EMPLOYEE MOTIVATIONHUMAN RESOURCES MANGEMENT____________________________________________

INDEX• INTRODUCTION• SCOPE OF THE STUDY• FACTORS TO ENCOURAGE MOTIVATION• THEORIES OF MOTIVATION• OVERVIEW• CLASSIFYING NEEDS• MASLOW• ACQUIRED NEEDS THEORY (MCCLELLAN)• TWO FACTOR THEORY (HERZBERG)• IMPORTANCE OF MOTIVATION• RECOMMENDATONS / SUGGESTIONS• CONCLUSION• CASE STUDY

SCOPE OF THE STUDY

• To identify the employees level of satisfaction upon that job.

• This study is helpful to that organization for conducting further research.

• It is helpful to identify the employer’s level of satisfaction towards welfare measure.

• This study is helpful to the organization for identifying the area of dissatisfaction of job of the employees.

• This study helps to make a managerial decision to the company

FACTORS TO ENCOURAGE____________________

FACTORS TO ENCOURAGE MOTIVATION

• Management and leadership actions that empower employees,

• Transparent and regular communication about factors important to employees,

• Treating employees with respect,• Providing regular employee recognition,

• Feedback and coaching from managers and leaders,

• Above industry-average benefits and compensation,

• Providing employee perks and company activities, and

• Positively managing employees within a success framework of goals, measurements, and clear expectations.

THEORIES

The basic perspective on motivation looks something like this.

MASLOW Theory Maslow's hierarchy of needs, represented as a pyramid with

the more basic needs at the bottom. Maslow's hierarchy of needs is a theory in psychology proposed by Abraham Maslow in his 1943 paper "A Theory of Human Motivation" in Psychological Review.

ACQUIRED NEEDS THEORY (MCCLELLAN)

• Need for achievement, accomplish something difficult. For example kids encouraged to do things for themselves.

• Need for affiliation, form close personal relationships. For example kids rewarded for making friends.

• Need for power, control others. For example kids, able to get what they want through controlling others.

TWO FACTOR THEORY (HERZBERG)According to Herzberg, two kinds of factors affect motivation:• Hygiene factors• Motivators

IMPORTANCE OF MOTIVATION

IMPORTANCE OF MOTIVATION• Motivation coupled with ability leads to performance.• Motivated employee will do the quality work with more

motivation and by his own will.• Motivated employee will be more productive than the

apathetic workers.• Low attrition.• Low turnover rate.• The employee will be more loyal towards the organization.• He will be more comfortable while doing the work in the

office.• Employee will love his/her job.

cRECOMMENDATONS / SUGGESTIONS• Thanks personally, timely, often and sincerely.• Take time to meet and listen to staff.• Provide feedback.• Encourage new ideas and initiatives.• Explain how the employee fits into the organizational

plans.• Involve employees in the decision making.• Provide them ownership in their work.• Recognize, reward and promote based on performance.• Give chance to learn new skills.• Celebrate the successes of the employees.

CONCLUSION

• Employees are asset for the company. A strong team needs individuals who are dedicated to giving their best work. Highly self-motivated, committed, ambitious employees give the most to their company and get the most from their work. But, if there is lacking of employee motivation in the workplace the effects can be dramatic. So, Employee motivation is very necessary to get the profitable results.

CASE STUDY

Summary of case• Motivation: Starbucks thinks that laborers are not machines.• Teamwork: Starbucks do all work in team, they work

effective and efficient.• Starbucks corporation the most famous chain of retail coffee

shop in the world.• The Starbucks Corporation achieve success not only provide

quality product they supply but the atmosphere of corporation and their effective teamwork.

• We learn from Starbucks that a good relationship among the organization & their customers and the great lead to success.

Starbucks’ employees can be seen as a formal team as opposed to an informal team

• Formal Team is those groups which is established by the organization to perform organizational work. The formal group is the formal organizational structure of the company which involves the structure involving the board of directors, managers and the staff.

• Informal Team have no structure and they do not focus on specialty. There is no manager/leader; team members are completely equal in informal teams.

• The Starbucks Company Use Informal team to ensure that communication has been effective.

A. Three Issues that need to be addressed in the planning process:

i. Equal Treatmentii. Listen to the Employeesiii. Good Welfare Measure

B. Three things that Starbucks can do continually to ensure goals accomplishment are:

iv. Motivate Employeesv. Continue teamwork and communicate properlyvi. Maintain excellent relationship

Starbucks manage to keep good relationships between their managers and employees

• Promote Understanding of Shared Goals• Promote Understanding of Task Relevance• Managers & employees both has access in

giving opinion• Equal Treatment• Flexible Working Hours• Good Welfare Measure• Treat as important Asset

4 aspects

• Management needs to commit to certain aspects in order to empower employees, there are 4 aspects

1. Giving Reward2. Developing Competency3. Delegating Tasks4. Sharing Information

Conclusion• Starbucks changes the behaviors and viewpoints of

global consumers of coffee, and this successful example has caught global attention.

• Nowadays it is not only one of the fastest growing corporation but also an outstanding business model with low employee turnover rate & high profit performance.

• The motivation and the teamwork is the key factor of a company policy, opposite to the principles of classical management which is only concerned about production and ignores worker’s idea.