Hierarchy of Needs Theory
A theory of Abraham Maslow that
states that a satisfied need no
longer creates tension and therefore
doesn’t motivate.

13. 13
Early Theories of Motivation
Hierarchy of Needs Theory
Maslow believed that the key to
motivation is to determine where an
individual is along the needs
hierarchy and focus motivation
efforts at the point where needs
become essentially unfulfilled.

14. 14
Early Theories of Motivation
Hierarchy of Needs Theory
 Physiological
 Safety
 Social
 Esteem
 Self-actualization

15. 15
Early Theories of Motivation
McGregor’s Theory X & Y
Two diametrically opposed views on
human nature. Theory X assumes
people are essentially lazy,
irresponsible, and lacking ambition;

16. 16
Early Theories of Motivation
McGregor’s Theory X & Y
Theory Y assumes people are hard
working, committed, and
responsible.

17. 17
Early Theories of Motivation
McGregor’s Theory X & Y
McGregor stated that supervisors
will tend to mold their behavior
toward subordinates according to
these assumptions.

18. 18
Early Theories of Motivation
Herzberg’s Motivation-Hygiene
Theory
The opposite of satisfaction is not
“dissatisfaction” but “no satisfaction”
and the opposite of dissatisfaction is not
“satisfaction” but “no dissatisfaction.”

19. 19
Early Theories of Motivation
Herzberg’s Motivation-Hygiene
Theory
The factors leading to job satisfaction
are separate and distinct from those
that lead to job dissatisfaction.
Motivators - Hygiene Factors

20. 20
Early Theories of Motivation
Hygiene Factors
Those that lead to job dissatisfaction,
such as company policy and
administration, supervision,
interpersonal relations, working
conditions, and salary. The elimination
of such factors, however, may not
necessarily bring about worker
satisfaction or motivation.

21. 21
Early Theories of Motivation
If we want to motivate people on
their jobs, Herzberg suggests
emphasizing achievement,
recognition, the work itself,
responsibility, and growth.

22. 22
Contemporary Theories of
Motivation
Need for Achievement (nAch)
A compelling drive to succeed; an
intrinsic motivation to do
something better or more
efficiently than it has been done
before.

23. 23
Contemporary Theories of
Motivation
Reinforcement Theory
People will exert higher levels of
effort in tasks that are reinforced.
Reinforces are any consequences
that, when immediately following a
response, increase the probability
that the behavior will be repeated.

24. 24
Contemporary Theories of
Motivation
Expectancy Theory
A theory that argues that individuals
analyze effort-performance,
performance-reward, and rewards-
personal goals relationships, and their
level of effort depends on the strength
of their expectations that these
relationships can be achieved.

25. 25
Applying Motivational Concepts
 Recognize individual differences
 Match people to jobs
 Set challenging goals
 Encourage participation
 Individualize rewards
 Link rewards to performance
 Check for equity
 Don’t ignore money

26. 26
Challenges For Today’s
Supervisor
 A diverse workforce
 Low-paid service workers
 Professionals

27. 27
Pay-for-Performance
(Does Money Motivate?)
Compensation plans that pay
employees on the basis of some
performance measure.
ESOP
(Employee Stock Ownership Plan)
A compensation program that
allows the employees to become
part owners of an organization by
receiving stock as a performance
incentive.

28. 28
Job Design and Motivation
Job Design: combining tasks to
form complete jobs.
 Skill Variety
 Task Identity
 Task Significance
 Autonomy
 Feedback

29. 29
Job Design and Motivation
Job Enrichment: The degree to
which a worker controls the
planning, execution, and
evaluation of his or her work.