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Employee Engagement and Motivation

This document discusses various topics related to employee engagement and motivation. It covers: 1) Different theories of motivation including Maslow's hierarchy of needs, ERG theory, two-factor theory, and acquired needs theory. 2) Types of rewards including intrinsic and extrinsic rewards. 3) Job design approaches like job simplification, job rotation, job enrichment, and job characteristics model. 4) Ways to improve employee motivation such as goal setting, job empowerment, and giving meaning to work through engagement.

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rameel
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449 views

Employee Engagement and Motivation

This document discusses various topics related to employee engagement and motivation. It covers: 1) Different theories of motivation including Maslow's hierarchy of needs, ERG theory, two-factor theory, and acquired needs theory. 2) Types of rewards including intrinsic and extrinsic rewards. 3) Job design approaches like job simplification, job rotation, job enrichment, and job characteristics model. 4) Ways to improve employee motivation such as goal setting, job empowerment, and giving meaning to work through engagement.

Uploaded by

rameel
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Employee

Engagement and
Motivation
Group Members
Rameel Ahmed Khan
Muhammad Faraz Farooqui
Muhammad Aun Batvia
Moeed Ahmed
Employee Engagement

Most people begin new jobs with


energy and enthusiasm
Employees can lose their drive
Motivated and engaged employees
contribute to organizational success
But motivation is a challenge for
managers….
Arousal, direction, and persistence
of behavior

Employee motivation affects


productivity.

A manager’s job is to channel


motivation.
Two Types Of Rewards

Intrinsic rewards--satisfactions a
person receives in the process of
performing a particular action.

Extrinsic rewards--given by
another person.

•Motivation can lead to behaviors


that reflect high performance
within organizations.

•High employee motivation is


related to high organizational
performance and profits.
Content Perspectives on Motivation

These theories emphasize the needs that


motivate people.
• Hierarchy of Needs Theory
• ERG Theory
• Two-Factor Theory
• Acquired Needs Theory
Maslow’s Hierarchy
of Needs
• Once a need is satisfied, it declines in
importance and the next higher need
is activated

• There are opportunities for fulfillment


off the job and on the job in each of
the five levels of needs.

According to Maslow’s Theory, low-order


needs take priority—they must be satisfied
before higher-order needs are activated.
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ERG Theory Clayton Alderfer

ERG is a simplification of Maslow.


Three categories of needs:
Existence needs. The needs for physical well-
being.
Relatedness needs. The needs for satisfactory
relationships with others.
Growth needs. The needs that focus on the
development of human potential and the
desire for personal growth.
Two Factor Motivation
Theory
Frederick Herzberg approached the
question of motivation in a different way.
By asking individuals what satisfies them
on the job and what dissatisfies them,
Herzberg came to the conclusion that
aspects of the work environment that
satisfy employees are very different from
aspects that dissatisfy them.

Hygiene factors included company


policies, supervision, working conditions,
salary, safety, and security on the job. To
illustrate, imagine that you are working in
an unpleasant work environment.

Motivators are factors that are intrinsic


to the job, such as achievement,
recognition, interesting work, increased
responsibilities, advancement, and growth
opportunities.
Continued
• One criticism relates to the
classification of the factors as hygiene
or motivator.
• For example, pay is viewed as a hygiene
factor. However, pay is not necessarily a
contextual factor and may have
symbolic value by showing employees
that they are being recognized for their
contributions as well as communicating
to them that they are advancing within
the company.
• Similarly, quality of supervision or
relationships employees form with their
supervisors may determine whether
they are assigned interesting work,
whether they are recognized for their
potential, and whether they take on
more responsibilities.
• Despite its limitations, the two-factor
theory can be a valuable aid to
managers because it points out that
improving the environment in which
the job is performed goes only so far in
motivating employees.
Acquired Needs Theory
Process Theories

 Goals Setting
 Equity Theory
 Expectancy Theory
Goals Setting

 Goal Specificity

 Goal Difficulty

 Goal acceptance

 Feedback
Equity Theory
Expectancy Theory
Reinforcement Theory of Motivation
• The Reinforcement Theory was
proposed by B.F. Skinner and his
associates. It is based on the concept
of “Law of Effect”, i.e., the behavior of
individual towards positive
consequences tends to repeat, but the
behavior of individual towards
negative consequences tends not to
repeat.
Job Design
• Job design is the process of organizing • The jobs should be designed in such a
work into the tasks required to way that it motivates the employees to
perform a specific job. execute it in the best possible manner.
Excessive workload may lead the
employee unmotivated towards the
job.
Job Simplification
Advantages Disadvantages
• Since the job is broken down and simplified, it • It affects the quality of work of the employee
makes the job a lot easier than complex jobs. in the long-run due to the constant repetition
• More straightforward jobs reduce various of the job.
kinds of physical and mental stress that the • Even though the productivity increases
employees otherwise go through due to initially, in the long run, the productivity of
complex jobs. work due to repetition goes on decreasing.
• The training process of staff becomes simpler • Increasing absenteeism among the
as the jobs are simplified. employees.
• Employees under job simplification are high • The process decreases the pressure and
chances to get higher rewards. complexity of the job upon the employees
but increases the frustration.
Job Rotation
Advantages Disadvantages
• Allow managers to see your hidden • Wastage of time and effort
talents • Leads to a lot of stress and anxiety
• Helps in exploring interests and • Employees take time
ideas • Zero or undesired results
• Motivates all employees and help
them to deal with different and
new challenges on-the-job
• Keep away all fraudulent activities
Job Enrichment
Job Enlargement
Advantages of Job Enlargement Disadvantages of Job Enlargement

Variety of skills :- Job enlargement helps the Increases work burden :- Job enlargement
organization to improve and increase the skills of increases the work of the employee and not
the employee. every company provides incentives and extra
Improves earning capacity :- Due to job salary for extra work.
enlargement the person learns many new
activities. When such people apply for jobs to Increasing frustration of the employee :- In
other companies they can bargain for more many cases employees end up being frustrated
salary. because increased activities do not result in
increased salaries.
Wide range of activities :- Since a single
employee handles multiple activities the Piles of work pending: Most of the assigned
company can try and reduce the number of work remain on pending due to work burden
employee’s.
Job Characteristics Model (Explained)
• The Job Characteristics Theory (JCT), developed by Hackman and Oldham, is
widely used as a framework to study how particular job
characteristics affect job outcomes.
• The five job characteristics are skill variety, task variety, task significance,
autonomy, and feedback.
• The individual elements are then proposed to lead to positive outcomes through
three psychological states: Experienced meaningfulness, experienced
responsibility, and knowledge of results.
• The combination of core characteristics with psychological states influences work
outcomes such as: Job satisfaction, absenteeism and, work motivation
Employee Motivation Ideas

• Gamify, with incentives: Make a game


out of work, and provide rewards when
goals and achievements are met.
• Stretch goals are ones that are set just
beyond your team’s (or team
member’s) current capability
• A manager needs to get his team
members to share an important
company announcement on social
media.
Employee Empowerment
Giving Meaning to Work by Engagement
• Employee engagement is a workplace approach
resulting in the right conditions for all employees
to give of their best.
• Employee engagement strategies have been
proven to reduce turnover, improve productivity
and efficiency, retain customers, and make more
profits.

• Example: If you're busy or involved


with something, you're engaged in it. ... A formal
reply to an invitation to lunch might be, "I'm sorry.
HBA : Technology’s Make or Break Role in
Employee Engagement
• 92% of survey respondents say employee engagement is critical to their organization’s
success.
• 82% say employees’ happiness on the job is significantly impacted by how well their
workplace technology performs.
• 77% say good employees will look for a new employer if their current job does not provide
the tools, technology, or information they need to do their job well
Creating an Engaged Workforce
• Build a sense of membership or community
• Give employees tools and technology that help them succeed.
• Encourage managers to know their employees on a personal level.
• Model engagement yourself
https://hbr.org/resources/pdfs/comm/FreshworksTechnologysMakeOrBreakRole.pdf

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