Motivating Workers BY DR KITUNZI MUTUNZI 07062021 Motivating

Motivating Workers BY DR. KITUNZI MUTUNZI 07/06/2021 Motivating Workers 1

Study Objectives/Scope: To improve participants‘ capability to appreciate and gainfully apply: • The concept of Motivation (Motivating workers) • Some the Key Motivation theories and their application • Key Motivational Strategies ( I. e. motivation Tools/ practices/ Factors/ideas/approaches/etc) • the Importance of staff Motivation 07/06/2021 Motivating Workers 2

What is Motivation? The Concept of Motivation in HRM Various definitions of “Motivation”-i. e. motivation of human resources may be defined as: • a psychological process that shapes behavior, Purpose & direction. - forces within an individual which initiate, energise & direct behaviour (Kreitner & Kinicki, 1995), • inner striving conditions like wishes, desire and drive (Steiner 1964). 07/06/2021 Motivating Workers 3

Definition of Motivation Cont‘d • feeling of commitment to doing something well & being prepared to put energy & effort into it. • forces within the individual that determine the level of direction & persistence of effort expended at work. – NB: Related words/meaning include: incentive, Inspiration, drive, enthusiasm, impetus, stimulus, spur, impulse, and/or driving force (i. e. influencing workers’ attitude to perform/deliver) • the extent to which an individual wants and chooses to engage in certain behaviour (Michael Fein) 07/06/2021 Motivating Workers 4

What is the Importance of Staff. Motivation? • Attainment of Organizational/school Targets (I. e. Objectives/ (Vision, Mission/Goals) effectively & Efficiently NB: – Management has a central challenge of envisioning the organisations future and moving the organisation into that future. – A good plan and a good structure will not automatically yield results. – To translate plans and structure into successful actions, managers must direct, encourage, & insprire people who carry out organizational plans. 07/06/2021 Motivating Workers 5

Importance of Motivation Cont‘d • Motivation breeds optimal Performance: – Perfomance is a function of Ability and Motivation – Lack of motivation may explain inability • Motivation leads to less need for supervision thus creating more time for managers to deal with critical issues/break-throughs • Motivation enhances Confidence, Innovation, Autonomy, Responsibility &Commitment among workers 07/06/2021 Motivating Workers 6

Basic Benefits of Employee Motivation: 1. Creation of a pleasant working environs, 2. Improved performance/delivery/results 3. Improvement of employer/employee relationship, 4. Enhancement/improvement of organisational image 5. Commitment to job/s and organisation (Positive Attitude) 6. Enhanced use of all one’s capacities/skills (Self Actualization) 7. Development of teamwork/organisational 07/06/2021 Motivating Workers 7

Salient Facts About Motivation NB: People are Different: • To motivate people one must recognize that all people are different and have differing needs/motivators – You can give people the same incentive only for them to be motivated differently • Everyone is motivated by several & continuously changing factors. • Thus to motivate an individual first get to know him/her- his/her likes and dislikes 07/06/2021 Motivating Workers 8

Group work Brainstorming Exercise Motivation of human resources in formal organizations is vital and highly recommendable. However, many managers fail to observe this noble cause/ requirement. Tasks: 1. Identify the major factors (practices/policies) that counteract staff motivation ( or demotivate) 2. State the common factors (i. e. tactics/ practices/ policies) that motivate most workers to perform to their best in formal organizations 07/06/2021 Motivating Workers 10

Theories of Motivation Two Categories: 1. Content Theories - what motivates people? – Maslows Hierarchy of needs – Herzbergs two-factor theory • Clayton Alderfer’s “ERG” Needs Theory Process theories – How does Motivation occur? – – – Douglas Mc. Gregor Theory X & Theory Y Equity theory Expectancy theory Goal theory Reinforcement theory 07/06/2021 Motivating Workers 11

Abraham Maslow’s Hierarchy of Needs This is based on assumptions that: • Behavior of an individual is influence by his/her needs • Human Needs are hierarchically set- in form of a pyramid, the lowest needs are satisfied first. • fulfillment of one needs‘ level is followed by another needs’ level if the motivation momentum is to be maintained. 07/06/2021 Motivating Workers 12

Maslow’s Hierarchy of Needs/ (Motivators) 07/06/2021 Motivating Workers 13

Hierarchy of Needs Cont‘d: • Physiological Needs : The basics that we need to stay alive: food, shelter, clothing, etc. • Safety Needs: Protection from harm, Job security, Healthy work environ, etc. • Social Needs: The need to belong to a group, companionship, friendships, teamwork, social relations, etc • Esteem Needs: awareness of importance to others, thinking well of oneself, self esteem and esteem of others. • Self Actualisation Needs: "reaching the top of the mountain` and utilising one‘s potential fully- i. e. being all you can ever be 07/06/2021 Motivating Workers 14

Herzberg Theory Cont’d Job Satisfiers & Dis-satisfiers. Dissatisfiers (hygiene needs) Satisfiers (motivators)– will affect you if need to be added in a negative: job! • Poor Company policy • Achievement • Poor Supervision • Recognition • Poor Working conditions • The work itself • Poor Relationship with peers • Responsibility • Poor Relationship with • Advancement subordinates • Growth 07/06/2021 Motivating Workers 17

John. W. Atkinson Three needs theory • Proposed three basic drives in motivated persons namely: 1. Need for achievement 2. Need for power 3. Need for affiliation or close association with others. 07/06/2021 Motivating Workers 19

Expectancy (Bifuna) Theory Victor Vroom’s “Expectancy Theory” observes that the tendency to act in a certain way depends on the expectation of a given outcome. Victor noted that 3 factors affect people’s behavior: • Attractiveness: importance individuals place on outcome: is it positive or negative • Performance- reward linkage: how performance will lead to reward. Is it clear? • Effort- performance linkage- will exerting a given amount of effort lead to performance 07/06/2021 Motivating Workers 21

Douglas Mc. Gregor Theory X & Theory Y Theory X • I need to drive my people constantly • A good tongue-lashing works • Most people are not ambitious and must be pushed • Need to keep a distance from team 07/06/2021 Theory Y • Be Sensitive to others’ feelings • Allow others to lead • Staff can appraise boss • People are creative and innovative. • Find the right key Motivating Workers 22

Reinforcement Theory: This theory has its root in the work of B. F Skinner who observed that Stimulus provides a cue for our behavior. If we find the consequences rewarding we are more likely to repeat the same behavior. 2 Key Types of Reinforcement are: 1. Positive reinforcement: providing pleasant, rewarding consequences to encourage act/repeat 2. Negative reinforcement: providing un pleasant consequence to discourage behavior 07/06/2021 Motivating Workers 23

Equity Theory • Equity theory argue that people prefer situations of balance or equity in relation to compensation for their inputs – When providing rewards/compensation bear in mind issues of equity • Inequity is said to occur whenever employees, either perceive or know they have been treated unfairly in relation to others – People will consider a range of factors: pay, bonuses, parking space, furniture, location, etc 07/06/2021 Motivating Workers 25

• • What are the Common Key Motivators? Fair Monetary/financial rewards: Respect & value for people Challenge & Accomplishment opportunities Fair/equitable Organizational Structure, policies, culture & Leadership Conducive work climate Recognition for performance Participatory management approaches Advancement & growth in/at the job Retirement Plans/Packages 07/06/2021 Motivating Workers 26

Key/Common Motivators Cont’d • Independence: /sense of autonomy • Privileges e. g. housing, Travel , & school fees for teachers’ children, etc • Delegation/trust • Job security • Effective communication • Advancement & growth in/at the job – i. e. study, & promotion opportunities, 07/06/2021 Motivating Workers 27

The “PRIDE” Approach to Motivating People P R= I = D= E= environment Recognize everyone’s efforts Involve everyone Develop skills & potential Evaluate & measure performance Continuously 07/06/2021 Motivating Workers 28

21 Tactics to Maximize Motivation (John • • Wesley, 2007) 1. Consequences - make people aware of the negative consequences of not getting results 2. Pleasure Rewards– I. e. the old carrot on a stick technique. 3. Performance incentives - Appeal to people’s selfish nature. Give them the opportunity to earn more for themselves by earning more for you. 4. Detailed instructions - People work better when they know exactly what’s expected. 07/06/2021 Motivating Workers 29

Tactics to Maximize Motivation cont’d • 5. Short & long term goals - Use both short & long term goals to guide the action process & create an overall philosophy/motto. • 6. Kindness - Get people on your side • 7. Deadlines - set up a series of mini-deadlines building up to an end result. • 8. Team Spirit - Create an environment of camaraderie. People work more effectively when they feel like part of team. • 10. Recognize achievement - People like to see that their work isn’t being ignored. 07/06/2021 Motivating Workers 30

Tactics to Maximize Motivation cont’d • 11. Personal stake - Think about & consider/ address the personal stake of others. • 12. Concentrate on outcomes - No one likes to work with someone watching them. • 13. Trust and Respect - Give people the trust and respect they deserve. • 14. Create challenges - Give people an opportunity to face new & difficult problems. • 15. Let people be creative - Don’t expect everyone to do things your way. 07/06/2021 Motivating Workers 31

Tactics to Maximize Motivation cont’d • 16. Constructive criticism - Let people know what they’re doing wrong tactfully. • 17. Demand improvement - Don’t let people stagnate. Each time someone advances raise the bar a little higher. • 18. Make it fun - Let people have fun & the positive environment will bolster results. • 19. Create opportunities - Give opportunities for advancement & Let people know that hard work will pay off. 07/06/2021 Motivating Workers 32

Tactics to Maximize Motivation cont’d • 20. Communication - Keep the communication channels open & fix potential problems quickly. • 21. Make it stimulating - Mix it up. Don’t ask people to do the same boring tasks all the time. A stimulating environment creates enthusiasm and the opportunity for “big picture” thinking. – NB: Master those 21 key points and you’ll increase motivation with a bit of hard work. 07/06/2021 Motivating Workers 33

Conclusion • There are various motivators • Different people may be motivated by various factors (Idiosyncrasy) – As a HR manager NEVER assume what motivates you is what motivates the rest of your team – Most Motivators lose impact as time passes- so there is need to be innovative so as to continuously motivate workers • Motivation requires a delicate balance of communication, structures, and incentives. 07/06/2021 Motivating Workers 36

Conclusion cont’d • As a manager learn how to control/mitigate demotivation ASAP – Do not wait for annual appraisals to talk about staff performances – Identify causes – Talk face to face about personal problems – Counsel staff members – Deal with bad news ASAP 07/06/2021 Motivating Workers 37

End of Session • Thank you for participating • Questions, Concerns, Issues, etc are yet welcome 07/06/2021 Motivating Workers 39