what are the types of motivation and how does motivation helps an employer to make his or her employee more happy and productive.

1. MOTIVATION

2. Motivation is derived from the Latin word “movere” which means
‘to move’ , ‘to energize’ or ‘to activate’.
Motivation refers to all the internal conditions that stir up activity
and sustain activity of an individual
GUILFORD
It is an inner drive that causes you to do something .It controls and
sustains certain goals directed behaviors.
Example : HUNGER IS A MOTIVATION THAT ELICITS A DESIRE TO
EAT.
A person who is motivated enjoys the work that he/she does.
EXAMPLE : A STUDENT WHO IS EXCITING ABOUT LEARNING.

3. MOTIVATION
POSITIVE NEGATIVE
also known as INCENTIVE
MOTIVATION.
INCENTIVES
PROMOTIONS
RECOGNITION OF WORK
EMPLOYEE OF THE MONTH
AWARD
BENEFIT PACKAGES
ORGANIZED ACTIVITIES
also known as FEAR
MOTIVATION.
DEMOTIONS
LAY-OFFS
DISMISSALS
TRANSFERS
PENALITIES
GROUP REJECTIONS

4. HIGH PERFORMANCE
motivated employee will put max.
efforts.
 high productivity.
Cost of production can be brought
down if productivity is raised.
LOW EMPLOYEE TURNOVER
 Dissatisfaction leads to increase
absenteeism.
 negative image of the company in the
market.
BETTER ORGANIZATIONAL
IMAGE
 Companies having better image
are successful in attracting better
and qualified persons

5. BETTER INDUSTRIAL
RELATIONS
No reasons for conflict.
 cordial relations among both sides.
 motivation in employees will lead
to better industrial relations.
ACCEPTABILITY TO
CHANGE
 If the employees are satisfied
with their work and are offered
better avenues then they will not
things that are suggested by the
management

6. Because of rapid globalization over recent years, competition around the world becomes more
intense, especially for the service industry with similar products. The most critical point for
business to achieve success is not only the quality of products they supply, but the atmosphere
of cooperating and the amount yielded from teamwork in retail sales. Therefore, it turns out to
be essential for companies to motivate, reward and train their employees to be the best quality
personnel.
Theturnover rate of employees at Starbucks was 65% and the rate of managers was 25% a
year However,the rates of other national chain retailers are 150% to 400% and 50%
respectively. Compared with them, the turnover rate of Starbucks is much lower than other
industries on average. As a result, Starbucks is one of the optimal business models for
strategies of employee motivation, customer satisfaction and cooperation of teamwork
Starbucks Corporation, the most famous chain of retail coffee shops in the world, mainly
benefit from roasting and selling special coffee beans, and other various kinds of coffee or tea
drinks. It owns about 4000 branches in the whole world. Moreover, it has been one of the most
rapid growing corporations in America as well. The reasons why Starbucks is popular worldwide
are not only the quality of coffee, but also its customer service and cozy environment.
Starbucks establishes comfortable surroundings for people to socialize with a fair price, which
attracts all ages of consumers to come into the stores. Besides, it is also noted for its employee
satisfaction.

7. The CEO of Starbucks corporation, Howard Schultz, considers that the reason for
success in Starbucks is not coffee but employees. He firmly believes that the spirit of
Starbucks is employees and feels honoured about the value of Starbucks employees.
Starbucks offers an interactive structure that makes personnel throw themselves into
their job.
1) Equal treatment: The managers in Starbucks treat each employee equally and
all of the staff are called ‘partners’, even the supervisors of each branch. In
order to narrow the gap between managers and employees.
Due to this, they can create a much closer and more familiar atmosphere than
other places. Not only do employees enjoy their job but customers are
also affected by their enthusiasm.
2) Listen to employees: Starbucks has a well organized communication
channel for employees. It places great importance on labour.
For example, managers plan the working hours per workers and arrange the
schedule of time off, according to the workers wants in order to meet
their requirements. There are interviews weekly to see what
employees needs are. The partners have the right to figure out what is the
best policy for them, and the directors show a respect for each suggestion.
Starbucks even wants every employee to join in making and developing plans,
then work together in achieving their goals

8. 3) Good welfare measures: All employees, including informal
personnel, are offered a great deal of welfare policies,
for instance
 commodities discounts for employees, medical insurance
(including health, vision and dental) and vacations.
 Starbucks also thinks that debt financing is not the best choice,
thus it chooses to allocate stock dividends to all employees with a
free script issue. By this policy, the employees can get benefits
from the dividends of the company. Because of this, they have the
same goal
In other words, they are motivated to increase the sales to earn
more profits. To Starbucks, the employees are the most important
asset.

9. Unhappiness among workers in America is costing a shocking $300 billion per year in lost
productivity, the Gallup-Healthways estimates. Their recent Well-Being Index shows that
Americans are increasingly unhappy with their jobs and work environments
. When people aren’t happy about their jobs or their employers, they don’t show up
consistently, they produce less, and their work quality suffers.
 A recent Harvard Business Review article stated that the level of happiness has a profound
impact on workers’ creativity, productivity, commitment and collegiality.
CurrentAmerican Psychological Association research findings show that people want
contentment, love and happiness derived from meaningful work. They want nourishing
personal relationships, a healthy mind and body, a spiritual core, and a reason for living
the question is–how?

10. As A Manager How He/She Can Facilitate Employees’ Happiness And
Consequently Increase Their Company’s Success?
1. Money and other Means of Value Exchange
 most effective motivator for increased performance and creativity is
when one feels that their work have meaning and value.
Show people how their jobs impact the overall success of the
company’s mission
2. Relationships
 Structure a participatory workplace environment and allow for some
flexibility in work hours so that your associates have the ability to
adjust their schedules when it is needed.
When people feel that they are respected and trusted to perform at a
high level, it encourages them to strive to do even better

11. 3. Body
The American Psychology Association tells us that stress is the
biggest cause of illness today, and oftentimes workplace stress is the
primary culprit.
 Encourage everyone to take their allotted vacation days; time away
rejuvenates the mind and body, and they will return refreshed and
energized.
4. Community
When your company is actively involved in the surrounding
community you have a source of local support.
For example, if your company sells products or services to small
businesses, volunteer providing consulting arm to non-profit or small
businesses. This will contribute to the wellbeing of your community and
also give you valuable input about your customers’ needs and concerns
while strengthening your business network.

12. 5. Spirit
When people feel respected for who they are and what they believe,
they are happier and more productive individuals.
Increased productivity through happier employees can be realized
with a modicum of energy exerted, by you and your organization’s
leadership, in the above five areas.

13. MBO
Employee
recognition
programmes
Employee
involvement
programmes
Variable pay
programmes Skill based
pay plans
Flexible
benefit
Motivating
diversified
workforce
Motivating the
Low-Skilled
Service Worker