Motivation
Motivation is the set of processes
that moves a p
person toward a
goal
Motivated Behaviors are voluntary
choices controlled by the
i di id l employee
individual
l
NAHRO, July 16, 2008
Dr. Kayong Holston
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Two Kinds of Motivation
• Attitude Motivation – addressing
people's
p
p
thinking
g and feelings
g
• Incentive Motivation – providing a reward
person or a team for their activities or
to a p
results
Both types are at their most effective
when both are at work
NAHRO, July 16, 2008
Dr. Kayong Holston
2
The Incentives that are most
Potent when Properly Offered
• Money in proportion to production
• Status as a reward for achievement
• Publicity of the worker's contributions
and skill
((James F. Lincoln))
NAHRO, July 16, 2008
Dr. Kayong Holston
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NAHRO, July 16, 2008
Dr. Kayong Holston
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Eight Basic Personal Needs that
M i
Motivate
• Belonging
• Responsibility
• Achievement
• Challenge
• Advancement
• Recognition
• Power
• Excellence
NAHRO, July 16, 2008
Dr. Kayong Holston
(Jim Cairo)5
Factors of Motivation
• Individual Differences
• Job
J b Ch
Characteristics
t i ti
• Organizational Practices
NAHRO, July 16, 2008
Dr. Kayong Holston
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Need & Want
• A need is anything that is
required desired,
required,
desired or useful
• A want is a conscious recognition of a need
• A need arises when there is a difference in
self-concept
p ((the way
y I see myself)
y
)
perception (the way I see the world around
)
me).
NAHRO, July 16, 2008
Dr. Kayong Holston
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Need-Based
Need
Based Motivation Model
• Achievement
sense of accomplishment
personal credit
work harder – received p
•
Authority and Power
personal status and prestige – leadership role
influence people and change situations
• Affiliation
ff
need for friendship, interaction and to be liked
received satisfaction from acceptance
NAHRO, July 16, 2008
Dr. Kayong Holston
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Do you know what motivates
your employee?
NAHRO, July 16, 2008
Dr. Kayong Holston
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What do employees
d i from
desire
f
their
h i job?
j b?
•
•
•
•
Security
Advancement
T
Type
off work
k
Company-proud to work for
NAHRO, July 16, 2008
Dr. Kayong Holston
10
Motivation Index
10 – highest
•
•
•
•
Good wages
Interesting work
Job security
Promotion and growth
in the company
• Personal loyalty to
employees
e
p oyees
NAHRO, July 16, 2008
1 - lowest
• Good working
conditions
• Tactful disciplining
p
g
• Appreciation of work
well done
• Help on personal
problems
• Feeling of being ‘in on
things
Dr. Kayong Holston
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NAHRO, July 16, 2008
Dr. Kayong Holston
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Common Myths
•
•
•
•
I can moti
motivate
ate people
Money is a good motivator
F
Fear
is
i a damn
d
good
d motivator
ti t
I know what motivates me, so I know what
motivates
ti t my employees
l
• Increased job satisfaction means increased
job performance
• I can’t comprehend employee motivation
NAHRO, July 16, 2008
Dr. Kayong Holston
(McNamara, 2008)
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Maslow’ss Hierarchy of Needs
Maslow
Self Actualization
Esteem Needs
Social Needs
Safety
y Needs
Physiological Needs
NAHRO, July 16, 2008
Dr. Kayong Holston
Allocating more challenging and
Stimulating responsibilities
Feedback via Appraisal
Praising Staff
Work Social Events
Safe Working Condition
Competitive salary
14
The Communication Process
Message
Sender
Encoding
Decoding
Receiver
Media
NOISE
Response
Feedback
NAHRO, July 16, 2008
Dr. Kayong Holston
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Effective Communication
• No person is an island
island. Learn to
understand and motivate others.
• Success is a marathon, not a sprint.
Never give up
• Listen openly and with empathy to the
other person
• Constructive feedback
• Nonverbal communication cues
NAHRO, July 16, 2008
Dr. Kayong Holston
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What would you do to make
your employee motivate?
NAHRO, July 16, 2008
Dr. Kayong Holston
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SMARTER
•
•
•
•
•
Specific
Measurable
Ability
Realistic
Timely
NAHRO, July 16, 2008
• Evaluate
• Reward
Dr. Kayong Holston
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Action (Manager)
(
g )
• Motivating employees starts with
motivating yourself
• Understanding what motivates each of
your employees
• Create an inspiring culture within your
organization.
• Work to align goals of the organization
with goals of employees
• Empower employees and motivate them to
follow through on your strategic focus
NAHRO, July 16, 2008
Dr. Kayong Holston
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Action (Employee)
(
p y )
• Have one-on-one
one on one meeting with each
employee – motivation planning
• Make a list of three or five things that
motivate them
• Reward
R
d it when
h you see it ((soon after)
ft )
• Convey how employee results contribute
to organizational results
• Celebrate achievements
NAHRO, July 16, 2008
Dr. Kayong Holston
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Motivation
One of the most important management tasks
You can take a horse to the water
but you cannot force it to drink;
it will drink only if it
it’s
s thirsty
So with People !
NAHRO, July 16, 2008
Dr. Kayong Holston
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Questions?
NAHRO, July 16, 2008
Dr. Kayong Holston
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Thank
a you
you!
NAHRO, July 16, 2008
Dr. Kayong Holston
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