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    Rohit Pareek
    The document discusses employee motivation and how it is the key factor in employee performance. It outlines indicators of employee motivation and the four main drivers of motivation: acquiring, bonding, comprehending, and defending. It then discusses levers organizations can use to fulfill these motivational drivers like reward systems, culture, job design, and performance management processes. It also discusses the direct role managers play in motivating employees.

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    New OB

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    Rohit Pareek
    14 views10 pages
    The document discusses employee motivation and how it is the key factor in employee performance. It outlines indicators of employee motivation and the four main drivers of motivation: acquiring, bonding, comprehending, and defending. It then discusses levers organizations can use to fulfill these motivational drivers like reward systems, culture, job design, and performance management processes. It also discusses the direct role managers play in motivating employees.

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    The document discusses employee motivation and how it is the key factor in employee performance. It outlines indicators of employee motivation and the four main drivers of motivation: acquiring, bonding, comprehending, and defending. It then discusses levers organizations can use to fulfill these motivational drivers like reward systems, culture, job design, and performance management processes. It also discusses the direct role managers play in motivating employees.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    14 views10 pages

    New OB

    Uploaded by

    Rohit Pareek
    The document discusses employee motivation and how it is the key factor in employee performance. It outlines indicators of employee motivation and the four main drivers of motivation: acquiring, bonding, comprehending, and defending. It then discusses levers organizations can use to fulfill these motivational drivers like reward systems, culture, job design, and performance management processes. It also discusses the direct role managers play in motivating employees.

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    © All Rights Reserved
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    Download as pptx, pdf, or txt
    of 10

    Employee Motivation: A

    Powerful New Model

    Group 3
    SHASHANK JALAN
    ROHIT PAREEK
    HANUDEEP SATYA
    SATTWICK DAS
    BARNASHREE DAS
    ANURAG
    AKANKSHA
    What is Employee Motivation?

    •Employee Motivation means the drive or inspiration that an individual has to


    perform at work. It's what makes a person want to get up in the morning and be
    excited to go to work.

    •WISDOM and RESEARCH shows that Employee Motivation is the KEY


    FACTOR in Performance,

    •Motivating employees begins with recognizing that to do their best work, people must be in an
    environment that meets their basic emotional drives to acquire, bond, comprehend, and
    defend. So say Nohria and Groysberg, of Harvard Business School, and Lee, of the Center for
    Research on Corporate Performance. Using the results of surveys they conducted with employees
    at a wide range of Fortune 500 and other companies, they developed a model for how to increase
    workplace motivation dramatically.
    Employee Motivation Indicators:

    • Engagement: Energy and Effort bought by employees

    • Satisfaction: Extent of Employee’s expectations met

    • Commitment: Extent of engagement in Corporate Citizenship

    • Intention to quit: Related to Employee Turnover


    Drivers of Employee Motivation

    • The drive to ACQUIRE:


     Drive to acquire SCARCE THINGS.
     It involved both GOODS and EXPERIENCES
     It is RELATIVE
     and it is INSATIABLE

    • The drive to BOND:


     Gives rise to strong emotions of LOVE, CARING etc.
     Sense of BELONGING to the Organization directly effects Productivity
     Attachment to Cohorts causes Resistance to transfer or any CHANGE
    Drivers of Employee Motivation
    • The drive to COMPREHEND
    Creating a SENSE of the World around us
    MEANINGFUL CONTRIBUTION to the Workplace
    MONOTONOUS work demoralizes Employees

    • The drive to DEFEND


    Natural among Living organisms
    Creation of Institutions to promote JUSTICE
    Security and Confidence when Drive is fulfilled
    Resistance to Merger or Acquistion among employees is because of this Drive.
    Levers of Employee Motivation

    Each of the four motivational drivers can be fulfilled by a specific organizational lever.

    • The REWARD System


    Sharply differentiates good performers from average
    and poor performers.
    Tie rewards clearly to performance.
    Pay as well as your competitors.
    • CULTURE
    Fosters mutual reliance and friendship among
    coworkers
    Promotes collaboration and teamwork.
    Encourages Sharing of best practices.
    Levers of Employee Motivation

    • JOB DESIGN
    Design jobs that have distinct and important roles in the
    organization
    Design jobs that are meaningful and foster a sense of
    contribution to the organization

    • Performance-Management and Resource-Allocation


    Processes
    Increase the transparency of all processes
    Emphasize their fairness
    Build trust by being just and transparent in granting rewards,
    assignments, and other forms of recognition
    Direct Managers' Role in Employee Motivation

    • Employee Perception
    • Managerial Discretion
    • Expectations from Managers
    • Impact of Managerial Variability
    Performance-Management and Resource-Allocation
    Processes

    •Fairness and Trustworthiness (Drive to Defend)


    •Clear and transparent processes are essential for meeting the drive to
    defend.
    •RBS exemplifies this with its clear decision-making processes.
    •Recognition and Rewards (Drive to Defend)
    •Recognizing and rewarding individual performance, as practiced by
    Aflac, is crucial for fulfilling the drive to defend.
    •Real-Time Feedback (Drive to Comprehend)
    •Providing frequent and real-time feedback is a key lever to engage and
    satisfy employees across all drives.
    THANK YOU!

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