Prelim Exam Flashcards
Process of setting expectations, aligning goals, assessing results and focusing on staff development through ongoing conversations between managers and their direct report
Performance management system
Ensure organizations are able to achieve its objectives
PMS
quality of subject to frequent, rapid, significant change
Volatility
unpredictability of outcomes of the events
Uncertainty
multiplicity of issues of factors
Complexity
lack of clarity or difficulty of understanding what the situation
Ambiguity
Unexpected. Everything that we have can be lost in a snap
Brittle
Anxiety. Too much information to handle
Anxious
Not sure
Non linear
There are a lot of Questions. There are answers but not satisfied.
Incomprehensible
the level of commitment, energy and innovation that a company’s staff hold during the working day
Employee motivation
origin of the word “motivation”
Latin: movere - to move
inherently linked to behavior, and to achieve desired goals and
results.
Motivation
a crucial driver of success in the workplace.
Motivation
means that an individual is motivated from within
Intrinsic value
means an individual’s motivation is stimulated by external factors- rewards and recognition.
Extrinsic value
IMPORTANCE OF EMPLOYEE MOTIVATION
• There is a positive atmosphere within the organization
• Co-workers are happy and feel safe at work
• Make sure clients are happy
• They achieve better results than their counterpart
FINANCIAL MOTIVATORS
• Regular and good wages and salary
• Bonus
• Periodical increments
• Profit sharing
• Leave with pay
• Medical reimbursements
NON-FINANCIAL MOTIVATORS
• Job Security
• Performance Appraisal, praise and prestige
• Delegation of authority
• Congenial work environment
• Status and pride
• Participation
• Job enrichment
• Job rotation
• Facilities for paid leaves
• Quality of work life
WAYS TO MOTIVATE EMPLOYEE
• Employee motivation surveys
• Employee satisfaction surveys
• Recognition
• Focus on intrinsic rewards
• Autonomy, not bureaucracy
• Create an amazing work environment
• Be a visionary
• Act on soliciting ideas and suggestions
• Career-pathing
• Provide flexibility
Says there are two factors to which an organization can adjust to influence
the levels of motivation
Herzberg’s employee motivation theory
The two factors identified by Herzberg are
Motivators
Hygiene factors
USE OF HERZBERG’S THEORY
• Primarily rectify and change bureaucratic company policies.
• Ensure your managers are also mentors and not just bosses
• Make sure the compensation, perks, and bonuses are as per the market
standards
• Employees will be satisfied and find their jobs meaningful if their jobs are
constructed well
• Delegate your employees’ responsibilities, and make them feel valued
Bonus:
It’s important to note that motivation is not a one-size-fits-all concept.
Different employees are motivated by different factors, and it’s essential for managers and leaders to understand their employees’ individual needs and preferences.
Regular feedback, communication, and recognition can help tailor motivational strategies to each employee’s unique circumstances.
an intrinsic and internal drive to put forth the necessary effort and action towards work-related activities.
Employee motivation
willingness to expend energy to achieve a goal or a reward
Motivation
defined as ‘the sum of the processes that influence the arousal, direction, and maintenance of behaviors relevant to work settings’.
Motivation at work
2 MOTIVATIONAL TECHNIQUES
Taylorism
Hawthorne effect
workers are motivated by money.
• giving employee’s individual tasks, supplying them with the best tools and
paying them based on their productivity was the best way to motivate them.
Taylorism by Fredrick Winslow Taylor
the idea that people change their behavior as a reaction to being observed.
• employee’s productivity increased when they knew they were being watched.
• employees were more motivated when they were allowed to give input on their
working conditions and that input was valued.
Hawthorne effect by Elton Mayo
Characteristics of Motivation
• Personal & Psychological concept.
• Is a continuous process.
• It is always goal-oriented.
• Is a complex subject.
• Can be positive or negative.
3 Classical Theories of Motivation
Maslow’s theory
Herzberg’s theory
Theory x and theory y
hierarchy of needs
• work their way up through these needs.
Maslow’s theory by Abraham Maslow
two-factor theory or the motivator-hygiene theory
• job factors that result in satisfaction; job factors that prevent dissatisfaction
Herberg’s theory by Frederick Herzberg
suggests two aspects of human behavior at work
Theory x and theory y by Douglas McGregor
a charted set of human requirements that are important for an individual to
achieve complete development and self-actualization
Maslow’s hierarchy of needs
desire to become the most that one can be
Self-actualization
respect, self-esteem, status, recognition, stregth, freedom
Esteem
friendship, intimacy, family, sense of connection
Love and belonging
personal security, employment, resources, health, property
Safety needs
air, water, food, shleter, sleep, clothing, reproduction
Physiological needs
states that certain factors in the workplace cause job satisfaction while a separate set of factors cause dissatisfaction, all of which act independently of
each other.
Herzberg’s theory of motivation
a motivational theory, which involves high supervision and control over
the subordinates, and greater degree of centralization.
Theory X
an advanced theory, wherein it is assumed that the workers are self-directed and self-motivated, for growth and development and takes active part in decision making.
Theory Y
Modern theories of motivation
Acquired Needs Theory
Goal Setting Theory
Theory of Self Efficacy
Reinforcement Theory
Cognitive Evaluation Theory
Equity Theory
Expectancy Theory
states that specific and challenging goals, along with appropriate feedback,
contribute to higher and better task performance.
• Clarity, Challenge, Commitment, Feedback, Task Complexity, Self-efficiency, Goal Commitment
Goal setting theory
The theory follows the principle that people are likely to engage in activities to the extent that they perceive themselves to be competent at those activities
Self efficacy theory by Albert Bandura
It states that individual’s behavior is a function of its consequences.
This theory focuses totally on what happens to an individual when he takes some action
Reinforcement theory by B.F. Skinner
a theory in Psychology that is designed to explain the effects of external
consequences on internal motivation
Cognitive evaluation theory
describes the relationship between the employee’s perception of how fairly is he being treated and how hard he is motivated to work
Equity theory by John Stacey Adams
basically, states that a person behaves the way they do because they are motivated to select that behavior ahead of others because of what they expect the result of that behavior to be.
Expectancy theory by Victor Vroom
Steps of motivation process
- Identify unsatisfied needs and motives
- Tension
- Action to Satisfy Need and Motives
- Goal Accomplishment
- Feedback
Importance of Motivation
• Improves the Performance of Employees and the Organization
• Develops Positive Attitude
• Reduces Employee Turnover
• Reduces Absenteeism
• Helps to Introduce Changes Smoothly
Benefits of Highly Motivated Employees
• Enhanced employee efficiency
• Better utilization of resources
• Continuous devt of employees
• Reduction in employee turnover
• Creation of positive work culture
• Willingness to embrace change
• Improved employee attitude and behavior
• Increased employee engagement
show that motivation plays a vital role in any organization or company. The level of motivation can directly affect not only the quality of life, but it can also enhance or weaken the result.
Motivation facts
McClelland’s acquired needs theory
Need for achievement
Need for affiliation
Need for power
