WORK

MOTIVATION FOR
EMPLOYEES
Presented by: Anzala,
Ishrat, Amna, Anoosha and
Kanza
 TABLE OF CONTENTS
Introduction, Process Theories and Job
01 Neuroscience, Factors 02 Design Theories
and Content Theories

Managing, Sustaining and Job Satisfaction and

03 Role of Leadership 04 Strategies to enhance

Generational differences,
05 Latest trends and Case
study
WHAT IS WORKPLACE
MOTIVATION?
“Workplace motivation refers to the
psychological factors that drive behavior, effort,
and persistence in overcoming challenges. It
varies among individuals and across situations
(Jones & George, 2004).”
Neuroscience of work motivation:
The neuroscience of work motivation focuses on how brain processes influence effort and
persistence:

1. Dopamine: drives reward-seeking behavior and effort.

2. Prefrontal Cortex: aids in planning and goal focus.
3. Amygdala: links emotions to motivation (positive or negative).
4. Stress: affects motivation; moderate stress boosts it, while chronic stress hinders it.
5. Rewards: Intrinsic rewards activate self-fulfillment areas; extrinsic rewards stimulate
external gratification. ide when you’re done editing the presentation.

Modern Mind Masters. (n.d.). The neuroscience of motivation. Modern Mind Masters.
Factors influencing work motivation include:
● Intrinsic Factors: Personal satisfaction, growth opportunities, and interest in the work.
● Extrinsic Factors: Rewards, recognition, job security, and workplace conditions.
● Social Factors: Supportive colleagues, teamwork, and leadership style.
● Personal Characteristics: Individual goals, values, and resilience.
● Organizational Factors: Company culture, policies, and management practices.

These factors interact to determine the level of effort and persistence an individual brings to
their work.

Karaferis, D., Aletras, V., Raikou, M., & Niakas, D. (2022). Factors influencing motivation and work engagement of healthcare
professionals. Materia socio-medica, 34(3), 216.
MASLOW'S Self actualization needs
Growth, advancement, creativity
HIERARCHY Self esteem needs
Positive self-image, prestige, status

Social needs
Love, family, friendships

Safety needs
Security, safety, comfort

Physiological needs
Food, water, sleep
Content Theories
Content theories of motivation focus on understanding what drives individuals to act by identifying their
needs and desires. These theories suggest that motivation arises from fulfilling these needs. Key content
theories include:

1. Maslow’s Hierarchy of Needs: People are motivated to meet needs in a hierarchy, starting with
physiological needs (e.g., food) and progressing to safety, social, esteem, and self-actualization.

2. Herzberg’s Two-Factor Theory: Divides workplace factors into motivators (e.g., recognition, achievement)
that drive satisfaction and hygiene factors (e.g., salary, work conditions) that prevent dissatisfaction.

3. Alderfer’s ERG Theory: Condenses Maslow’s hierarchy into three core needs—Existence, Relatedness, and
Growth—emphasizing that multiple needs can motivate simultaneously.

4. McClelland’s Theory of Needs: Focuses on three key needs—Achievement (desire for success), Affiliation
(desire for relationships), and Power (desire to influence others).

Steptoe-Warren, G. (2013). Occupational Psychology: An Applied Approach. (1 ed.) Pearson Education.

 PROCESS THEORIES
Adams’ Equity Theory (1965)
Core Idea: Individuals evaluate
fairness at work based on the balance
between their inputs and outputs.
Elements:
Inputs:Time, effort, skills, education,
experience.
Outputs:Salary, recognition, benefits, Goal Setting Theory (Locke, 1976)
promotions. People's behavior is driven by the
goals they set for themselves
Key Concepts:
Challenging & Achievable Goals
+Feedback

Steptoe-Warren, G. (2013). Occupational Psychology: An Applied Approach. (1 ed.) Pearson Education.

 CONTENT THEORIES
Vroom’s Expectancy Theory (1964)
People are motivated by the rewards
they expect to receive from their
actions.
Motivation Formula:
Motivation = Expectancy × (Valence
× Instrumentality) Skinner’s Reinforcement Theory
(1953)
The Law of Effect: Behavior is influenced by
the consequences that follow it.
4 Key Methods of Reinforcement:
1. Positive Reinforcement 2. negative
Reinforcement 3 Punishment 4 Extinction
Steptoe-Warren, G. (2013). Occupational Psychology: An Applied Approach. (1 ed.) Pearson Education.
JOB DESIGN THEORY
How structuring jobs can improve
employee motivation.
4 Key Questions in Job Design:
1. What motivates people to work?
2. What job characteristics are important?
3. How can job design alternatives be
identified?
4. What job design changes can be made?

Steptoe-Warren, G. (2013). Occupational Psychology: An Applied Approach. (1 ed.) Pearson Education.

 Importance of Motivation
1. Drives employee engagement and productivity.
2. Aligns individual goals with organizational
objectives.
3. Enhances innovation, creativity, and
problem-solving.
4. Reduces employee turnover and absenteeism.

Organizational Impact of Motivation

1. Increased Productivity: Motivated employees
work efficiently.
2. Employee Satisfaction: Fosters a positive work
environment.
3. Innovation: Encourages creative problem-solving
and adaptability.
4. Goal Achievement: Ensures alignment with
strategic objectives
 Challenges in Sustaining Motivation
1. Repetitive Work: Leads to boredom;
solution: job rotation and enrichment.
2. Lack of Recognition: Undervalued employees;
solution: recognition programs.
3. Poor Leadership: Demoralizes teams; solution:
effective communication and leadership training.
4. Work-Life Imbalance: Causes burnout; solution:
flexible work arrangements.
5. Limited Growth Opportunities: Stagnates
motivation; solution: training and development
programs.
6. Economic Pressures: Reduces morale; solution:
transparent communication and support.
7. Micromanagement: Diminishes autonomy;
solution: empower employees with
decision-making responsibilities.
Role of Leadership in Sustaining Motivation
● Setting a Clear Vision: Aligns efforts with
organizational goals.
● Recognition and Rewards: Boosts morale
through tangible and intangible rewards.
● Fostering Engagement: Involves employees
in decision-making and innovation.
● Promoting Personal Growth: Encourages
training, mentorship, and skill enhancement.
● Empathetic Leadership: Builds trust and
demonstrates genuine care for employee
well-being.
● Adapting Leadership Styles: Tailors
motivational approaches to team and
individual needs.
● Creating a Positive Culture: Encourages
collaboration, inclusivity, and transparency.
Managing Motivation in Organisations
Linder conducted a survey to assess motivational factors and their level of
importance. It includes ten factors rating from most to least motivating.

● Having interesting work

● Having a good level of pay
● Being appreciated for work done well
● Having job security
● Having good working conditions
● Having loyalty between employees and employers
● Having fair discipline
● Being sympathetic with employers personal problems
● Opportunities for growth and promotion within organization
● Feeling of Inclusivity
Strategies to Enhance Work
Motivation
Enhancing Engagement and Productivity
Survey and Act on Employee Feedback
● Use surveys (e.g., Gallup Q12) to understand and address concerns.
● Follow up on feedback for better engagement.
Set SMART Goals
● Goals should be: Specific, Measurable, Attainable, Relevant, and Timely.
● Tie goals to personal and organizational growth.
Encourage Quality Over Quantity
● Offer flexibility (e.g., remote work, 4-day weeks).
● Example: MRL Consulting increased productivity by 25% with a 4-day
workweek.
Invest in Development
● Provide training and mentorship programs for professional growth.
● Support employees in aligning their personal goals with organizational
objectives.
Strategies to Improve Workplace Motivation
Adjust Expectations Around Workplace Productivity
● Recognize that employees:
● Aren’t always productive 9-5.
● May not share the same passions or motivations.
● Work in unique ways (value over busy work).
Ensure Basic Personal Needs are Met
Align Mission and Values with Employees
● Engage employees with meaningful missions and actionable values.
● Example: Replace stagnant values with specific, resonating ones like “Operate at Level 10
Integrity.”
Incorporate Peer Recognition
● Utilize tools like Nectar for real-time employee appreciation.
● Peer recognition creates a positive culture of acknowledgment

.Reference: Nectar. (n.d.). How to increase employee motivation: 22 effective strategies.

A positive emotional state resulting from the
appraisal of one’s job and work experiences.
Reflects how employees feel about their work
environment, roles, and organizational culture.

—Job Satisfaction
 Importance of Job Satisfaction

Enhanced Productivity Employee Retention Improved Organizational Culture

Satisfied employees Creates a positive and
Reduces turnover rates
perform better and are motivating work
and associated costs.
more efficient. environment.

Customer Satisfaction Reduced Absenteeism Better Mental Health

Happy employees provide Satisfied employees are
Improves overall
better service, enhancing less likely to take
employee well-being.
customer experiences. unplanned leave.
Latest Trends: Hybrid and Remote Work environment
The COVID-19 pandemic has accelerated
Remote work the shift towards remote work.
and Flexibility: Millennials and Gen Z value flexibility in
their work environment.
Emphasis on Younger generations are increasingly
purpose and motivated By a sense of purpose.
Companies that promote social
values: responsibility tend to attract and retain
talent.
Technology The integration of technology in the
workplace has transformed how
Integration: employees engage with their work.
Generational Differences:
Primarily motivated by job
Baby boomers (1946-1964) security and financial
stability.
Tends to be more
independent in their
Generation X (1965-1980) motivations.

Seek purpose and

Millennials (1981-1996) fulfillment in their work.

Digital natives, naturally

Generation Z ( 1997-2012) work well with technology
 Case Study:
In 2020, as the COVID-19 pandemic forced many organizations to transition to remote

work, companies faced challenges in maintaining employee motivation. The shift to

remote work highlighted the importance of understanding how different motivational

factors play a role in employee engagement, satisfaction, and performance.

Company Overview:

TechX Solutions is a mid-sized global technology company with 2,500 employees across

multiple locations. In March 2020, the entire company transitioned to 100% remote work to comply with

safety measures and government regulations.

 Case Study:
Problem Statement: TechX Solutions faced a significant challenge in ensuring employee motivation and

engagement in a remote setting.

Key Issues Identified:

1-Lack of Social Interaction

2-Work-Life Balance Challenges

3-Decreased Job Satisfaction

4-Communication Gaps

Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. Springer Science & Business Media. Gagné, M., & Deci, E. L. (2005).

Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362. Meyer, J. P., & Allen, N. J. (1991).

A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.
Case Study: Motivational Strategies Implemented by TechX
1.Autonomy and Flexibility: TechX Solutions recognized the importance of autonomy in motivating employees.
Drawing from Self-Determination Theory (Deci & Ryan, 1985), the company offered employees more flexibility in
how they structured their workdays.

2. Employee Recognition and Rewards: To maintain motivation, TechX Solutions implemented a robust
recognition program. Extrinsic Motivation and Intrinsic Motivation

3. Clear and Transparent Communication: TechX Solutions established regular check-ins, virtual team meetings,
and town halls to keep employees informed and connected.

4. Support for Mental Health and Well-being: Recognizing the increased stress levels due to the pandemic,
TechX Solutions invested in employee well-being programs, including: Virtual therapy and counseling sessions.

5. Team Building and Social Connection: To counter the social isolation brought on by remote work, the
company organized virtual team-building activities .

Results and Outcomes: By the end of 2020, TechX Solutions observed the following outcomes: •Increased
Employee Engagement •Higher Productivity •Decreased Turnover •Improved Mental Health
 THANKS!
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