191013_ Chapter 9 - Motivating the Workforce

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*Chapter Nine

Introduction to BusinessDr. Herris Simandjuntak, SE, MM

Presented by

Cut Fitri HandayaniMarkus TanuwijayaPurwedi Darminto

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*Question ?

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What are motivated us to go to work?

Employee Motivation

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*The Answer !

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Top 7 Factors that Motivate Employees

Source : http://www.bizjournals.com/nashville/print-edition/2010/12/03/top-7-factors-that-motivate-employees.html

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*Video

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Life at Google

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*SERGEY BRIN & LARRY PAGE

Google

• Founded Google in 1998 in a friend’s garage.

• Their success is a result of constant innovation and motivating employees to pursue their own interests.

Profile

• Walls are painted in bright colors, offices are open and the Googleplex provides food and recreation activities for all employees.

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http://www.google.com/

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*Human Relations

The study of the behavior of individuals and groups in organizational settings.

Nature of Human Relations

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*The Nature of HR Nature of

Human Relations

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• Motivation The inner drive that directs a person’s

behavior toward goals.

• Morale An employee’s attitude toward his or

her job, employer, and colleagues.

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*The Motivation Process Nature of

Human Relations

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More money forunexpected medical expenses

Need

Ask for a raiseWork harder to gain a promotion

Look for a higher-paying jobSteal

More money

Goal-directed behavior

Need Satisfaction

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*Nature of Human Relations

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Intrinsic vs. Extrinsic Rewards

Intrinsic = Intrinsic = InsideInside

Feeling of Job Feeling of Job WellWell DoneDone

PridePride

Sense of Sense of AchievemeAchieveme

ntnt

Extrinsic = OutsideExtrinsic = Outside

PraisePraiseRecognitionRecognition

PromotionPromotionss

GiftsGifts

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*INTRINSIC REWARDS

Intrinsic Rewards -- Personal satisfaction and enjoyment felt after attaining a goal.


Kinds of Intrinsic Rewards:-Pride in your performance-Sense of achievement

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*EXTRINSIC REWARDS

Extrinsic Rewards – Benefits and/or recognition received from someone else.


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Kinds of Extrinsic Rewards:- Pay Raises- Promotions- Awards

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*Historical Perspectives on

Employee MotivationHistorical Perspectives

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• Classical Theory of Motivation(Frederick W. Taylor)

• The Hawthorne Studies(Elton Mayo)

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*CLASSICAL THEORY OF

MOTIVATIONFrederick W. Taylor

• Classical Theory of Motivation – Theory suggesting that money is the sole motivator for workers.

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• Taylor suggested that workers who were paid more would produce more, an idea that would benefit both companies and workers.

• He also believed that incentives would motivate employees to be more productive

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*HAWTHORNE STUDIES: PURPOSE AND RESULTS

• Researchers studied worker efficiency under different levels of light.

• Productivity increased regardless of light condition.

Elton Mayo

• Researchers decided it was a human or psychological factor at play.

• Hawthorne Effect -- People act differently when they know they are being studied.

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*MASLOW’S

THEORY of MOTIVATION

• Hierarchy of Needs -- Theory of motivation based on unmet human needs from basic physiological needs to safety, social and esteem needs to self-actualization needs.

• Needs that have already been met do not motivate.

• If a need is filled, another higher-level need emerges.

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Theories of Employee Motivation

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*MASLOW’S

HIERARCHY of NEEDSTheories of Employee Motivation

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The most basic human needs to be satisfied – water, food, shelter, and clothing

The need to protect oneself from physical and economic harm

The need for love, companionship, and friendship – the desire for acceptance by others

The need for respect – both self-respect and respect from others

The need to be the best one can be; at the top of Maslow’s hierarchy

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*HERZBERG’S

TWO-FACTOR THEORY

• Herzberg’s research centered on two questions:- What factors controlled by

managers are most effective in increasing worker motivation?

- How do workers rank job-related factors in order of importance related to motivation?

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*JOB CONTENT

• Herzberg found job content factors were most important to workers – workers like to feel they contribute to the company.

• Motivational Factors -- Job factors that cause employees to be productive and that give them satisfaction. Focus on the content of the work itself.

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*JOB ENVIRONMENT

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• Job environment factors maintained satisfaction but did not motivate employees.

• Hygiene Factors -- Job factors that can cause dissatisfaction if missing but that do not necessarily motivate employees if increased. Focus on the work setting and not the content of the work.

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*HERZBERG’S MOTIVATIONAL

and HYGIENE FACTORS

Motivational Factors Hygiene Factors

Work itself Company policy and administration

Achievement SupervisionRecognition Working conditions

Responsibility Interpersonal relationsGrowth and

advancementSalary, status and job

security

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*COMPARISON of the THEORIES

of MASLOW and HERZBERG

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PT Astra Graphia Information Technology

CASE STUDY 1*

*Case Study 1 :Motivating Agit Workforce

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Case Study 1 :Motivating Agit Workforce

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*OBJECTIVE

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Case Study 1 :Motivating Agit Workforce – Benefit Allowwance

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*ALLOWANCE PACKAGES

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*COMPETENCE LEVEL

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@specialization get IDR .xxMio / month – same for all Competence Level


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*PROJECT INCENTIVE

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*SKILL LEVEL - PATH

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Case Study 1 :Motivating Agit Workforce – Training Curricullum

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*SKILL LEVEL - DEFINITION

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*TRAINING PATH - GENERAL

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*GATHERING

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Case Study 1 :Motivating Agit Workforce – Gathering

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*SECTION GATHERING

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Case Study 1AGIT – Gathering

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*DEPARTMENT GATHERING

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Case Study 1AGIT – Gathering

PRESENTATION & PHOTO CONTEST

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*Case Study 1AGIT – Gathering

GOLDEN WAYS

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*Intermezzo - Motivation Tips

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*MCGREGOR’S XY TheoryMcGregor contrasted two views of

management the traditional view, which he called Theory X, and the humanistic view, which he called Theory Y.

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*Theory Za management philosophy that stresses employee participation in all aspects of company decision making process.

Theory ZWilliam G. Ouchi

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*Equity Theory& Expectancy Theory

“Your motivation depends not onlyon how much you want something,but how likely you believe you are to get it.”

“Person receives rewards Proportional to the contribution he or she makes to the organization.”

Other Motivational Theories

Intra Company Transferee *

*Case Study 2 :Motivation at TOYOTA

TOYOTA

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*TOYOTA Philosophy Case:

Motivation at TOYOTA

Case Study 2 :Motivation at TOYOTA

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*Key Point of Kaizen Activity

• Standardize the new, improve operation and Share best practice to others.• Measure the operation (tack time & cycle time) • Innovate to meet requirements and increase

productivity• Continue cycle ad infinitum

HOW ?Case Study 2:Motivation at TOYOTA

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*Intra Company Transferee

To enhanced people development through challenging assignment in global and regional level.TOYOTA develop on-the-job training program that temporarily transfers employees from Home Company to another affiliate to learn culture, and have broader networking as Key Person of the incoming project. As of May 1 2013, a total 451 transferees from 52 affiliates in 36 countries were working in different country to learn and grasp the best practice from Host Company, to smooth the process of implementation in Home Company.


Lina D. Siagian (HR )Dispatched to:

TMC 2010 – 2013

Rudi Budiman (Engineering)Dispatched to:

TMC 2010

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*Intra Company Transferee Case:

Motivation at TOYOTA


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*What’s so important about Motivation?

Case:Motivation at TOYOTA


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Contribution towards Company

Prosperity

Improvement in employees’

Standard of Living

Share Commo

n Values

- Stable employment- Employee engagement

- Improve working condition

- Retained best talent- Achieve Company goals

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*STRATEGIES FOR

MOTIVATING EMPLOYEES• Behavior Modification

• Job Design

Strategies for motivating employees

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*JOB DESIGN STRATEGIES

Job Rotation Movement of employees from one job to another in an effort to relieve the boredom

Job Enlargement The addition of more tasks to a job instead of treating each task as separate

Job Enrichment Gives employees more tasks within job, and more control and authority


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*FLEXIBLE SCHEDULING

STRATEGIES• Flextime

• Compressed Work Week

• Job Sharing

• Telecommuting


FAST FACT:59% of companies with more than 5000 workers allow job-sharing.

Source: Jim Owen, “In Pursuit of Job Sharing,” from http://usatoday.com/careers/features/feat009.htm (accessed June 8, 2001).

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*STRATEGIES FOR

MOTIVATING EMPLOYEESStrategies for motivating employees

EndTime

StartTime

CoreTime

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*THE IMPORTANCE OF

MOTIVATIONAL STRATEGIES• Fosters employee loyalty

• Boosts productivity

• Affects all relationships within the organization

• Influences promotion, pay, job design, training, and reporting relationships

The importance of motivational strategies

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*THE IMPORTANCE OF

MOTIVATIONAL STRATEGIESThe importance of motivational strategies

Source: “Office Team Survey : Work/Life Balance, Learning Opportunities Have Greatest Impact on Job Satisfaction.” PR Newswire, January 26,2012, www.prnewswire.com/news-releases/officeteam-survey-worklife-balance-learning-opportunities-have-greatest-impact-on-job-satisfaction-138116108.html

http://www.prnewswire.com/news-releases/officeteam-survey-worklife-balance-learning-opportunities-

INDOMOBIL PEOPLE DEVELOPMENT

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LG8

Motivating Employees Across the Globe

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Documents

191013_ Chapter 9 - Motivating the Workforce