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MOTIVATING OTHERS EMPLOYEES MOTIVATION Individual Differences Providing Feedbacks Rewarding Excellent Performance Treating Employees Fairly Empowering Employees

Motivating Others

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a powerpoint presentation by chris zamora and others. the need for motivation. motivating employees. rewards. types of motivation etc.

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MOTIVATING OTHERS

EMPLOYEES MOTIVATION• Individual Differences• Providing Feedbacks

• Rewarding Excellent Performance• Treating Employees Fairly• Empowering Employees

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EMPLOYEES MOTIVATION

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04/10/2023 3

MOTIVATION• Motivation may be rooted in a basic impulse to optimize well-

being, minimize physical pain and maximize pleasure.• It can also originate from specific physical needs such as

eating, sleeping or resting, and sex.• Motivation is an inner drive to behave or act in a certain

manner. These inner conditions such as wishes, desires and goals, activate to move in a particular direction in behavior.

• Internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal.

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EMPLOYEES MOTIVATION

EMPLOYEE MOTIVATION • is the "psychological forces that determine the

direction of a person's behavior in an organization, a person's level of effort and a person's level of persistence".

• The design of an employee’s job can have a significant impact on their job motivation. Job design includes designing jobs that create both a challenging and interesting task for the employee and is effective and efficient for getting the job done.

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EMPLOYEES MOTIVATION

FACTORS TO ENCOURAGE MOTIVATION1. Management and leadership actions that empower

employees,2. Transparent and regular communication about factors

important to employees,3. Treating employees with respect,4. Providing regular employee recognition,5. Feedback and coaching from managers and leaders,6. Above industry-average benefits and compensation,7. Providing employee perks and company activities, and8. Positively managing employees within a success framework

of goals, measurements, and clear expectations.

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EMPLOYEES MOTIVATION

FOUR APPROACHES OF JOB DESIGN1. Job Simplification The goal of this job design approach is to standardize and specialized tasks. Unfortunately this approach does not always lead to increased motivation as the jobs can become mundane. The goal of this job design approach is to combine tasks to give the employee a greater variety of work.2. Job RotationThe goal of this job design approach is to move workers to different tasks periodically.

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EMPLOYEES MOTIVATION

3. Job EnrichmentThe key to job design employee motivation, this approach aims to enhance the actual job by building up the employee through motivational factors4. Job EnlargementThe goal of this job design approach is to combine tasks to give the employee a greater variety of work.

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EMPLOYEES MOTIVATION

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INDIVIDUAL DIFFERENCES

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INDIVIDUAL DIFFERENCES

• The differences among individuals, that distinguish or separate them from one another and make one as an unique individual in oneself, may be termed as individual differences.

• The psychology of individual differences is concerned with the systematic study of intelligence and abilities associated with personality of learner, learning styles and needs and interests of learner.

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INDIVIDUAL DIFFERENCES

• Individual differences stand for the variations or deviations among individuals in regard to a single characteristic or a number of characteristics -Carter B. Good

• Individual differences stand for “those differences which in their totality, distinguish one individual from another.

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INDIVIDUAL DIFFERENCES

TYPES OF INDIVIDUAL DIFFERENCES1. Physical differences: individual differ in

height, weight, color of skin, color of eyes and hair, size of hands and heads, arms, feet, mouth and nose, length of waistline, structure and functioning of internal organs, facial expression, mannerisms of speech and walk, and other such native or acquired physical characteristics.

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INDIVIDUAL DIFFERENCES

2. Mental differences: People differ in intellectual abilities and capacities like reasoning and thinking, power of imagination, creative expression, concentration etc. On the basis of these differences they are usually classified as idiot, imbecile, moron, border line, normal, very superior and genius

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INDIVIDUAL DIFFERENCES

3. Difference in motor ability: There exist wide differences in motor abilities such as reacting time, speed of action, steadiness, rate of muscular moment, manual dexterity and resistance to fatigue etc.4. Emotional differences: In some individuals, positive emotions like love, affection and amusement and the like are prominent whereas, in some, negative emotions are more powerful. Individuals also differ in the manner they express their emotions. Some are emotionally stable and mature, while others are emotionally unstable and immature.

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INDIVIDUAL DIFFERENCES

5. Differences in interests and aptitudes: Variations occur among the individuals in relation to the specific tastes and interests. In a similar way, people are found to have different aptitudes. Some have mechanical aptitude, while the others have scholastic, musical or artistic aptitudes.

6. Differences in self-concept: Self concept reflects the images, considerations or judgement about one’s abilities and limitations usually held by an individual not only projecting himself before others but also for estimating his self in his own eyes. Students must be made to form proper and real concept about their self so that they may be helped in their progress and development by maximizing their potentials after getting rid of evils and negative things detrimental to progress.

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INDIVIDUAL DIFFERENCES

7. Learning differences: Some learn more easily and are able to make use of their learning more comfortably than others.For some, one method of learning or memorization is more suitable, while for others, a different method suits.8. Differences in social and moral development: Some are found to be adjusted properly in the social situations and lead a happy social life while others are socially handicapped, unsocial or antisocial. Similarly, people are found to differ in respect of ethical and moral sense.

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INDIVIDUAL DIFFERENCES

Understanding the implications of individual differences will allow you to identify and manage the small percentage of employees who struggle to fit into an organizational culture. You’ve met these employees: they tend not to follow rules, make excuses for failed performance, argue when corrected, are counterproductive, and require an excessive amount of time in supervision.

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PROVIDING FEEDBACKS

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PROVIDING FEEDBACKS

WHAT IS FEEDBACK?• Process in which the effect or output of an action is

'returned' (fed-back) to modify the next action. Feedback is essential to the working and survival of all regulatory mechanisms found throughout living and non-living nature, and in man-made systems such as education system and economy.

• In an organizational context, feedback is the information sent to an entity (individual or a group) about its prior behavior so that the entity may adjust its current and future behavior to achieve the desired result.

Read more: http://www.businessdictionary.com/definition/feedback.html#ixzz36JhqmLoO

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PROVIDING FEEDBACKS

THE POWER OF FEEDBACKMost people in the workplace suffer from a lack of performance feedback. This condition is called “Feedback Famine” and it is rife in many organizations. The Feedback Famine occurs even in very small organizations and in teams. It also occurs at all levels of an organization.

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PROVIDING FEEDBACKS

WHAT DO WE MEAN BY THE FEEDBACK FAMINE?

The Feedback Famine is a vacuum that occurs when people do not receive enough information about their performance.

• Whether or not they are achieving their goals• What they are supposed to be achieving in their role i.e.

why their role exists• What they are currently doing well and what areas

require improvement• How they are influencing on others in the workplace

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PROVIDING FEEDBACKS

WHY IS FEEDBACK IMPORTANT?

1. Feedback is the cheapest, most powerful, yet, most under used management tool that we have.

2. Feedback is powerful as it helps people get on track, it serves as a guide to assist people to know how they and others perceive their performance.

3. Feedback can also be very motivating and energizing. It has strong links to employee satisfaction and productivity. People like to feel involved and identified with their organization.

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PROVIDING FEEDBACKS

HOW TO GIVE FEEDBACKS?• To ensure that your feedback is perceived as helpful and

meaningful, focus on specific work-related, on-the-job behaviors, results, and teamwork. Be sure that your nonverbal communication (facial expressions and tone of voice) also express helpfulness and openness to the employee's perspective.

• Give positive feedback frequently. Some people prefer to receive praise in private. Take the time to know what motivates your employees.

• Give constructive feedback as needed, in private and as close to the time of performance as possible. Sometimes taking the time to get some emotional space is wise and welcome, but provide feedback as soon as possible.

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PROVIDING FEEDBACKS

• Before moving to problem-solving, check to see what employees thought your expectations were. Often, clarifying expectations will be all that is needed to ensure employee success.

• When giving feedback, always give your employees a chance to talk about their performance. It is energizing and informative to hear their thoughts about how they were successful or why they got the results that they did.

• Avoid making negative statements that assess your employee's character, motivations, or psychological state. Statements like these are subjective and discouraging, and create defensiveness.

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PROVIDING FEEDBACKS

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REWARDING EXCELLENT PERFORMANCE

”In the arena of human life the honors and rewards fall to those who show their good qualities in action.” --Aristotle

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REWARDING EXCELLENT PERFORMANCE

• A reward is an appetitive stimulus given to a human or some other animal to alter its behavior. Rewards typically serve as reinforcers. A reinforcer is something that, when presented after a behavior, causes the probability of that behavior's occurrence to increase. Note that, just because something is labelled as a reward, it does not necessarily imply that it is a reinforcer. A reward can be defined as reinforcer only if its delivery increases the probability of a behavior.

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REWARDING EXCELLENT PERFORMANCE

TYPES OF RECOGNITION AND REWARDSEmployees are motivated by both intrinsic and extrinsic rewards. An effective reward system recognizes both sources of motivation. There are several factors that influence and motivate peak performance. To ensure that the reward system is effective and motivates the desired behaviors, it is important that rewards are based on or linked to performance. Rewarding performance fairly is a supervisory responsibility that occurs regularly, not once a year at the time of annual performance discussions.

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REWARDING EXCELLENT PERFORMANCE

FIVE TYPES OF FREE REWARDS1. Appreciation: Saying thanks or expressing appreciation to an

employee.2. Bankshot: Asking someone of higher rank, status, or

authority to reward an employee instead of giving the reward yourself.

3. Body Expressions: Hand signals or facial expressions that mean approval.Examples: Smile, thumb up, forming a circle with thumb and index finger. 4. Praise: Complimenting an employee’s job performance.Examples: Well done! Super job! Excellent work! 5. Preferred Work Assignment: Tasks an employee likes to do.

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REWARDING EXCELLENT PERFORMANCE

GIVING REWARDS HELPS YOUR EMPLOYEES TO:1. Take pride in their work and in their job responsibilities.2. Feel appreciated for their contributions.3. Heighten level of commitment to the organization.4. Improve relationships between coworkers.5. Be more open to constructive feedback.6. Strive to meet and/or exceed performance expectations.7. Support and promote a positive atmosphere in which

praise prevails.8. Get more enjoyment out of the work they do.

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REWARDING EXCELLENT PERFORMANCE

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REWARDING EXCELLENT PERFORMANCE

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TREATING EMPLOYEES FAIRLY

• Treating employees fairly in the workplace is not just a moral responsibility. It is also necessary to ensure maximum company growth. When an employee is treated unfairly, it results in decreased employee morale. Low morale results in decreased employee productivity. It can also result in high employee turnover. Depending upon the severity of the unfair treatment, an employee may also file a lawsuit against your company.

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TREATING EMPLOYEES FAIRLY

HOW TO TREAT EMPLOYEES FAIRLY IN THE WORKPLACEStep 1Avoid showing favoritism toward one employee over another one. Doing so can cause the unfavored employee to resent you. What applies to one employee should apply to all. Do not discriminate based on race, age, religion, disability, sexual orientation, gender or any other quality.

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TREATING EMPLOYEES FAIRLY

Step 2Promote an employee solely based on how qualified he is to perform the job, not because of a personal relationship. Otherwise, his promotion will appear unfair to other employees who are more qualified to perform the job.

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TREATING EMPLOYEES FAIRLY

Step 3Post all job openings for all employees to see, instead of verbally telling an employee about an opening. By posting all job openings, employees have an equal opportunity to apply for open positions.Step 4Listen to your employee. By listening to your employee, you send the message that her opinion and feedback is important. If you do all of the talking but never take the time to listen, it's unfair.

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TREATING EMPLOYEES FAIRLY

Step 5Provide each employee with an employee handbook or rulebook to ensure he knows the rules. Disciplining an employee who is unaware of the rules is unfair. Along that same line, if one employee is disciplined for breaking the rules, all employees should be disciplined for breaking the rules.

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TREATING EMPLOYEES FAIRLY

Step 6Recognize and reward each employee for her accomplishments, regardless of where she is on the staff hierarchical structure.

Step 7Avoid “lording it” over your employees. Instead, treat your employees as equals. Remember that if it were not for the employees, you would not have a job. They need you. You need them. You're a team. It is OK to make a distinction if you are in management. However, your title should not make you superior.

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TREATING EMPLOYEES FAIRLY

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EMPOWERING EMPLOYEES

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EMPOWERING EMPLOYEES

Employee empowerment is a strategy and philosophy that enables employees to make decisions about their jobs. Employee empowerment helps employees own their work and take responsibility for their results. Employee empowerment helps employees serve customers at the level of the organization where the customer interface exists.The process of allowing employees to have input and control over their work, and the ability to openly share suggestions and ideas about their work and the organization as a whole. Empowered employees are committed, loyal and conscientious. They are eager to share ideas and can serve as strong ambassadors for their organizations.

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EMPOWERING EMPLOYEES

WHAT ARE THE BENEFITS OF EMPLOYEE EMPOWERMENT?

1. Improve Productivity - Reduce CostsEmployees have great ideas about how to improve productivity and reduce costs, but companies need to know how to ask for these ideas and listen. "Sometimes it takes an employee stepping outside of their authority to show the benefits of employee empowerment. Employees who feel confident that their input will be valued, listened to and acted upon will be more likely to share those ideas, benefiting employee and employer.

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EMPOWERING EMPLOYEES

2. Better Customer ServiceEmpowered employees have the power to make decisions without a supervisor. They are entitled to go off script, bend the rules, do what they see fit if they believe it is the right thing to do for the customer. More than any other kind of employee, the empowered employee is able to create a feeling of true customer service that ultimately yields much greater customer loyalty. Companies that give employees the freedom to make decisions on the spur of the moment, that may even sometimes fly in the face of established rules and protocol, often find that service to internal and external customers is improved. In addition, empowered employees take pride and ownership in their jobs when they know that they can exercise independent judgment when necessary.

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EMPOWERING EMPLOYEES

3. Embracing ChangeEmpowered employees feel free to challenge the status quo, which is critical for companies in today's fast-changing, technology-driven environment. Employees and the companies they work for can become too complacent, doing things the way they've always done them. Unless employees feel comfortable questioning the status quo, those companies are likely to stagnant as competitors move swiftly past them. Establishing an environment when employees feel free to question, challenge and offer new ideas can help to avoid this problem and benefit employees and employers in the process.

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EMPOWERING EMPLOYEES

HOW TO EMPOWER EMPLOYEES?1. Adopt the traits of a good leader who promotes employee empowerment.• Show respect for yourself and for your employees.• Be accountable for the things you say and do, and expect

the same from your employees.• Listen to what your employees have to say.• Show sincerity in your dealings with employees.• Be a good example of discipline in the work place.• Avoid taking credit for team accomplishments.• Communicate regularly and effectively.• Focus on having a positive, winning attitude.

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EMPOWERING EMPLOYEES

2. Delegate tasks clearly and concisely. See to it that there are no gray areas when it comes to assigning specific duties to specific employees. That way, employees will know exactly what is expected of them and there will be no room for passing the buck. Additionally, when you show employees that you are entrusting them to complete responsibility for a task, it improves their confidence and boosts pride in their work.

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EMPOWERING EMPLOYEES

3. Acknowledge employee achievements. Making it a point to cite successes at board meetings and to verbally congratulate employees on a job well done is a great way to create an office atmosphere focused on success and to empower employees to keep up the good work.

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EMPOWERING EMPLOYEES

4. Open your door to employees. An important part of empowering employees is letting them know their opinions are valuable to you. Adopting an open door policy lets employees know you care about what they have to say and enables them to give their input and play an active role in the well-being of the business. Any employee who feels involved is an employee who is empowered.

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EMPOWERING EMPLOYEES

5. Become BRILLIANT at coaching employees. To be all they can be in the role they have, not sure about being a coach, go searching for info and learn the skills fast.

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EMPOWERING EMPLOYEES

6. Promote employee education. Provide a means for employees to get whatever training is necessary to their optimal performance so that they can truly master their job responsibilities. Also, show that you are invested in their professional success by arranging for them to attend career development seminars and courses. Not only does this provide for employee empowerment, but it is a great way to gain employee loyalty and improve employee performance.

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EMPOWERING EMPLOYEES

7. Give up some of your power in favor of employee autonomy. As you feel more and more certain that your employees are skilled and dedicated enough to take responsibility for their own tasks, allow them more freedom in defining the methods by which they will accomplish those tasks. For example, if your ace marketing exec insists that telecommuting part-time would aid creative flow and ultimate productivity, provide for that flexibility.

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EMPOWERING EMPLOYEES

8. Invite feedback from your employees. You can go a long way in empowering employees by asking them how you could best aid their empowerment. Put out a suggestions box and ask for opinions at meetings and one to one. Take well-intentioned suggestions into consideration and let your employees see that they really do have a role in the overall success of the business. Then acknowledge their ideas have been looked at and or implemented.

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EMPOWERING EMPLOYEES

9. Be willing to do what you ask them to do. Then stand 'shoulder to shoulder' with them assisting them with the task, this helps to build your respect as a leader. At times you might need to 'take the lead' and take over the task for a while as you coach them along the way.

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THANK YOU