Upon completion of this lesson, the successful participant will be able to understand: Concerned with styles and situations, framework for effectively matching the leader and the situation, task motivated (reaching a goal) or relationship motivated (developing close interpersonal relationships) leadership styles.
Art of Leadership & Motivation HRM – 760 Lecture 23 FACILITATOR Prof Dr Mohammad Majid Mahmood Driving Employee Motivation What will you need to do to achieve your 5 10 year`s vision? What’s a must? What’s useful? What’s good, but not vital It refers to the set of forces that cause people to behave in certain ways It is the inner feeling which energizes a person to work more The emotions or desires of a person prompt him for doing a particular work ◦Individual forces that account for the direction, level, and persistence of a person’s effort expended at work Direction an individual’s choice when presented with a number of possible alternatives Level the amount of effort a person puts forth Persistence the length of time a person sticks with a given action WHAT MOTIVATES PEOPLE • Achievement • Responsibility • Recognition • Recognize achievements through programs that showcase performers • Feedback • Learning and growth WHAT MOTIVATES PEOPLE • Achievement • Responsibility • Recognition • Feedback • Learning and growth • Have volunteer programs and other programs that enable employees to showcase their responsibility towards each other and the society at large WHAT MOTIVATES PEOPLE • Achievement • Responsibility • Recognition • Feedback • Learning and growth • Recognize winners through awards like Service Quality Awards, Best Operations Awards, Best Trainer Awards, etc WHAT MOTIVATES PEOPLE • Achievement • Responsibility • Recognition • Feedback • Learning and growth • Follow a system of feedback and performance appraisal i.e the 360o system in which both the boss and subordinate participate WHAT MOTIVATES PEOPLE • Achievement • Responsibility • Recognition • Feedback • Learning and growth • Give a lot of importance to training and development and have various training academies to cater to various sections of employees • Analyze training needs to recognize competency gaps and impart knowledge through customized training programs 10 He developed 2 theories : Theory X & Y Theory X workers could be described as: Individuals who dislike work and avoid it Individuals who lack ambition, dislike responsibility Individual who desire security Theory Y could be described as: Consider effort at work as just like rest or play They don’t dislike work. Individuals who seek responsibility 14 15 Maslow’s Needs Theory Self Actualization Esteem Social Safety Physiological 16 Mclelland’s Motivational Needs Theory ACHIEVEMENT AFFILIATION POWER 17 Specific Difficult Goals Goals Increase Performance Higher Performance 18 19 Pakis tan`s Wo me n Cric ke t Te am S uc c e s s 20 21 22 23 24 Increases Increases Effort Effort Improves Improves Focus Focus Drives Drives Creativity Creativity Aids Aids Retention Retention Because it… Enhances Enhances Persistence Persistence 25 26 TOP 10 TIPS 1) Notice each individual 2) Say Thank-you, even a smile can make a big difference 3) Make employees feel respected and valued 4) Share your experience and knowledge 5) Be confident about people 6) Be honest and trustworthy 7) Don’t take personal credit for others success 8) Create a blame-free culture 9) Set developmental goals 10) Make work fun!! 27 FACILITATOR Prof. Dr. Mohammad Majid Mahmood 1 28 ... Recognition • Feedback • Learning? ?and? ? growth • Follow a system of? ? feedback and? ? performance appraisal i.e the 360o system in which both the boss? ?and? ? subordinate participate WHAT MOTIVATES PEOPLE... Recognition • Feedback • Learning? ?and? ? growth • Give a lot of? ? importance to training? ?and? ?development? ?and? ?have various training academies to cater to various sections? ?of? ?employees • Analyze training ... person to work more The emotions or desires? ?of? ?a person prompt him for doing a particular work ◦Individual forces that account for the direction, level,? ?and? ?persistence? ?of? ?a person’s effort expended at work