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Motivation (Introverts and Extroverts (identife leadership skills with…
Motivation
Introverts and Extroverts
identife leadership skills with extroversion
open-plan offices and group work, incessant meetings. Noise and interruptions make it harder to concentrate.
Promotion. Top - tend to be quiet.
Provide private office space and quiet areas where they can recharge.
Recognise that introverts bring distinctive skills to their job. Put more thought into what they say.
Recruit on the basis of how they acquit themselves in interviews.
Amazon: meetings are more focused.
Extroverts - managing/carry out orders, introverts - think for themselves.
Adapt to corporate life.
Ambivert organisation.
Types of people and how motivate them
Realistic
automobile mechanic, farmer, electrician
Mechanical abilities, lack of social skills
Materialistic, modest, thrifty, hardheaded
Remuneration, bonuses, breaks, health-care programs, medical insurance, paid sick leave, outplacement services, non-contributory pension plan
Investigative
biologist, chemist, geologist
mathematical and scientific ability, lack of leadership ability
Analitical, intellectual, precise, rational
Recognition of achievements, cash rewards, profit sharing programs, performance-related bonuses, health-care programs, medical insurance, paid sick leave, outplacement services, non-contributory pension plan
Artistic
composer, musician, writer, actor
artistic abilities, lack of clerical skills
Disorderly, emotional, expresive, imaginative
Community events, public recognition, historical significance of their participation in the work, flexible working hours, travel
Social
teacher, religious worker, speech therapist
social skills, lack of mechanical and scientific abilities
Patient, kind, tactical, sympathetic
Recognition of achievements, childcare facilities, public recognition, historical significance of their participation in the work, health-care programs, medical insurance, paid sick leave, outplacement services, non-contributory pension plan
Enterprising
Salesperson, TV producer, sports promoter
Leadership and speaking abilities, lack of scientific ability
Acquisitive, ambitious, domineering, energetic
Empowerment, plaques, trophies,certificates, profit sharing programs, performance-related bonuses, challenging job and feedback
Conventional
Bookkeeper, stenographer, financial analyst
Clerical and arithmetic ability, lack of artistic ability
Careful, orderly, inhibites, unimaginative
Childcare facilities, health-care programs, medical insurance, paid sick leave, outplacement services, non-contributory pension plan, breaks,savings plans, stock purchase plans, profit sharing programs
Theories of motivation
Maslow's Hierarchy of Needs
Abraham Maslow developed a theory of motivation, which he based on the pyramid of needs . This theory explains how certain motives arise or are caused, how and in what ways motives are actuated, how motivation is carried out .
According to Maslow, " human needs are arranged in a hierarchy. In other words, the emergence of one need is usually preceded by the satisfaction of another, more urgent.
needs for contacts and belongingness
Opportunities for socialization: community events
need for recognition, appreciation, respect
Plaques, trophies,certificates
security needs (confidence, security, order, etc.)
Occupational safety
Savings plans, stock purchase plans, profit sharing programs,outplacement services
physiological (hunger, thirst, sexual desire, sleep, etc.)
Remuneration, bonuses, breaks, health-care programs, medical insurance, paid sick leave
need for self-actualization
Can't be satiated
McGregor's Theory X and Theory Y
Workers are inherently lazy and will avoid work whenever possible. Because of this, workers must be closely monitored, for which integrated control systems are developed.
Management assumes that employees can be ambitious, have internal incentives, seek to take on more responsibility, exercise self-control and self-governance. It is believed that employees enjoy their duties related to both mental and physical labor.
McClelland's Learned Needs Theory
Acquired Needs Theory
Achievement
Employees strive in their work for ways of doing this work that are more effective than they had before. Such employees need tasks that require them to challenge, overcome difficulties.
Challenging job and feedback
Affiliation
Part of team
Training and mentoring
Power
Want to control
Empowerment, participation in decisions
Equity Theory
This theory was based on the assertion that people subjectively evaluate the ratio of effort spent and rewards received, while comparing this ratio with the performance of other people who performed similar work.
Expectancy Theory
the level of motivation of employees depends on their ideas about their abilities to perform certain work tasks and receive remuneration. This theory States that people are motivated to work by the expectation that their chosen type of behavior will actually lead them to the desired result.
Types of motivation
Cash rewards
Salary
Annual bonuses
Comissions
Performance-related bonuses
Non-contributory pension
Savings plans, stock purchase plans, profit sharing programs
Staff discount
Non-cash incentive schemes
Travel
Social events
Gym membership
Autonomy
Praise
Recognition of achievements
Plaques, trophies,certificates
outplacement services
feedback
Flexible working hours
Perks: company car, medical insurance
Tailor-made courses
Childcare facilities
Vouchers
Fulfilment
Why do non-cash incentive schemes work better?
They provide a lasting reminder of the achievement and the positive feelings that go with it.
They offer the rewards that can be shown to others or talked about –and it is socially acceptable to ‘boast’ about the achievement. The same cannot be said for cash.
They provide a guilt-free form of reward, often something employees would not otherwise do or buy, whereas they may feel guilty for not spending cash on necessities.
They have a higher perceived value. The actual cash value is secondary to the recognition.
The employee’s family is often involved in the reward selection and the reward selection and the reward chosen may benefit the whole family.
Extra cash in the monthly pay packet disappears into the bank account or wallet. In fact, 72% of people receiving cash rewards use it to pay bills, can’t remember what they spent it on, or don’t even know they received it!
Unusual incentive schemes
The company "Masterpain" invented his own way to motivate workers to work better. They introduced a corporate currency called "Kanga". At the end of the work week, each employee receives 10 Kenga and puts them into the" account " of the colleague who worked the best this week. It is forbidden to keep Keng. A colleague who has accumulated the maximum amount of Kanga gets a gold coin. After collecting fifty gold, the employee gets the right to visit Australia at the expense of the company. The incentive prize is a subscription to the pool or gym. In addition to motivating employees, this technique allows the Manager to evaluate the work of each subordinate "from the inside".
"BBH" motivates its employees with antiserum. Chiefs, whose employees have become the worst in terms of the month, get a live turtle Dasha, which will have to take care of. This reptile constantly lives in the office, so it will not be possible to entrust it to relatives or friends. In addition to the program "Turtle forever" there is an award "Hold the skunk" - a photo of a skunk with an autograph from the CEO. Such a joke of punishment to motivate workers better than monetary penalties. No one wants to become the "loser of the month" and get the "animal" prize.