Motivation on Human Resource Management prespective

2. A Presentation on
Motivation
Presented by:
Hafiz M Haris Hashmi
Awais Sheikh
Tooba Roohani
Shehzadi Maryam

3. Motivation
Internal and external factors that stimulate desire
and energy in people to be continually interested
and committed to a job, role or subject

4. Types of Motivation
Two basic types:
 Intrinsic motivation
 Extrinsic motivation

5. Intrinsic motivation
 Motivation is from within the person
 Enjoy the work
 No external pressure

6. Extrinsic motivation
 Motivation comes from outside
 Work for rewards
 Work to avoid threat of bosses

7. Implications of Motivation
 Individual motivation
 Managerial motivation
 Organizational motivation

8. Individual Motivation
 Meeting employee individually if not working
 Find individual need
 Tell about the goals and its importance

9. Managerial Motivation
 Lead by example
 Understand what motivates each employee

10. Organizational Motivation
 To Motivate employees by giving them reward
 To motivate them by giving promotions
 To motivate them by set their careers including
employee training etc..

11. Motivation Functions
 Productivity improvement.
 Employee commitment.
 Management development.
 Recourse integration.

12. Productivity improvement
 Learn the essentails_quickly.
 Learn simple measurement techniques.
 Universally applicable to any type of
organization.
 Beat your targets with new ways.
 Contribute more to improvement.

14. Employee commitment
 Affective Commitment
• positive feelings of identification with, attachment
to, and involvement in the organization.
 Normal commitment
• Feelings of obligation to remain with the
organization resulting from values and beliefs.
 Continuance commitment
• The result of the perceived cost associated with
leaving.

16. Management development
 By which managers learn and improve their
management skills.
 Employee development goals are aligned with
organizational goals.
 The overall concept that helps employees
develop their personal and organizational skills.

18. Resource integration
 Resource integration profiles are based on
common categories of resources and
applications.
 Their purpose is to help resource owners better
understand the level of effort required to
federation-enable specific types of resources.

20. Motivational Techniques
 Job design.
 Rewards.

21. Job design
 Have significant impact on job motivation.
 It also includes designing jobs.
 That create challenging and interesting tasks for
the employees.
 Job design as is effective and efficient way to
getting job.

22. Reward
 Reward management is concerned with the
formulation and implementation.
 The strategies and policies that aim to reward
people fairly, equitably and consistently in
accordance with their value to the organization

23. Employee Motivation by Line
Managers
Five ways a line manager use to motivate its
employee
 Employee Motivation By Building Satisfaction
 Employee Motivation Through Genuine
Appreciation
 Employee Motivation Through Recognition
 Employee Motivation Through Inspiration
 Employee Motivation Through Compensation

24. By Building Satisfaction
 Build a work environment that attracts,
focuses, and keeps talented employees
 If they satisfied then work with passion
 Committed people perform at a level of
excellence

25. Through Genuine Appreciation
 Being specific with every employee
 Gave remarks every time
 When work good
• pat on the back for appreciation
• a hand-written note for appreciation

26. Through Recognition
 Get their name on the wall
 Receive a trophy at an annual banquet
 Put names in the company newsletter
 Awards for attendance records

27. Through Inspiration
 Inspiration comes from leadership
 Working with employees
 Have a clear mission
 Do your work first…
 Keep your mission in front of everyone

28. Through Compensation
 most are motivated by money as it is basic need
 performance bonuses
 Commissions
 profit sharing
 Gave automobiles
 Gave vacations

29. Advantages of motivation
Better interest and responsibilities
Asset to the organization
Organization works smoothly and efficiently
Lower training and recruiting costs

30. Advantages of motivation
 Lower level of staff turnover
 Increased quality
 Improves efficiency
 Better productivity

31. Advantages of motivation
 Cost savings
 Reduces opportunity cost
 Lower level of absenteeism
 Job satisfaction

32. Causes of employee de motivation
 No progression
 Poor leadership
 Lack of appreciation
 Too much work

33. Causes of employee de motivation
 Favoritism
 Mistrust
 Miscommunication
 micromanagement

34. Causes of employee de motivation
 Lazy co-workers
 Lack of career vision
 Job insecurity
 Equity